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COMPANY INTRODUCTION
Orascom Telecom was established in 1998 Largest and most diversified network operators in the Middle East, Africa, and South Asia Six emerging markets having a population under license of 430 million with an average penetration of mobile telephony across all markets of approximately 40% Its operates GSM networks in Algeria (Djezzy), Pakistan (Mobilink), Egypt (Mobinil), Tunisia (Tunisiana), Bangladesh (Banglalink) and Zimbabwe (Telecel Zimbabwe).
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.
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.
VISION STATEMENT
Services Provider in Pakistan by offering innovative Communication solutions for our Customers while exceeding Shareholder value & Employee Expectations".
HR DEPARTMENT
44 HR professionals currently working at Mobilink 10 manager well defined and structured department
They are largely committed to their organization and have shown progress in the company.
Employees are satisfied with the HR department of Mobilink GSM Company Mobilinks HR department has taken a number of initiatives to achieve these goals
HR DEPARTMENT (Cont)
Several activities undertaken by HR
HR DEPARTMENT SECTIONS
Three sections.
1. Employee Excellence
Payroll information Leave and medical record Policies and procedures Final settlements and provident fund Employees record and recreation
GM Human Resources
Manager HR Operations
HR Executive HR Operations
HR Officer HR Operations
FUNCTIONS OF HR DEPARTMENT
There are several functions performed by HR department which are given below: Planning Recruitment Selection Formal Interview Intelligence tests Research and Development Training Compensation Occupational Health and Safety measures Career Planning and Development Performance Appraisal System
ROAD MAP
Company introduction Human Resource Department at Mobilink HR policies Training and development Performance management and compensation Employee Relation Penalties
1. 2. 3. 4. 5.
Working Hours Dress Code Policy Security And Safety Policy Company Publications Policy: Attendance Policy
1. Working Hours
Hours of work are scheduled to meet the production and work requirements of the Company, and are in accordance with all applicable local laws and practices.
Shift work:
Employees working in shifts will follow the shift roasters prepared by the line management.
follows:
Dress shirt / pants Dress shirt / pants /coat Dress shirt / pants / sweater Dress shoes and socks No joggers No jeans
5. Attendance Policy
To prevent unauthorized absence of employees, this creates serious problems for normal and efficient operations and could result in disciplinary action including termination. Any absence continuing for more than 24 hours must be reported to concerned department, in case of illness, a medical statement concerning the illness must be submitted to Mobilink within 24 hours from the time by which the employee was to be on duty. The Company may request an examination by a doctor designated by the Company.
Orientation: Orientation and induction is required for employee familiarization with the organization and Mobilink is well aware of this fact. Objective: To inform all new employees with the basic structure and rules of Mobilink
Formal orientation are included 1. Nature of business 2. History-philosophy and structure of company 3. Structure chain command within the company 4. Company benefit plans 5. Layout and facilities offered by the company.
Career development is the lifelong series of activities (such as workshops) that contributes to a person career exploration, establishment, success and fulfillment.
Promotion Policy
Associate Specialist Manager Director 3-4 years 3-4 years 2-3 years According to the presidents decision According to the presidents decision
Chiefs
Performance Management And Compensation Performance appraisal Compensation management Benefit Reward categories at Mobilink
Performance Management And Compensation Performance appraisal Compensation management Benefit Reward categories at Mobilink
Performance Appraisal
1. 2. 3. 4. 5. 6. 7. 8. 9. Objectives of Performance Appraisals Appraisal Policy: Performance Review: Appraisal categories Sources of Performance Appraisal Frequency of the Performance Review Procedure of Performance Appraisal Feedback Outcome of Performance Appraisals
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.
2. 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.
3. Performance Review
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: 1. Firstly a general discussion takes place about the strengths of the employees and the areas which need to be developed. The performance is of course judged comparing the performance against the core indicators of Job. 2. 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.
4. Appraisal categories
% Of total numbers of Appraisal category
1.expert
2.very
Good
3. Good
Indicated performance that requires improvement (i.e. meet requirements without initiative or advancement)
4. Basic
5%
meets requirements)
Secondary themselves
sources
are
employees
Subordinates to evaluate their seniors a 360 degree evaluation is conducted at the time of the performance evaluation.
In these performance appraisal forms employees are usually assessed on: Problem solving & Leadership. decision making. Communication skills. Team work and Co Initiative and drive. operation. Customer focus.
Flexibility
8. Feedback
Workers at Mobilink are informed of their performance after the performance appraisal process and are given the opportunity to express their opinion over their own level of performance against each competence. This serves the following two main purposes: 1. It enables the reviewer to redefine whether the initial assessment was correct, as circumstances may exist that the reviewer is unaware of. 2. By asking the worker what he/she sees to be his/her own strengths and development areas the HR department tries to ensure the objectivity of the appraisal process and it also makes planning training activities easier if the person is able to express for himself the areas in which he/she feels he/she can improve.
Performance Management And Compensation Performance appraisal Compensation management Benefit Reward categories at Mobilink
Nauman
COMPENSATION MANAGEMENT
Compensation management
Mobilink HR department has a separate sub-department for compensation. Sub department: Staffing and compensation planning First department: Gather the information regarding the employee performance. Compensation and benefits plans are particularly based on performance
1. Salary Policy
The purpose of this policy is to have salaries subject for review in January of each calendar year in the light of merit and inflation. Receives compensation that is relevant to field experience matching with approved salary structure of his / her position.
2. Salary Objectives
1. Attract & retain the services of competent qualified employees. 2. Provide fair and equitable compensation to each employee and to ensure that the value of each job relative to all other jobs within the Company is established and maintained on a fair and equitable basis. 3. Provide annual performance appraisal for employees to improve their job performance and to encourage them to aspire for promotions to jobs with greater responsibilities i.e. fairly compensate employees based on individual accomplishments and annual performance appraisals.
3. Salary Scale
Each job is assigned a minimum salary, established according to the salary survey results, which specifies the minimum salary that may be paid to incumbents in each job. Minimum through maximum scales is built on a system of mathematical calculations to allow for overlapping between levels as a result of salary, merit or promotional increase.
Performance Management And Compensation Performance appraisal Compensation management Benefit Reward categories at Mobilink
BENEFITS
Annual Leave Maternity Leave Sick leave and casual leave Provident Fund Gratuity Fuel Allowance Car Benefit Car Maintenance Allowance Phone Allowance Advance Salary Life Insurance Promotions Bonuses
Wajahat Ali
Employee Relation
EMPLOYEE RELATIONS
Importance of employee relationship Role of managers: to solve employee problems in case of serious problems manager investigates the issues serious action of HR department
Company policy To maintain the required standards Disciplinary procedures: Warning to the employee Written letter to the employee Deduction from the salary Employee suspension Unauthorized absence can result termination of the employment
Warning stages:
Stage Stage Stage Stage 1 2 3 4 Verbal warning: Written warning: Final written warning: Dismissal 3 months 6months 12 months
Penalties
PENALTIES
Insubordination dishonesty violation of safety rules Profanity or Indecent Conduct Intoxication Willful Damage to Property One Day Absenteeism Misrepresentation Accepting Money or Gift
functions of the safety Committee: 1. Development of Policy recommendations 2. Encouraging safety efforts 3. Proper enforcement of safety needs 4. Frank and constructive discussion on safety programs 5. Cooperation with other companies 6. Training regarding safety
Paintball tournaments Cricket challenges Mini football tournaments Contact centre cricket galas Birthday celebrations Photography competition Hikes and anglers club expeditions.
Social Security Act Payment of wages Act EOBI and minimum wage and working hour Specific department for Legal issues has been established Mobilink usually deals with the CBA
The timing although is 9 am to 6 pm, but due to work load employees usually leave office at about 8pm. The hierarchy chart shows 3 HR managers/ coordinators for Islamabad, and only 1 for Lahore. This can be unjustified keeping in view that a large number of employees work in Lahore. Mobilink has a formal environment which can be changed to more relax and friendly environment.
Recommendations:
Clear delegation of authority regarding decision making for HR department. Employees should be consulted while policy formulation stage Mobilink should simplify its reward system for its employees to understand well. Team based structure should be preferred in all departments mobilink should to be a bit more lenient in case of genuine reasons against zerotolerance policy.