Beruflich Dokumente
Kultur Dokumente
Project Information
Introduction of the Company
Mission, Vision and Code of Ethics
Company information
Board of Directors
HR Department Information
Functions of the Organization
Human Resource Management
Functions of HR Department
Recruitment and Selection
Training and Development
Compensations
Benefits
Performance Management System
Performance Appraisal
Conclusion
Questionnaires
DEDICATION
We dedicate this accomplishment to our beloved
and caring parents, and to our teachers with
the support of whom we are standing at this
step of our life stairs.
ACKNOWLEDGEMENT
Executive Summary
Hailey College Of Banking & Finance
a)
b)
c)
d)
e)
f)
g)
Vision
In order to evolve with our customers and to keep pace
with your needs, we rejuvenated and revamped our image
by changing our visual identity. At Ufone we understand
the value of words and the need to communicate
effectively and efficiently at all levels of society, which is
why our primary focus is on U, our valued customers
bring strength to our company.
With a fresher look than is accepted and appreciated
across the board by people of all ages, we aim to connect
with you and provide you state of the art services. No
matter who you are, where you are, what you want to say,
how you want to say it or how you feel, you are our focus.
Because at Ufone, its all about U,
Mission
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COMPANY ANALYSIS
Structure of Ufone
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HR PRACTICES
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WORK FORCE
HR at UFONE is divided into the following two major
categories
Operation
Training and Development
Operational Department
It covers all the areas including hiring recruitment,
selection and payroll etc. HR operation team
manages all the employee activities gathers all the
information and make use of it for further
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processes.
Compensation
The total returns which an employee gets against his or her work.
It maybe:
Employee Health Plans
Employee Insurance
Employee Leave
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Workplace Programs
Compensation strategies are usually market based and is linked with the performance with a
greater emphasis on variable pay. Salary adjustment is based on the performance, market
movement and internal/ external equity adjustment. Revision of compensation is based on
total pay and monetization of benefits.
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Total Compensation:
Example:
60% Basic Pay
30% House Rent
10% Utilities
OPD
Hospitalization
Provident Fund
15-k
7.5-k
2.5-k
2 Gross salaries
Employee siblings,
Parents, Wife / Spouse
and childrens
50% Employee, 50%
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Gratuity
Bonuses
Incentives
Org
If work for 10 Months
1.4% Of Gross salary
Only Sales department
depend upon their
performance.
Increments:
The increments are totally based on the performance of the employees and
their seniority level.
If the scale is 15000-20000 then the increment is the 20% of the base pay,
but if any employee shows the performance then this may increase up to
35% to 50%.
Managers: Innovative ideas
Silent Warriors
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Minimum wage:The minimum salary for Drivers is Rs.7000 for Tea Boys it is
Rs.6500, for Administrative Staff like HR, Finance, Marketing, etc it is Rs.20000 and for
Engineering it is Rs.20000 to 25000.
Medical Allowance: 1 gross salary per year is given to each employee; half is
given in mid of the year and remaining half will be given at the end of the year.
Health Insurance: Like all other cellular companies Ufone also provides health
insurance policy to its employees.
Loan Insurance: At Ufone loan insurance policy is also provided to their employees
through banks.
Transport allowance: Rs 2500 are given to female employees only, if they travel
on local transport.
House Rent: 10% of the basic salary is given to each senior/ executive level
employee.
Overtime: All employees are entitle for the overtime more then 130 hours per month
.For overtime UFONE have specific formula that apply on the employees gross salary, due to
which every employee have different per hour overtime rate.
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Provident Fund: All permanent confirmed employees are eligible for membership
of Ufone Employee Provident Fund Scheme. An employee contributes 8.33% of month basic
salary in a year and an equivalent amount is being contributed by the employer.
Leaves: 7 Casual and 10 sick leaves are given to each employee at all level.
Travel Policy: Revised and categorized different levels such as the senior level, the
middle level and the junior level staff.
Expense Claim: The expense Claims are the expenses which an employee make on
the behalf of the company E.g. fuel used for business travel, overnight stays on a business
tour etc, such claim are made while returning back to the office , after the whole process the
HR pay them back the next month along with their salary.
Overtime Claim: If an employee has worked for more than the regular time, they
claim for the overtime amount other than their salary which they receive the next month.
Overtime claim have to be approved through HR department.
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Dispatching of Salary Slips: Vendor prepares the salary slip and dispatch it to
the HR department, further HR head office send it to the regional HR departments their
concerned employees salary slip and they either give their employees through cash or transfer
to their accounts.
Salary Surveys
Collections of salary and market data, it includes average salaries, inflation indicators, cost of
living indicators, salary budget averages. Ufone conducts its own market survey and match
its standards with other telecommunication companies specifically with Mobilink and telenor.
(Research firms and personally)
The job evaluation method of Ufone is lined to appraisal system. Whenever the
appraisal report of any employee is generated he is being paid according to his
performance. The job is evaluated on the basis of appraisal reports. If any post is
vacant those past performance on that post is evaluated and the market
conditions are observed and then the job is evaluated. The value for the job is
concerned with the performance report. The value of any job can be increased if
the employee on certain post has performed very well and his appraisal report is
very outstanding then according to his performance value of job is increased and
this process is carried out by the HR department of Ufone. Moreover, the job
evaluation is linked with the merit. Any person who is employed on merit and is
performing very well will be given salary on the basis of his performance and
merit.
The job evaluation method was not very much good in the past but now it is
linked to appraisal system of Ufone.
The present basic salary structure of Ufone is based on Job description (Tasks and
duties performed).
Job Analysis
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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
Why Ufone conducts job analysis
The Ufone conducts the job analysis to get the right
person for the right job at the right time. If the Ufone
does not conduct the job analysis then there will be a
huge chance of selecting the wrong person or to reject
the right person who is suitable for the job.
Knowing Who Does What
Major duties or activities required
Conditions under which the job is performed
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Direct Observations
Interviews
Job specification
Ufone also has well developed criteria for each job in
term of the job specification. In all the area of the
jobs the pre- requisite for the job are defined for
example:
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Job Description
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PERFORMANCE MANAGEMENT
SYSTEM
Objective of the Performance
Management:
The basic objective for performance UFONE
employees circles around the following:
To look at Performance system as a means to an end
Setting an individuals goal
Aligning goals across the company
Ensuring employees get coaching from managers
Determining merit pay
Identifying training and development needs
Providing data for promotion decision
Input from multiple source on worker performance
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CONCLUSION
Ufone
Pakistans
Largest
Communication
provides
excellent
training
programs
for
department
such
as
compensation
alary,
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QUESTIONARE
Questions: Recruitment and Selection.
___________________________________________________________________________
___________________________________________________________________________
Q: 2 What is your selection criteria?
___________________________________________________________________________
___________________________________________________________________________
Q: 3 What type of hiring you prefer internal or external?
___________________________________________________________________________
___________________________________________________________________________
Q: 4 What type of interviews you conduct?
___________________________________________________________________________
___________________________________________________________________________
Q: 5 Who conduct the interviews?
___________________________________________________________________________
___________________________________________________________________________
Q: 6 Where you advertise the vacancies?
___________________________________________________________________________
___________________________________________________________________________
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___________________________________________________________________________
___________________________________________________________________________
Q: 6 What is your total remuneration package for the employee?
___________________________________________________________________________
___________________________________________________________________________
Q: 7 What is employee transfer and relocation policy?
___________________________________________________________________________
___________________________________________________________________________
Q: 8 What is the termination procedure of the company?
___________________________________________________________________________
___________________________________________________________________________
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