HUMAN RESOURCE DEVELOPMENT

FINAL PROJECT

Recriutment & Selection

Submitted To

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Acknowledgement

We are thankful to Allah who has given us power of getting the knowledge and guide us in every step of life. We also feel proud on our parents prayers and their efforts. We are getting admission for education in Pakistans reputed institute, i.e.UNIVERSITY OF CENTRAL PUNJAB. So we are very much thankful to this institute and our coordinator program. A special thank to parents who guide us with full devotion in getting extraordinary knowledge of our subject. At last we are thankful to OUR CLASS FELLOWS, who give us supporting and learning environment.

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Dedication

We dedicate our project too ALLAH Who has created us as the crown of creation and enable us to learn. OUR PARENTS Who always appreciate us at every step, to our teachers at all stages of study specially; SIR NOUMAN Who always guided us in the right direction and developed our personality as a useful citizen in the society and beyond them, to all of our friends from whom we learned much and complete of our tasks. And finally, our class fellows we are really thankful to our class fellows who always give us their favors and motivate us in the right direction. It was a great fortune for us to study with so competent students. What we learn in this whole program they contribute as much as our teachers.

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COMPANY INTRODUCTION
Orascom Telecom ("OTH") was established in 1998 and has grown to become a major player in the telecommunication market. OTH is considered among the largest and most diversified network operators in the Middle East, Africa, and South Asia, and has acquired in early 2008 a license to operate mobile services in North Korea. Orascom Telecom is a leading mobile telecommunications company operating in six emerging markets having a population under license of 430 million with an average penetration of mobile telephony across all markets of approximately 40%. OTH operates GSM networks in Algeria (Djezzy), Pakistan (Mobilink), Egypt (Mobinil), Tunisia (Tunisiana), Bangladesh (Banglalink) and Zimbabwe (Telecel Zimbabwe). OTH had exceeded 74 million subscribers as of March 2008. OTH is dedicated to providing the best quality services to its customers, value to shareholders and a dynamic working environment for its nearly 20,000 employees. Mobilink, a subsidiary of Orascom Telecom, started its operations in 1994, and has become the market leader both in terms of growth as well as having the largest customer subscriber base in Pakistan - a base of over 31 million and growing. Mobilink is the first cellular service provider to operate on a 100% digital GSM technology in Pakistan that also provides state-of-the-art communication solutions to its customers. Mobilink offers exclusively designed tariff plans that cater to the communication needs of a diverse group of people, from individuals to businessmen to corporate and multinationals. To achieve this objective, Mobilink offer both postpaid (Indigo) and prepaid (JAZZ) solutions to customers. Compared to its competitors, both the postpaid (Indigo) and prepaid (JAZZ) brands are the largest brands of their kind in the Pakistan cellular industry.

In addition to providing advanced voice communication services that makes the lives of millions that much easy, Mobilink also offer a host of value-added-services to customers. At the same time, Mobilink places high importance to its coverage, which is why there coverage is in 10,000+ cities and towns nationwide as well as over 130 countries on international roaming service. There are about 5000 employees currently working in Mobilink of which 4500 are working on permanent basis and 500 on temporary basis, with average of more than 800 employees hired every month. Among them approximately 5% are managers and operatives are 40%, rest are either contractual or not directly related to core business. The head office of Mobilink is located at KULSUM Plaza, blue area, Islamabad. Its branch offices are located in Lahore, Karachi, Faisalabad, Rahim Yar Khan, Sukkur, Peshwar, Quetta,
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Swat, and Kohat. Moblink has three main contact centers in three regions of Pakistan. As for the customers centers there are about 2000-2500 customers service centers all over Pakistan. The number of subscribers of Mobilink has been fast increasing since year 2000,the number of subscribers of Mobilink has almost doubled in the last one year from 5 million approx to 10 million approx. This figure has almost increased by 50 times as it was in year 2000. This in fact is a milestone for Mobilink. However due to the growing competition in the telecom sector Mobilink is losing some of its customer base recently because of higher charges as compared to other telecom companies.

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".

MISSION STATEMENT
To be the unmatchable mobile system of communications in Pakistan which provides the best value to its customers, employees, business partners and shareholders.

MOBILINK'S VALUES
1. Total Customer Satisfaction Mobilink believes that customers are at the heart of its success. They have placed their trust and confidence in Mobilink. In return, Mobilink strive to anticipate their needs and deliver service, quality and value beyond their expectations.

2.

Business Excellence Mobilink strives for excellence in all that they do. Mobilink aspire to the highest standards and raise the bar of excellence everyday. This commitment to delivering world-class quality translates into unmatched service and value for its customers and all stakeholders.

3. Trust & Integrity

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Mobilink takes pride in practicing the highest ethical standards in an open and honest environment, and by honoring their commitments. They take personal responsibility for all their actions, and treat everyone fairly, and with trust and respect.

4. Respect for People Mobilink believes that its relationships drive its business. They respect and esteem their employees and all stakeholders. Mobilink believe in teamwork, empowerment and honor.

5. Corporate Social Responsibility Its Corporate Social Responsibility goes beyond philanthropy and donations whereby they take into full account the impact that Mobilink creates on all stakeholders and on the environment when making decisions. Mobilink believes an educated, healthy society is Pakistans key to ensuring sustainable development and we do our best to give back to the community we operate.

CSR Mission Statement:

Support local communities in which customers, employees, investors and suppliers live. Support programs to increase accessibility and use of mobile technology in education, community health and employability. Protect the environment and promote sustainable practices in the business value chain. Promote diversity and remove barriers that prevent people from participating fully in society. Support personal development of employees and their involvement in local communities. Share benefits of developments in mobile communications technology as widely as possible.

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HUMAN RESOURCE DEPARTMENT AT MOBILINK

There are about 44 HR professionals currently working at Mobilink of which 10 are managers. 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. Because Mobilink believes that its employees are its greatest strength. They believe in the development of their employees into well-rounded professionals equipped with entrepreneurial skills who are adaptive, proactive, articulate, efficient, and responsible. And Mobilinks HR department has taken a number of initiatives to achieve these goals.

Several activities undertaken by HR are aimed at facilitating communication within organization and to create an open and tolerant culture. This includes Town Hall meetings with the CEO, allowing employees the opportunity to voice their opinion directly to the CEO and management teams. Other programs include the Relationship Management Initiative One day in the life of... which acknowledges the efforts of professionals working in various areas within the organization, adding to the culture of tolerance and appreciation. The employee profile, Our People, was also introduced for this purpose and is a personal snapshot of randomly selected employees. The profiles include personal ambitions and professional goals. Mobilink is an equal opportunity organization that provides prospects for women and people of all faiths to join the work force and excel in their field of expertise.

HR DEPARTMENT SECTIONS:
The HR department of Mobilink has three sections.

HR Operations

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Employee Excellence Payroll information Leave and medical record Final settlements and provident fund Policies and procedures Employees record and recreation

OD and Effectiveness Training plan Talent management Performance management Employee retention Orientation employee communication

Staffing and compensation Staffing plan and HR budgeting Management trainee and internship program Interviewing and selection Headhunters Compensation, benefits and incentive

FUNCTIONS OF HR DEPARTMENT
There are several functions performed by HR department which are given below: 1.Recruitment 2.Selection Formal Interview Intelligence tests

3.Training
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UITMENT AND SELECTION (equal employment initiatives)

Recruitment policy Objectives: Hiring is not a simple task. An efficient and effective recruitment and selection process ensures the successful hiring of qualified and diverse individuals who reflect the campus' positive image and can contribute to its growth. Careful and adequate attention must be given to each step of the process and those involved in the selection process should be properly equipped to ensure a successful hire. 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. Policy guidelines: The recruitment policy must comply with regulations set out by the Government of Pakistan.

Mobilinks Hiring Committee constitutes following members for hiring on all the levels: Respective Department Head Head Of Human Resources President

The Sources of recruitment for different job vacancies in PMCL include: Internal Advertisement. Databank. Advertising. Head hunters/executive search organizations. Walk in candidates. Colleges and Universities Internet
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Employee referrals Application Procedure: Applicants usually apply online by registering with the web based recruitment portal. However, when considered for a specific position, they are required to fill the standard application form of the Company. All applications are kept on HR database for a period of 6 months only. External Recruitment Policy: 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. v. This criteria does not apply to technicians/riggers and ancillary staff.

External Recruitment Practices:

For external recruitment in Mobilink, the line managers are required to make a requisition form for the job in which they have to mention their need taking in account the budget for establishment and salaries for the position of Management, Business Support Officers and Workers. Role profile for the specified job is also prepared matching up the requirement and the grade of the job. Training period is also specified on the requisition form. The requisition form along with the role profile is sent by the line manager to the functional director for his approval and then forwarded to HR Manager. The HR manager
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confirms the availability of budgets required for establishment, salaries and cost of advertisement for the job. After all this, the requisition form along with the job profile and the budget forecast is sent to the HR Director for his final approval. After approval from the HR director the HR manager and the line manager work hand in hand to prepare job and person specifications for advertising or giving to the head hunters. After a substantial amount of applications have been received, the line and the HR managers again work together to shortlist the applications. This is done by carefully going through all the application and by giving different weightage to the following criteria: Quality of early schooling Grade obtained Extra Curricular activities Overseas travel and education Age Target University Relevant experience

The HR Department then issue call letters to the short listed candidates along with blank application forms in which Date, time and venue for the preliminary interview is advised and candidates are asked to bring along completed application forms. A two-member panel of HR and line management carries out competency-based interviews focusing on functional skills and managerial and supervisory skills. After the preliminary interview is cleared people applying for different jobs are tested in different ways. The following management competencies are assessed by a panel of cross functional assessors. In the case of management selection: Communication skills Resource management Rational decision making Influencing Creative thinking Business development

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