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GROUP MEMBERS
• Afzaal Haider
• Muhammad Hassib Gul
• Mubashir Ahmed
• Umar Asghar
PRESENTATION LAYOUT
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Company Introduction (mission and Vision)
Organizational Structure
Human Resource Management
Human Resource Functions
Recommendation
Conclusion
INTRODUCTION
• Pakistan Telecom Mobile Limited (PTML) is a
wholly
owned
subsidiary
of
Pakistan
Telecommunication Corporation Limited (PTCL)
that started its operations in January 2001 under
the brand name “Ufone”.
• As a result of PTCL’s privatization 26% of company
shares along Ufone became part of the Emirates
Telecommunication Corporation Group (Etisalat)
in 2006.
INTRODUCTION
cont…
• Ufone has network coverage in 10,000 locations
and present across all major highways of Pakistan.
• Ufone currently caters for International Roaming
to more than 288 live operators in more than 160
countries.
• Ufone also offers Pakistan’s largest GPRS &
blackberry Roaming coverage available with more
than 200 Live Operators across 122 countries.
INTRODUCTION
cont…
• It is currently owned by “Etisalat” with the
customer base of more than 20.5 million
subscribers which is tripled from last fiscal year
• Total current investment of over $350 Million,
including a recent contract of $161 Million for
expansion & capacity building
• Currently, with a market share of over 24% .
INTRODUCTION
cont…
• More recently, Ufone has become a focused and
intensive leader in VAS, constantly introducing
innovative services, which have been the first of
their kind in the Pakistani cellular industry.
• As the world of telecommunications advances,
Ufone promises its customers to stay ahead,
developing and evolving, to go beyond their
expectations, because at Ufone, it’s all about U.
MISSION STATEMENT
“ To be the best cellular option available for U”
Vision Statement
“To be the quality cellular service provider of choice,
using sound business practices while enhancing the
quality of life of the community and providing a
strong return for our stakeholder”
Ufone Objectives
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To be Affordable
Best Coverage throughout Pakistan
Advanced & innovative service
Best employment option for peoples
Organizational Structure
Geographical division:
•North
•Central
•South
Departmental Division
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Marketing Department
Finance Department
Human Resource Department
Customer Care Department
Information System Department
Engineering Department
Quality Assurance
Information Technology
Organizational Structure con…
Board Of Directors
CEO
Project Director
Marketing
&
Sales
Customer
Care
HR
&
Admin
Information
System
Information
technology
Finance
Quality
Assurance
Engineering
Organizational Structure Analysis
•Hybrid Organizational Structure.
•Formal Control on every one.
•Decentralization.
•Chain of Command.
Human Resource Management
• Human capital act as nerves system of the organization.
“ Their people are their greatest asset ”
• with special Reference to human resource management
(HRM) our main focus was remained on how the human capital
at ufone is being:
• Recruited.
• Selected.
• Utilized.
• Compensated.
• Evaluated & Trained to achieve company goals.
Human Resource Management con..
HRM
Compensation &
Benefit plan is
developed to
ensures
employees
motivation.
They Believe to
Train & Develop
employees
Clearly defined
Recruitment &
Selection Policy
Staff of Ufone
consists of world
class Professionals
Collaborative and
mutually
supportive work
environment
Team of
professionals for
Expertise &
Collaboration
Performance
Management and
Reward System
HR Internal Departmental Division
HR Department
Training &
Development
HR
Operations
Outsource
Operation
Human Capital
at Ufone
• 1700 permanent employees as well as more than 2500
contractual employees working nationwide
• Ufone Complies with equal employment opportunity
organization. Almost 70% of its employees are male and
30% are female.
• Predefined job description
• Annual and Six month Performance Apraisals
• Average age of Ufone employee is 32 years
• Average Salary is 15000
• HRIS
Functions of hrm
Human Resource Function
Primary Functions:
• Staffing:
– Job analysis
– Human resource planning
– Recruitment & selection
• Training and Development
– Organization development
– Career development
– Performance Appraisals
• Compensation management
– Monetary Benefits
– Non monetary Benefits
• Safety & Health
Human Resource Function
Secondary functions:
• Interaction of Human Resource
• Research & Development in HR
con..
Implementation of HR
HR department at ufone is very much involved in
• Analyzing,
• managing,
• evaluating and improving performance of
employees
• keep complete check on human capital to get the
things done
Job Analysis:
Job analysis is systematic exploration of activities within a
job. It is a technical procedure used to define the duties,
responsibilities, and accountabilities of job.
• Experts do Job Analysis after acquiring information from
candidates through interviews through form
• At ufone pay packages, compensations, job descriptions, job
specifications, job evaluation are made on the bases of Job
Analysis
Job Analysis at ufone
Following steps are taken:
• Obtain Documentary information such as procedure
manuals and written instruction.
• Ask about more general aspect such as the job purposes,
main activities.
• Ask the jobholders about the job.
• Observe the job holders to see what they actually do.(vidual
techniques)
Information Collected in Job Analysis
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Work activities
Worker-oriented activities
Machines, tools, equipment, and work aids used
Job-related tangibles and intangibles
Work performance
Job content
Personal requirements for the job
Why Ufone conducts J. A:
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the right person for the right job at the right time
Reduced Chances of Wrong Hiring
Knowing Who Does What
Major duties or activities required
Conditions under which the job is performed
Job Analysis Procedure:
– Direct Observations
– Interviews
– Questioners
Job Specification
All the prerequisites of job are defined:
• Qualification required for a job
• Skill required for a job
• Experience required for a job
Job Description
• Human Resource Division analyzes each job and it’s
required out comes. Job analysis is done by
analyzing the past experience and emerging trends.
• Ufone holds documents about terms, duties
responsibilities about each job
Human Resource Planning
• Actual Need Analysis
• Supply Inside Candidates
• Supply Outside Candidates
• At ufone Supply inside is Prefer and Position
Replacement Charts are Maintained to find out
right person on right job
Need Analysis
At ufone human resource need is analyzed on the bases of
following points:
• How type of person we need?
• How much organization can spend on that particular person
for particular job?
• What type of job knowledge and skills needed for particular
position?
• What kind of methods will be used for performing job
analysis for particular position?
• What level of employee we needed (corporate, business or
functional)?
Supply Inside Candidates
Sources of Supply inside candidates:
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Promotion
Rehiring
Job posting
Succession planning
Supply Outside Candidates
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Referral hiring
Internet
Advertisements
HRIMS
Employments Agencies
Out sourcing (Dencom)
College Recruitment
Head Hunters (for top level management)
Recruitment & Selection
• Qualified professionals from outside have
been hired
• Many benefits are provided but Employee
Retention is quite low due to heavy Burdon
of their job
• Low Flexibility In Performance
• That’s why ufone HR department is
continually engage in recruitment & slection
Procedure
Recruitment At Ufone
• Generating Recruitment Pool:
– Internal Recruitment
– External Recruitment
• Direct applicants
• Referrals
• Advertisements (ever media, Interflow)
• Private Employment Agencies
• Out sourcing (DENCOM, lower management)
• Electronic Recruitment
Scheduling Interview
• First interview
• Second interview
• Third Interview
RECRUITMENT AT UFONE
Recruitment is done in Ufone include both:
• Internal Recruitment
• External Recruitment
INTERNAL RECRUITMENT
• In the case of internal recruitment people from
within the organization are promoted to fill the
vacant vacancy. The HR department and the
relevant department in which the vacancy exists,
analyze whether there an employee within the
organization exists, who most appropriately meets
the requirements of the particular vacancy
INTERNAL RECRUITMENT
– Promotion
– Job posting for any vacant position
– Rehiring
RECRUITMENT AT UFONE
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EXTERNAL RECRUITMENT
Employment agencies
Referrals
Advertising via Internet (careers @ Ufone)
Direct Applicants
Outsourcing
Inventory management system
RECRUITMENT AT UFONE
Apply Online
SELECTION
Ufone take into consideration the following
factors during selection process:
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Education
Experience (related to work)
Performance in the previous work
Domain knowledge
Abilities
SELECTION PROCESS
1.
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Screening aplications
Employment Test
Employment Interview
Job Offer
Medical Test
Reference checks
TRAINING & DEVELOPMENT
TRAINING & DEVELOPMENT
ORIENTATION OF EMPLOYEE:
At Ufone orientation plan covers the following points:
• Visits to different departments of the company
• Company’s Policies, Rules and Regulations
TRAINING & DEVELOPMENT
TRAINING METHODS
Two types of trainings are conducted at Ufone:
• On-the-job Training
»Coaching and understudy
• Off-the-job Training
PERFORMANCE APPRAISAL
Appraisal Method:
“Management by Objective (MBO)”
Ufone philosophy
Impact is no longer about
counting heads;
it’s about making each “Head” count
PERFORMANCE APPRAISAL
FEEDBACK
“360-Degree” feedback is conducted. It not
only contains opinion from the immediate
supervisor and subordinates but also from
customers and manufactures.
COMPENSATION
STRATEGIC PAY PLANS
Direct financial payments
• Salaries
• Incentives
• Commissions
• Bonuses
• Rewards
STRATEGIC PAY PLANS
In-Direct payments
• Medical allowances/ hospitalization
• Conveyance allowances
• Vacations
• Education allowances
• Pension Plans
BENEFITS AND SERVICES
EMPLOYEES MOTIVATION
Employees are motivated at Ufone by
conducting events such as
• Annual employee day
• Birthday celebration
BENEFITS AND SERVICES
Flexible Benefits Program
• Cafeteria
• Gym
• TV lounge
• Sports club
• Exertion trip
BENEFITS AND SERVICES
Retirement Benefits
•Age of 55 – 60 years
•Provident fund
•Gratuity
RECOMANDATIONS
RECOMMENDATIONS
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Decentralization
Enterprise resource planning (ERP)
Job rotation
Manage employees turnover
Improve pay structure
Overtime compensation
Now its all about you…
if you have any questions …
say it all……
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