Activity A:
Ooredoo Qatar.
Ooredoo is one of the leading telecommunication companies in the region also in Qatar, in oredoo
there are main products and services as following:
-
Mobile services (network coverage for cell phones)
4 G broadband internet (Mobile internet for smart phones and tablets)
Mosaic ( Internet TV)
Home Internet ( wired internet cables)
Landline and fax services
Our customers are diversified as we are the market leader with 3 Million member in Qatar, the
customers are:
1- Government ( all governmental authorities, ministries, top managers)
2- Private sector (most of the banks, companies, commercial entities,…)
3- Individuals ( Qatari Nationals and expats)
Purpose and goals of the organisation:
(Source from ooredoo.com)
Our vision:
Help enrich people’s lives and stimulate human growth as international communications company.
Our Mission:
Providing most innovative services in the region for better customer experience.
Our goals:
1- Expand geographically in Asia, Africa, and Europe to serve more customers and achieve
sustainable profits.
2- Sign partnerships with Paris san germaint PSG football club for better public relations
worldwide.
Analysis of 4 external factors and their impact on the business activities of an organisation:
1- Political and Legal Factor:
Ooredoo had several obstacles to expand its services across many countries in Asia, Africa
and Europe, these obstacles mostly was laws and regulations of competition and getting the
license to operate mobile network services.
Most of the obstacles was due government officials, so ooredoo get the support from local
partners to facilitate its launching and also aimed at direct conversation with those countries
governments with the mind set of win-win and with the help one the most well-known legal
counselling firm ooredoo was able to sign many contracts and open in Algeria, Spain,
Myanmar.
2- Economic factor:
Ooredoo was able through careful planning and selection for its markets, economic factor
was the first priority as it will determine whether the expansion will be profitable or not.
So economic criteria was analyzed, such as GDP, Average income for individual, and so many
other factors, and ooredoo was looking for markets that will be able to compete in it.
If individuals and corporates are not able to pay for oredoo services so ooredoo will not
make profit and will lose.
3- Social factors:
This factor is very important for any company so its for ooredoo as well, so ooredoo
designed its services according to social factors in each country, for example in Qatar,
ooredoo sometimes target youth with special product, also offer additional services that
expats will be interested in it, and many VIP services for Qatari people.
So understanding this categories enable ooredoo to target the right customer and obtain his
loyalty.
4- Environmental factor:
Ooredoo had wide experience in dealing with desert coverage in Qatar, so as a result this
kind of experience enabled ooredoo to offer best coverage in another country where most
of it is desert like Algeria. So understanding environmental factors of business is so vital for
business success.
Structure and 4 functions of ooredoo:
Functions:
A- Human Resource Management
Human resource management function has a vital role in organisational overall success, as
its main role to act as strategic business partner in providing the right talent to support
operational goals, and also providing talent development solutions to maximize human
potential inside the organisation.
B- Technology
Technology is the core development force in any modern company in our business so we
have highly educated professionals with exceptional creativity to develop our products and
services and to match our customers’ needs successfully.
C- General counsel
Important function as well as other functions in the organisation, main role is to secure
company business deals with careful contracting strategy and efforts to keep company away
from any illegal practice.
D- Strategy
Creative team their mission is to guide the group to the right way, through careful planning
and set strategic goals for organizational success.
How these functions work together?
For example:
Ooredoo vision is to expand geographically, so the process starts at strategy team where they will
evaluate the options available in the market and best place that will match our services and we will
be able to make profit.
Then general counsel team manage the process of contracting and ensure that ooredoo will be
benefited from this agreement, then Technology start to put plans with operation to start
implementation the project.
At the same time Human Resource team start to select and train the right candidates to ensure that
at the requested date all manpower will be ready to represent ooredoo.
All teams in ooredoo work together to optimize performance and high profitability.
Organisational culture:
Culture is manifested through the values, artefacts, norms, rituals and legends of the organisation.
Values: encapsulated what the organisation stands for, its principles and shared beliefs.
Artefacts: tangible aspects of culture
Norms and rituals: expectations from individuals and organisation to treat each other, beside
traditions.
Legends: stories and myths about significant events or people who work or have worked.
2 ways culture affects operations:
1- Role culture: which is dominantly used in ooredoo where each employee has certain role
(specialization), this affect operations positively as employees became specialized
professionals which leaded to operation efficiency. As all units cooperate as in Greek temple.
2- Task culture: which also used widely in ooredoo as all departments work as teams where
those teams coordinate with each other’s to achieve company objectives.
Activity B:
Ooredoo strategy is growth, by expansion geographically, and the second main strategy is to
compete through exceptional service quality.
Those main strategies have a clear relation with high profits recorded last financial year, as Ooredoo
opened in geographically different locations, such as Algeria, Myanmar, Spain and many other
countries, and also Ooredoo had developed the network service provided to the customers by
introducing 4G Mobile network, Mosaic TV, optic fiber ADSL with 10MBP speed, these actions
leaded to high customer retention, and remarkable profit margin increase.
HR department had supported Ooredoo in achieving this success through the following functions:
1- Talent Management:
Where HR talent management team helped company operations by sourcing and pooling
high talented calibers, in different locations and countries and provided Ooredoo with high
competent staff who was able to serve Ooredoo customers effectively.
Also managing succession planning for the key positions in the organisation and provided
promotion opportunities for Ooredoo staff.
2- Employee relations:
HR employee relations team was partner in Ooredoo success as we provided company with
business frame work where fair and consistent policies was applied for all Ooredoo staff and
executives which helped in creating motivating work environment which encourage
creativity and leadership.
3- Performance Management:
This part was the most critical part out of HR functions as it was the most important
motivating factor for all employees as hard working and exceptional customer service was
highly rewarded, through consistent performance feedback from managers and coaches to
Ooredoo staff. This process had a remarkable impact on employee’s performance and 80%
of Ooredoo staff was satisfied with this process.
Ways HR supported line Managers:
1- HR Business partners:
HR became business partners to line managers and they tend to understand business
objectives in details in order to be able to achieve the role. This understanding for business
environment enhanced HR activities quality and helped HR teams to be more effective. Such
as understanding geographical expansion plan of branches helped recruitment team to find
the right candidates at the right time from the area of the branch which leaded directly to
higher customer satisfaction.
2- Longer term succession & development planning
HR helped line managers to understand how talent fits into the bigger picture and the real
Benefits to them of longer term succession and development planning through a holistic
look at the various components from organisational culture, management, resourcing to
training and development. (Source www.changeboard.com)
This leaded to better management and team leadership as each line manager was able to
identify staff talents with the help of HR team.
3- Reward and employee engagement tools
Specifically, it was so important to get the complex area of reward right in Ooredoo talent
management strategy and managers can was guided by HR though these important
decisions.
The culture and attitude of management in Ooredoo was a vital component in the successful
delivery of intangible rewards such as flexible working hours, career growth, recognition,
leadership and working environment – all of which can have a big impact on employee
engagement and retaining talent.
(Source www.changeboard.com) (Edited)
HR role in overall success of the organisation:
1- HR can support business success by careful planning for cost of the manpower by alternating
talent resources and another example is to implement an HR strategy that can support
business goals making a business more efficient through the planned use of human
resources.
2- Another way to support business success by Provide guidance with employment legislation
as it is the role of HR to stay up to date so that they can provide credible, practical advice to
those they support. HR should ensure that internal HR policies and employee handbooks
are kept up to date, they are well communicated to the workforce and training is provided
to managers in their operation.
This role can protect company from legal point of view and maintain good workplace
environment.
3- HR is the change agent for the company as HR can support change management processes in
various ways. With a company re-structure to improve efficiency, HR can work with senior
management to develop a new reporting structure and new job descriptions to provide
strategic support. HR can take part in operational consultations with employees affected by
the re-structure. HR can advise on redundancy and its implications where appropriate. HR
can also assist with minor changes in the workplace such as a change to terms and
conditions which require consultation and agreement from employees. Working with
managers they can ensure the correct legal procedure is undertaken. HR can provide the
paperwork to support the process.
With the help of this Source: www.businesszone.co.uk