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  3. 3. FLOW OF PRESENTATION Compensation & BenefitsRecruitment Performance ST.HRM ManagementSelection Orientation Training/ Development
  5. 5. INTRODUCTIONMobilink GSM a subsidiary of Orascom Telecom.Started its operations in 1994, in Pakistan’s and became the leading cellular company of pakistanMobilink maintains market leadership through cutting-edge, integrated technology, and the largest portfolio of value added services in pakistan
  6. 6. MISSION STATEMENT“To be the unmatchable mobile system ofcommunications in Pakistan this provides the best value to its customers, employees, business partners and shareholders.” 6
  7. 7. RECRUITMENT AT MOBILINK Objective of Mobilink is to hire the best people that Fit to organization’s culture.Mobilink has a very well defined and structured department:44 HR professionals currently working at Mobilink .10 are managers.
  8. 8. RECRUITMENT AT MOBILINKInternal RecruitmentInternal candidates must be completed one year of service.Selected candidates will start the job after getting clearance.Spouse of an existing employee will not work for direct competition.
  9. 9. CONDITIONSOnline registrationPsychometric TestsTwo Reference checksNote: If suitable person is not available go for external hiring
  10. 10. EXTERNAL RECRUITMENTConditions:No candidate under the age of eighteen will be considered.To avoid conflict of interest, hiring of close relations will not be encouraged.Human Resources will advise Department Heads on salary ranges.
  11. 11. SHORTLIST THE APPLICATIONSQuality of early schoolingGrade obtainedExtra Curricular activitiesAgeTarget UniversityRelevant experience
  12. 12. RECRUITMENT METHOD AT MOBILINKInternally or externallyMedia advertisingRecruiting on InternetOutsourcing to staffing agencies
  13. 13. MEDIA ADVERTISING Hired the services of many advertising agency, to propagate their service web designers as texel, velocity and symetry T.V jang magazine.Outsourcing to staffing agenciesSuch as career burg.HR Pakistan etcAbacuscareers
  14. 14. RECRUITING ON INTERNETwww.alahadrecruitmentgroup.Internally or externally recruitingWord of mouth help to draw allappropriate contacts they have.
  15. 15. SELECTION PROCESSInterviewTesting: Psychometric Testing Competency Profiling Design & Conduct AssessmentScreening Process Job OfferAppointment
  16. 16. ORIENTATION 16
  17. 17. PURPOSE OF ORIENTATION It conveys three types of information:1. General information about daily work routine.2. Review of organization’s history ,purpose operations, and products or services and contribution of employee’s job to the organization’s needs.3. Presentation of organization’s policies, work rules and employee benefit. 17
  18. 18. ORIENTATION OF NEW EMPLOYEES IN MOBILINK GSMObjective is to inform all new employees with the basic structure and rules of Mobilink.Orientation CD regarding PMCL, Organizational charts.With the first week of the employment employee go through Department orientation . 18
  19. 19. CONT… Within 30 days of employment all new employees attend a formal orientation program which includes:1. Nature of business2. History-philosophy and structure of company3. Structure chain command within the company4. Company benefit plans5. Layout and facilities offered by the company . 19
  20. 20. TRAINING & DEVELOPMENTA process designed to maintain or improve current job performance. Most training is directed at upgrading and improving an employee’s abilities or skills. 20
  21. 21. TRAINING IN MOBILINK GSMThe purpose of training is to upgrade the capabilities and efficiency of all those employees and prepare them for more responsible positions in future.Provide employees with greater opportunity to grow and succeed with in the company.To strengthen management and professional teams at all organizational levels. 21
  22. 22. DEVELOPMENTThe human resource department conducts a meeting with department heads at the end of the training program.The purpose of this meting is to focus on the individual discipline and performance during the training program. 22
  23. 23. CONT…Then on the basis of their performance they give them advance jobs.They fill every position vacancy with the best qualified person obtained.They prefer their own employees and go outside only when fully qualified person is not obtainable. 23
  24. 24. Performance Management 24
  25. 25. STRATEGIC CHOICESHow systems will be usedWho evaluate?What to evaluate?How to evaluate?Measure of evaluate 25
  26. 26. HOW SYSTEMS WILL BE USEDPerformance management will be used:To Identify training and development need.To Motivate employees in improving their performance.In human resource planning.To compensate and provide benefits. 26
  27. 27. WHO EVALUATESMobilink uses 360 degree feedback systemObtaining information from Boss, Peers, Internal customers and External customers.Time consuming and cost consuming.It require lot of paper work. 27
  28. 28. CONT…Financial burden to organization.Assessment is based on qualitative data.It doesnt ensure observable and quantifiable format.It require clear and specific goals. 28
  29. 29. WHAT TO EVALUATE? Mobilink evaluate employee 20% on traits 80% on performance Too much depend on performance and outcomes. some goals are unattainable and ignore critical areas of performance 29
  30. 30. CONT… At least 50% evaluation should on behaviorEvaluating trait is subjective and difficult to defend.50, 40 and 10 should be the ratio of behavior, outcomes and trait evaluations respectively. 30
  31. 31. HOW TO EVALUATE? Mobilink uses absolute evaluation system. It evaluates employee independently on basis of his or her performance. It motivate employees But difficult to measure in group tasks 31
  32. 32. MEANS OF EVALUATIONObjective based performance measurementEmployees are involved in decision making and setting goals. 32
  33. 33. REWARDS SYSTEMThere is a list of policies regarding the reward system at Mobilink.It offers both kinds of rewards:IntrinsicExtrinsic 33
  34. 34. SALARYsalaries subject for review in January of each calendar year in the light of merit and inflation.Attract & retain the services of competent qualified employees.Provide fair and equitable compensation to each employee. 34
  35. 35. CONT…Provide annual performance appraisal for employees to improve their job.performance and to encourage them.Ensure that salaries are competitive and in line with salary levels that prevail in the industry. 35
  36. 36. SETTING STARTING SALARIES OBJECTIVE  To ensure that each employee is given thestarting salary of the title level in which his / her position and experience fall. To ensure that consideration is given to past experience and qualifications. 36
  37. 37. FACTORS IN SETTING SALARY The particular job level for which the job offer is being made. The candidate’s education, experience, qualifications as compared to the minimum qualifications required by the job specification and prevailing industry rates. 37
  38. 38. Practices on Reward systems at MobilinkPolicies regarding the reward systems are practiced quite strictly.Other rewards are also fast but they are mostly tenure based rather than performance based.In policies it is mentioned that the rewards are totally performance based. 38
  39. 39. CONT… Rewards are mostly determined by the organizational membership and seniority rather then by performance.Promotion is given on the basis of performance, as well as tenure. Basic pays and increments then those are not performance based. 39
  40. 40. 40