G
M
• Afzaal Haider
• Muhammad Hassib Gul
• Mubashir Ahmed
• Umar Asghar

P
L
• Company Introduction (mission and Vision)
• Organizational Structure
• Human Resource Management
• Human Resource Functions
• Recommendation
• Conclusion

I
• 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.

I
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.

I
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% .

I
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.

M
S
“ To be the best cellular option available for U”

V
S
“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”

U
O
• To be Affordable
• Best Coverage throughout Pakistan
• Advanced & innovative service
• Best employment option for peoples

O
S
Geographical division:
• North
• Central
• South

D
D
• Marketing Department
• Finance Department
• Human Resource Department
• Customer Care Department
• Information System Department
• Engineering Department
• Quality Assurance
• Information Technology

O
S
con…
Board Of Directors
CEO
Project Director
Marketing
&
Sales
Customer
Care
Information
System
Finance
HR
&
Admin
Information technology
Quality
Assurance
Engineering

O
S
• Hybrid Organizational Structure.
• Formal Control on every one.
• Decentralization.
• Chain of Command.

• 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.

H
R
M
con..
HRM
Staff of Ufone consists of world class Professionals
Compensation &
Benefit plan is developed to ensures employees motivation.
Collaborative and mutually supportive work environment
They Believe to
Train & Develop employees
Team of professionals for
Expertise &
Collaboration
Clearly defined
Recruitment &
Selection Policy
Performance
Management and
Reward System

HR I
D
D
HR Department
Training &
Development
HR
Operations
Outsource
Operation

H
C
U
• 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

H
F
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

H
R
F
Secondary functions:
• Interaction of Human Resource
• Research & Development in HR

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 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

J
A
u
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)

• 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

W
U
c
J. A
• 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

J
A
P
– Direct Observations
– Interviews
– Questioners

Job S pecification
All the prerequisites of job are defined:
• Qualification required for a job
• Skill required for a job
• Experience required for a job

J ob D escription
• 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

H
R
P
• 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

N
A
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)?

S upply I nside C andidates
Sources of Supply inside candidates :
• Promotion
• Rehiring
• Job posting
• Succession planning

S
O
C
• Referral hiring
• Internet
• Advertisements
• HRIMS
• Employments Agencies
• Out sourcing (Dencom)
• College Recruitment
• Head Hunters (for top level management)

R ecruitment
S election
• 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

ecruitmen
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

S
I
• First interview
• Second interview
• Third Interview

Recruitment is done in Ufone include both:
• Internal Recruitment
• External 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
EXTERNAL RECRUITMENT
• Employment agencies
• Referrals
• Advertising via Internet (careers @ Ufone)
• Direct Applicants
• Outsourcing
• Inventory management system

Apply Online

Ufone take into consideration the following factors during selection process:
• Education
• Experience (related to work)
• Performance in the previous work
• Domain knowledge
• Abilities

1. Screening aplications
2. Employment Test
3. Employment Interview
4. Job Offer
5. Medical Test
6. Reference checks

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 METHODS
Two types of trainings are conducted at Ufone:
• On-the-job Training
» Coaching and understudy
• Off-the-job Training

Appraisal Method:
“Management by Objective (MBO)”
Ufone philosophy
Impact is no longer about counting heads; it’s about making each “Head” count

FEEDBACK
“360-Degree” feedback is conducted. It not only contains opinion from the immediate supervisor and subordinates but also from customers and manufactures.

Direct financial payments
• Salaries
• Incentives
• Commissions
• Bonuses
• Rewards

In-Direct payments
• Medical allowances/ hospitalization
• Conveyance allowances
• Vacations
• Education allowances
• Pension Plans

EMPLOYEES MOTIVATION
Employees are motivated at Ufone by conducting events such as
• Annual employee day
• Birthday celebration

Flexible Benefits Program
• Cafeteria
• Gym
• TV lounge
• Sports club
• Exertion trip

Retirement Benefits
•Age of 55 – 60 years
•Provident fund
•Gratuity

• Decentralization
• Enterprise resource planning (ERP)
• Job rotation
• Manage employees turnover
• Improve pay structure
• Overtime compensation