Wi-tribe

Hr score card

History
OnMay2007witribeacquiredBurraq'Telecomwho had been operating for 3years within Pakistan,offering voice services including: 1.CallingCard2.B2Bservices i-tribe offers w wimax services in four major metros of Pakistan;Karachi,Lahore,IslamabadandRawa lpindi and now in Faisalabad as well i-tribe W Pakistan commercial launch:1July2009

wi-tribe Pakistan: Vision

Our aim is to create value across different segments of the society by:a.simplicity in service b.enhancing customer convenience

Wi-tribes Strategy
We strive to create a communitywith flexible online access wherebyredefining the notion of onlinefreedom.

Value chain Wi-tribe

FIRM INFRACTURE,. Regional , office , tower

HRM

,, Management , technical team, se, tl

Teach dvipt ,, new cell cites, tower

installation, network issue ,

Procurement ,, wi max devices, usb ,

volume quota Inbo nd logis tic Opera tion Outbon d logistic Marketi ng and sales services

Stock of inventor y

Network/C onnection Registratio n

Transporta tion/Delive ry/ Usage

Promotion s/ Packages

Customer servic cecentre

Human Capital
Human Resources

Admin

Security

Recruitment

Administratio n

Health

HR Operations

Facilities

Security

HR Systems & OD

Shared Services

Environment

Human Capital: Policies andObjectives

To create an organization which is performance driven,geared toward a culture conducive towards employee development.nhance the wi-tribe talent pool through: E Placement presentations atl eading universities visitin Dec2009) Branding at employment fairs Strategic mass media projection as wi-tribe, the most preferred employer erfect recruitment process so as to make those P interviewed,informal brand representatives

Contd
Training of newly hired employeesraining T Sessions for existing employees iring H qualified and effective workforce

Strategic Organizational Outcomes

Customer loyalty ustomer C retentionrofitability ustomer P C Feedback eographic expansion G

Identify Required WorkforceBehavior

High level of Motivation ontinuous Commitmenthe des C T ire to learn se a proactive approach in solving U problemseam Work uthority delegation to m T A id level executive

HR Evaluation Performance
Developing a structured performance management System that is focused on employee

Objective settings

Performance appraisal

Employee feedback

1 bonus 2 increment 3 promotion

Awards/Privileges
commissions on the basis of performance ther fringe benefits(including O Laptops, Cell phonesetc.)mployee of the month awardmp E E loyees are hired on direct payroll of wi-tribe itself (not through a 3 rd party)