Contents

1. Introduction to the organization Goals of the company Objectives of the company Goals of HR department Objectives of HR department Methodology adopted by HR department for personality development of employees 2. HR practices What is HRM? Human resource planning Recruitment\Decruitment Selection Training Development Performance management Compensation and benefit 3. Analysis of HR practices 4. Suggestions and recommendations

MOBILINK HISTORY Pakistan Mobile Communications Limited, better known as Mobilink GSM, is a telecommunication service provider in Pakistan. According to PTA statistics, Mobilink has 28.24 million customers by March 2009. Mobilink's Head office is located in Mobilink House, 1 A Kohistan Road, F-8 Markaz Islamabad. Mobilink started operations in 1994 as the first GSM cellular company service in PAKISTAN byMOTOROLA later it was sold toORASCOM, an EGYPT-based multi-national company. Mobilink is the largest cellular service provider in Pakistan. Mobilink's corporate postpaid package is sold under the brand name "Indigo" and prepaid by the name of "Jazz". In addition to cellular service, the Orascomm group is diversifying its service portfolio by setting up new businesses and also expanding through acquisitions. Recently, they started offering DSL broadband through a wholly owned subsidiary, Link.Net. Company is in place for launch of wireless broadband service through WiMax based technology. With a softlaunch on 1 July 2008, Mobilink is now the second WIMAX internet service provider in Pakistan. Currently providing services only in Karachi. WiMax services will be sold under the brand name "Mobilink Infinity". Technology is backed by Alcatel, and company is using a ZYXEL Customer Premises equipment. In addition to Mobilink, the Orascom group also owns TWA (Trans World Associates) which operates an undersea fiber optic cable from Karachi to Fujairah, UAE.

MobilinkMision
To be a superior communication services company in Pakistan who provides the best value to its customers, employees, business partners and shareholders.

Mobilink Vision
To be the leading Telecommunication Services Provider in Pakistan by offering innovative Communication solutions for our Customers while exceeding Shareholder value & Employee Expectations.

Goals and Objectives

Expand the business. Provide better service to people in the field of telecommunication. Retaining the role of a leading telecommunication company. Attract maximum customers and satisfy them. Excel in meeting customer needs. Seek employee involvement, continuous improvement and enhanced performance goals.

Achievements
ISO 9002 Quality Management System Certification for Billing, Engineering Departments and CS Contact Center Implementation of a full Intelligent Network (IN) platform from Siemens for the Prepaid platform Largest Call Center in Pakistan, which is there to assist the customers 24 hours Only cellular service in Pakistan to provide coverage on the M2 motorway Bilateral roaming in over 100 countries around the world with true international roaming with over 300 operators across the globe First mobile operator in Pakistan to offer extensive GPRS Roaming and BlackBerry Roaming services.

What is HRM?
1. The management function that deals with recruitment, placement, training, development of organization members. 2. HRM is a process for staffing the organization and sustaining high employee performance. 3. HRM can be defined as all the practices, systems and procedures implemented to attract, acquire, develop and manage human resources to achieve the goals of an organization. 4. Simply it is managing the employment relationship. 5. HR department develop the personalities of employees.

Importance of Human Resource Management

Staff is the most important resource of an organization. Human resource is the key ingredient to success. Human resource creates organizational accomplishments and innovations. Bring personality innovation in empolyees.

Components of HRM system

GSM in context with HRM

Our group will be explaining the Human resource management of the company Mobilink GSM company originated in 1994 which provides the best cellular services within Pakistan. Mobilink has a very well defined and structured department and its various policies of keeping each employee productive part of the organization are intoned with the corporate worlds requirement.

Employees in the company are largely committed to their organization and have shown progress in the company. Employees are satisfied with the HR department of Mobilink GSM Company.

HR planning:
Human resource planning is designed to ensure the future personnel needs will be constantly and appropriately met. The process by which managers ensure that they have the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently performing assigned tasks. It is accomplished through analysis of Internal factors : Current and expected skill needs, vacancies and departmental expansions and reductions. Environmental factors: Labor markets, use of computers to build and maintain information about employees.

Planning Procedures OfMobilink GSM

At Mobilink, our belief is that "Our people are our greatest asset. We take great pride in acknowledging the contribution each one of us makes. We focus on People Development and for that we ensure: Staff Mobilink with world class Professionals and ensure that the right systems are in place to encourage them to develop to their full potential. Create a collaborative and mutually supportive work environment that encourages people to grow. Build a team of professionals who deliver expertise by participating in business decisions. Develop Performance Management and reward systems underlying our Business strategy. We aim at making Mobilink a great place to work.

Recruitment &Decruitment
Recruitment: The development of a pool of job candidates in accordance with a human resource plan.It is the process of locating, identifying, and attracting capable applicants. Decruitment:

Techniques for reducing the labor supply within an organization. e.g. firing ,layoffs, transfers, retirements.

Process of Recruitment
Steps in the Recruitment process: Internal Search Advertisement of a job vacancy. Web based advertising. Preliminary contact with potential job candidates. Initial screening to create a pool of qualified applicants. Methods of Recruitment process: External Recruitment Internal Recruitment. GENERAL CONDITION FOR RECRUITMENT IN MOBILINK: Recruitment is done through human resources Department. An Applicants knowledge ,skill and aptitude should relate to the position, Education, Experience, Intelligence test, Interviews, References, Medical test. Initially applicants may submit a hand written/typed application along with a legal biodata and 2 passport sized photograph to HR department They are required to fill the standard application from the Company Application.

MOBILINK GSM guideline EXTERNAL RECRUITMENT:

No candidate under age of eighteen can apply for the job Candidates cant apply for the job if their blood relations work in PMCL-Mobilink. Heads are responsible for hiring procedures Human resources jointly with the department heads decide the salary range Minimum qualification must be a bachelor degree. Candidate are required to successfully complete any job related selection test given to them. INTERNAL RECRUITMENT: Internal candidates has to be a confirm employees of Mobilink of who have completed a one year of service in their existing designation.

Selected candidates are required to join the new job/position after getting clearance from supervisor and will be on probation for a period of three months.

SELECTION
The process of assessing candidates and appointing a post holder to ensure that the most appropriate candidates are hired. The scheme used for optimally staffing the organization.

SELECTION CRITERIA:
1. Completed Job Applications: This step indicates the employee desire position and this application provides information useful for interviews. 2. Interviews: It is most common method in which selection committee evaluates a candidates abilities by following methods. 3. Background Checks: Selection committee confirm the truthfulness of application Rsum or of the application form. The previous supervisor of the applicant is called to confirm this information and to get his career highlights.

Selection criteria of MOBILINK GSM

Information regarding the qualifications and job description is provided by the company to identify suitable candidates. Candidates are supposed to complete the Pre-Employment forms and then the HRM department conducts the interviews and tests which are discussed in previous slides. There is a restriction by the company that the Divisional/Department Head and HRM department must agree before the final selection of the candidate.

Following information's are required by Mobilink from the applicant:

In case of Non-Payment employees Mobilink signs a contract of 1 year which can be extended to another year. After selection the candidate is required to complete a 3 month long probationary period.

HRM department prepares and delivers the Employment Letters to the employee and obtain signature of him on a copy. Candidates rejected or kept on file are sent regret letters.

ORIENTATION
Introduction of a new employee to his/her job and the organization. A program designed to help employees fit smoothly into an organization; also called socialization. Orientation or socialization is designed to provide new employees with the information needed to function comfortably and effectively in the organization. In orientation process HR executives moulds and shape the personality of employees. It conveys three types of information: General information about daily work routine. Review of organizations history ,purpose operations, and products or services and contribution of employees job to the organizations needs. Presentation of organizations policies, work rules and employee benefit.

TYPES OF ORIENTATION Two types of orientation:

Work unit orientation: Familiarizes employee with goals of work unit, contribution to the units goals, introduction to co-workers. Organization orientation: Informs employee about the organizations objectives, history ,philosophy procedures and rules, human resource policies and benefits. Tour of organizations work facilities.

Orientation of new employees in Mobilink GSM:

Objective is to inform all new employees with the basic structure and rules of Mobilink. Human resource Department is responsible for orientation. Orientation CD regarding PMCL, Organizational charts. With the first week of the employment employee go through Department orientation . Objective is to inform all new employees with the basic structure and rules of Mobilink.

Human resource Department is responsible for orientation. Orientation CD regarding PMCL, Organizational charts. With the first week of the employment employee go through Department orientation .

TRAINING
A process designed to maintain or improve current job performance. Most training is directed at upgrading and improving an employees abilities or skills.

Difference between Training and Developmental Programs

Training is for the current improvement in the job while developmental program is for improving the skill which will be used in the future. Both managers and non-managers receive help from training and developmental program but mostly non-managers are concerned with training while the managers are concerned with developmental programs.

Why Training and Developmental Program?

To improve three types of skills Technical skills Interpersonal skills Problem solving skills

Technical Skills: The skills of improving basic skills like the ability to read , write and doing math computations as well as job specific competences. Interpersonal skills This type of training includes learning how to be better listener, how to communicate ideas more clearly and how to reduce conflicts. Problem solving skills: These skills include participating in activities to sharpen logic , reasoning and skills at defining problems, being creative in developing alternatives, analyzing alternatives and selecting solutions.

TRAINING METHODS
Most training takes place on the job because this approach is simple and inexpensive. Some skill training is too complex to learn on the job. in such cases it should take place outside the work setting.

Training InMobilink GSM

The purpose of training is to upgrade the capabilities and efficiency of all those employees and prepare them for more responsible positions in future. Provide employees with greater opportunity to grow and succeed with in the company. To strengthen management and professional teams at all organizational levels. The employees are trained technically and periodically either locally or abroad according pre-planned programs. Training in Mobilink GSM upgrades capabilities of employees, provides guidance and individual counseling . Construct training programs and provide employees a variety of Job skills, Technical, Clerical and Supervisory and Managerial courses.

Types of Training in Mobilink: On a general basis the training done in Mobilink can be divided into two categories: Soft skill training Technical Training

Soft Skill Training: Helping your employees develop a stronger base of knowledge on topics that affect their personal lives can make them more productive and less distracted in their jobs. Soft skill development courses in areas like personal finance and childcare can help your team better manage the most important areas in their personal lives. This may include the following things for e.g. Conflict management training People management training

Communication skills Anger management Time management training Teamwork training etc

Technical Training: This type of training has direct effect on the job of the employee. Specific skills are focused and developed accordingly. The engineering trainings of Mobilink are also included with this along with Customer Services training Sales related training Marketing and technology training etc.

All these types of training are done to enhance the employees job skills at the level he is at. Training programs leads to: Leadership Influencing Creative Problem Solving

Development in Mobilink GSM

The human resource department conducts a meeting with department heads at the end of the training program. The purpose of this meting is to focus on the individual discipline and performance during the training program. Then on the basis of their performance they give them advance jobs. They fill every position vacancy with the best qualified person obtained. They prefer their own employees and go outside only when fully qualified person is not obtainable.

CHARACTER DEVELOPMENT:

Character or behavior of a person in different scenarios can be called as personality. Character: Good character is defined in terms of one's actions. Character development traditionally has focused on those traits or values appropriate for the industrial age such as obedience to authority, work ethic, working in group under supervision, etc.

How character builds up?

Impressions in the mind (inputs) Thoughts (process) Actions (output) What makes good personality? Self Confidence Positive Thinking Learning from failures Self reliance Selfless service Approach for good personality Goal Setting Time Management Communication skills Leadership Qualities Basic personality traits are: Goal orientation Need for control Social confidence Social drive Good impression Need to nurture

Performance Appraisal:
Reviewing performance and taking positive steps to develop employees further is a key function of management and is a major component in ensuring the success of the company through effective employee performance.

A review is about ensuring people know what levels of performance are expected of them and then taking action to ensure they are trained and developed to perform effectively. Objectives of Performance Appraisals To measure the work performance To motivate and assist employees in improving their performance And achieving there professional goals To identify employees with high potentials for advancements To identify employees training and development needs To provide a solid path for career planning for each individual

Appraisal Policy: The intent of these appraisals is to review current job performance and responsibilities, set goals and discuss further opportunities with reference to past performance at Mobilink. Performance Review: At MOBILINK a review is intended to be an open and frank discussion between an employee and their Team Leader/Manager. Generally there are two elements: first is the element in which discussion takes place over the strengths and areas which need to be developed as displayed by the job holder over the past 12 months. The performance is of course judged comparing the performance against the core indicators of Job. The second element is concerned with discussing the training needs/inputs activities that are considered to be appropriate to help the jobholder overcome some of development areas discussed in the review and also those activities that are deemed appropriate to build upon their current strengths.

Sources of Performance Appraisal:

At MOBILINK the primary sources of performance appraisal are the managers and secondary sources are employees themselves. Though the peers also give their opinion but it usually does not have any weightage unless a conflict arises between the manager and the employee. Feedback: Workers at MOBILINK are informed of their performance and given the opportunity to express their opinion over their own level of performance against each competence. This serves the following two main purposes: It enables the reviewer to redefine whether the initial assessment was correct, as circumstances may exist that the reviewer is unaware of.

By asking the worker what he sees to be his own strengths and development areas often help to reduce negative responses and makes planning training needs/inputs activities easier if the person is able to express for himself the areas in which he feels he can improve.

CONCLUSION:
To conclude Mobilink has a strong HR system. That is the reason we didnt found much discrepancies in what management says, what policies state and what employees say. 90 % of the times they were same. There are some minor discrepancies but they are adjustable with little effort.

RECOMMENDATIONS:
To establish core competence and to bring competitiveness, Mobilink should implement numerous effective plans to improve the performance of its various departments. Supervisors must manage employee performance well in order for Mobilink to accomplish its mission and achieve its goals. Following are some recommendations for Mobilink, which we Personally feel can be useful for the organization, its employees and the customers. Effective Performance Management Performance management is one of the most important parts of a Supervisors or team leaders job. Developing skills in performance Management is wise investments that will help Mobilink achieve its Goals. Managing employee performance includes: Planning work and setting expectations Monitoring and measuring performance Developing the capacity to perform Recognizing and rewarding good performance

Practicing good performance management requires proficiency in certain competencies. Competencies are observable, measurable Patterns of skills, knowledge, abilities, behaviors and other Characteristics that an individual needs to perform work roles or Occupational functions successfully. Performance management Competencies that all supervisors (and team leaders) at Mobilink Should develop and demonstrate include: Communication Setting goals Measuring employees performance Givind feedback

Coaching and development

REFERENCES
www.mobilinkgsm.com www.google.com www.wikipedia.com sajjadmalik@mobilink.net www.mobilinkworld.com www.docstoc.com