HUMAN RESOURCE MANAGEMENT

Prepared By:
MBA (2009-11)
2ND SEMESTER

HUMAN RESOURCE MANAGEMENT

MBA 2009

RECRUITMENT AND SELECTION

OBJECTIVES
The policy is meant to ensure an effective and efficient method of recruitment and selection. It is aimed at hiring without any discrimination based on race, colour, sex, nationality, ancestry, religion or disability.

There are two types of Recruitments: Internal and External. Sources of Internal Recruitment Employee referrals Internal advertising Sources of External Recruitment Job fairs University Hunts Advertising Emplacement Agencies Walk in candidates

1. EXTERNAL RECRUITMENT: i. No candidate under the age of eighteen will be considered. ii. To avoid conflict of interest, hiring of close relations (brothers, sisters, spouses, first cousins, brothers/sisters in law) will not be encouraged. However candidates falling in this category who have exceptionally good credentials may be considered. Hiring supervisors will need to explain in their assessment of the candidate their qualities that justify hiring. A final decision will rest with the concerned Divisional Head who will need to ensure that there is no conflict of interest. iii. Human Resources will advise Department Heads on salary ranges to be offered to the applicant keeping internal and external equity in perspective. iv. Minimum qualifications must be a Bachelor degree or equivalent. A-Level or equivalent may be considered for call centre/support staff however will require approval of the VP Human Resources & Administration. 2. INTERNAL RECRUITMENT i. Internal candidates must be confirmed employees of Mobilink who have completed one year of service. However exceptionally good candidates may be considered. HUMAN RESOURCE MANAGEMENT 2

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MBA 2009

ii. Selected candidates will join the new job/position after getting clearance from existing line manager. iii. Spouse of an existing employee will not work for direct competition and either one will have to resign from service. Prospective candidates whose spouses work for competition will not be considered for hiring. iv. Hiring from vendors, franchises, and clients is not encouraged. Exceptionally where offers are made to employees of these entities their prior consent must be obtained.

GENERAL CONDITIONS FOR RECRUITMENT

All recruitment will be done through the Human Resources Department in consultation with the Officers and Heads of the concerned Department.

CONDITIONS FOR SELECTION

Departments must submit Hiring Request and / or Transfer Request Form to the HR Department and duly signed. Information regarding qualifications and job description should be forwarded for identification of suitable candidates. Lead-time of at least ten working days should be given for selection of candidates. The Human Resources Department would place internal advertisements and / or shortlist suitable candidates from the databank. If no suitable candidate is found, advertisements will be placed in media. The Human Resources Department shall, upon the departments request, provide screened CVs. The department will do another sift if necessary and conduct interviews with the immediate Supervisor / Department / Divisional Head or his / her nominee and any job related selection tests. Short Listed Candidates will be invited for a final interview with the HR department. The Human Resources Department may conduct Profile and Psychometric Tests for the selected candidate in order to evaluate the suitability of the candidate. Two Reference checks will be completed for the selected candidate either before hiring or during the probationary period. Appointment will be subject to satisfactory references being received. On Selection the following information will be forwarded to HR to be kept in the Employees Personal File: o o o o o o o Interview Evaluation form Passport size Photos. Any other special clause. References. Copy of N.I.C. Copies of degree(s): Bachelors and above only and copies of experience certificates. Duly filled application form HUMAN RESOURCE MANAGEMENT 3

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MBA 2009

In the Case of Consultants the Company will sign a contract with the Consultant for a duration ranging from 3 months to 1 year. The Human Resources Department shall prepare and deliver the Employment Letter to the Employee and obtain signatures on a copy.

All recruitment and selection process is handled by the Human resource department. Applications for jobs are mostly made via internet. Selection criteria are totally based on merit. A series of interviews are conducted followed by a panel interview and a group discussion.

REVIEW
One thing was interesting studying the Mobilink Recruitment and Selection process. Company entertains online applications more than mailed ones. The reason is twofold. First, it reduces burden during the recruitment process. Secondly, by using online system, company can keep its image as innovative and latest the eyes of its consumers.

HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

MBA 2009

TRAINING AND DEVELOPMENT

OBJECTIVE
Giving new or present employees the skills they need to perform their jobs.

PROCEDURES
All Company Heads should differentiate between problems that require training and problems that require coaching or other solutions. Usually, only about 20% of performance problems require training solutions. The other 80% are best dealt with by looking at the quality of supervision or by factors in the work environment.

TRAINING AT MOBILINK
On contacting personnel in the Mobilink office it was found out that Mobilink mostly trains its employees by On Job Training which means that the employees are trained as they perform their jobs and along with their duties. The manager or supervisor guides them how to perform their jobs and guides them to efficiency in the work. Internees are trained in various departments and then mostly hired by Mobilink itself and their training is basically teaching them the ropes and the basics of everything.

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 HUMAN RESOURCE MANAGEMENT 5

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Anger management Time management training Teamwork training

MBA 2009

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.

MOBILINKS TRAINING PROGRAMMES:

Mobilink with its large workforce invests aggressively in developing its human capital through international and local trainings as well as a structured employee well -being programs, making it one of the most sought after companies to work for in Pakistan. All training sessions are delivered in a highly participative style, introducing topics in a challenging and thought-provoking way. The various training programmes of mobilink focus on specific skills for e.g. the annual or monthly reports of performance are evaluated by the manager and the weak areas are considered and the respective training is taken up. Mobilink trains its employees in the following fields aswell: Customer service training Supervisors training Leadership workshop Conflict management training

REVIEW
A lot of effort is put by Mobilink in Training its human resource. Organization has clear policies regarding training needs assessment and procedure for each type of training offered. Training is compulsory for some people in the organization; however, it is on offer for everyone working at Mobilink. A person in the finance department is always welcomed by HR department for Customer service training. HUMAN RESOURCE MANAGEMENT 6

HUMAN RESOURCE MANAGEMENT

MBA 2009

PERFORMANCE APPRAISAL SYSTEM

OBJECTIVES
The purpose of this policy is to provide a formal review program to evaluate work performance and to promote communication and discussion of job performance. The intent of these discussions should be to review current job performance and responsibilities, set goals, and discuss future opportunities with reference to past performance at Mobilink.

FREQUENCY OF THE PERFORMANCE REVIEW

Informal performance discussions should be conducted frequently as and when the need arises. These discussions will provide the basis for an objective summarization of performance during formal Performance Reviews and allow more time for discussing future plans and organizational as well as personal objectives. The supervisor is encouraged to make notes on pertinent points discussed and to place those notes in the employees personnel file. Formal written performance reviews will be conducted with all employees annually. Notification along with Performance Evaluation Forms will be sent from the Human Resources Department in advance with the scheduled performance evaluation date. All employees will be reviewed at least once at confirmation. Therefore, Performance Reviews will be held on an annual basis from the date of hiring or more often if desirable to do so. The supervisor will receive notification of the scheduled review period from the Human Resources Department. The performance appraisal is done on an annual / basis (from January 1st to December 31st). And the performance appraisal forms will be filled once in a year to get a clear picture of the employee performance.

PERFORMANCE APPRAISAL SYSTEM AT MOBILINK

Mobilink conducts performance appraisal in order to evaluate their employees current performance or past performance relative to companys performance standards. Mobilink try to adapt the performance appraisal in which their employees understood what his or her performance standards were and that the supervisor also provides the employee with feedback, development, and incentives required to help the person eliminate performance deficiencies or to continue to perform above par. There are many performance appraisal methods. Mobilink uses the computerized performance appraisal method.

HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

MBA 2009

In Mobilink the performance appraisal of employees is conducted in December. The Mobilink HR department has developed a performance appraisal sheet and has downloaded it on the intranet of Mobilink so that the supervisor performs the evaluation of the employees. When the supervisor completes the evaluation, he will send the performance appraisal sheet to the employee for the affirmation with the ideas of the supervisor if the employee does not agree with the supervisor he will not sign the PA sheet. When the last date of submission of PA sheet is passed then the HR department asks the supervisor and the employee about the problem and resolves the problem.

REVIEW
Online 360 degree approach of performance appraisal is adopted at Mobilink for evaluating employee performance. This is a very supportive strategy by the organization because if an employee is not happy with the evaluation by his supervisor then he has the authority to challenge.

HUMAN RESOURCE MANAGEMENT