Published on

No Downloads
Total Views
On Slideshare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide


  1. 1. History:In 1990, Pakistan introduced its first mobile phone servicecalled “Paktel”. After eleven years in January 2001, a newcellular company with GSM technology came into the marketand they named it Ufone. Ufone targeted the middle class, byintroducing low rates and different packages. Ufone recentlystarted GPRS through which users can connect themselvesto the global village via Internet, also introduced multimediamessaging services and worldwide SMS at flat rates Ufone’sstrategy to provide a high standard of service, it has achieved asubstantial market share in a market
  2. 2. INTRODUCTION: Ufone GSM is a Pakistani GSM cellular service provider,its one of six GSM mobile companies in Pakistan. Ufone currently caters for International Roaming to morethan 260 live operators in more than 150 countries As the world of telecommunications advances, Ufonepromises its customers to stay ahead, developing andevolving, to go beyond their expectations, because atUfone, it’s all about U.
  3. 3. Organizational Structure Horizontal structure Hierarchy: The company is having Decentralized structure. The flow of communication becomes easy andsimple in such structure.
  4. 4. functional departments:- Finance Department The head of finance department is designated as CFO – Chief Financial Officer orVice president of financial head. The department is responsible for Credit exposure for Ufone postpaid connection. Budgeting and Planning Marinating accounts an records Internal audit ensure error free billing operations, deployment of key revenue assuranceapplications/solutions, fraud management.Marketing Department The head of marketing department is designated as CMO- Chief Marketing Officer orVice President of Marketing Head. Brands: Ufone is performing the promotional activities in Brands sub-head, includingadvertising over Electronic media and print media. Marketing Strategy and Analysis:formularize the marketing strategy according tothe market requirement and consumer preferences. The analysis about the markettrend is done and the strategies are made in relevance. VAS – Value Added Services:proficient functioning of conveniences provided to thecustomers, these VAS are Virtual Private Network, Call Management, Missed CallNotification, Phonebook Saver and a host of Infotainment and Entertainment services.
  5. 5.  Information Technology Department The head of information technology is termed as CIO- ChiefInformation officers Billing:The billing department is responsible for aggregatingCDRs and preparation of the postpaid billing for customer fromsystem. IT Development:Any kind of IT development required by thecompany in billing or CRM (Customer RelationshipManagement) module is done by IT development team. Customer operations Department The head of this department is designated as VP cops – vicepresident customer operations.Customer Care:Ufone provides customer care throughCustomer Care Center located in all key cities, across thecountry. They will not only resolve consumers’ issues but alsoguide them into customizing Ufone, according to their needs.Customers care is offered to through call centers and businesscenters.
  6. 6. Call centre representatives are providing services, 24 hoursa day. The customers can contact the Ufone Call Center toget answers to all their queriesBusiness centres:SIM issuance and other customerrelated issues, retention of customers and handlingrequests for Mobile number portability. Govt. Relations: Ufone is also abiding the rules that arebeing made by PTA. The relationship with PTA is alsobeing maintained as PTA is Govt. regulation. Engineering Department: The head of the department istermed as CTO - Chief Technical Officers or Vicepresident.BSS – Business Support System: The subhead is responsible for Radio Planning and network optimization.
  7. 7.  NSS – Network Switching Subsystem: At ufone refers to as theGSM core network, which is being used by Ufone GSMservices such as voice calls,SMS, and Circuit Switched Datacalls.IN – Intelligence Network:The Intelligent network’s main purpose is totake care of charging of prepaid customers and has the balance updates ofeach of the customer. Sales DepartmentThe sales department at Ufone is headed by Vice president SalesCorporate Sales:handling the sales for executives or corporateclients. These clients are having postpaid products with billingsystem.Franchises & Retail Outlets:This division is handling franchises and retailoutlets with a network of more than 365 franchises and 25 company-ownedcustomer service centers along with a distribution network of150, 000 outletsnationwide.
  8. 8. Sales operations: Sales operations at the company havebeen set up to provide the customers, quality services allunder one roof so consumers can walk in to any Ufone Sales& Service Center for services like:Mobile Number Portability,Connection purchase, Bill payment, SIM ActivationHuman resource department: Human Resource department is being headed by theHR executive designated as Chief of Human resourcedepartment. According to Ufone their belief is that"Their people are their greatest asset”. Work Force Almost 70% of its employees are male and 30% arefemale.HR at UFONE is divided into the following two majorcategories Permanent Employees (1500-2000 Approximately) Outsourced Employees (2000 Approximately) There are about 150 employees who are working inthe Ufone Head Office and 3500-4000 employeesapproximately are serving nationwide.
  9. 9. FOUR PILLARS OF HUMANRESOURCE MANAGEMENT 1-Staffing: 2- Training and Development: 3-Motivation: 4-Maintainance
  10. 10. Staffing:Staffing is acquiring or arranging people for theorganization. Hr planning Hr planning is having right person, at rightplace, at right time at right position. Planning provides a guideline to accomplish anactivity. At Ufone the HR team plans everythingso that the outcomes and results can beperceived before the plan is actuallyimplemented. This makes the planning more accurate andefficient; it also saves time and money. Job analysis Job analysis is systematic exploration ofactivities within a job a technical procedure used to define the duties,responsibilities, and accountabilities of job. One of the main purposes of conducting jobanalysis is to prepare job description and jobspecification which in turn helps to hire the rightquality of workforce into the organization.
  11. 11.  Why Ufone conducts job analysisUfone conducts the job analysis to get the right person for the right job atthe right time. If Ufone does not conduct the job analysis then there will bea huge chance of selecting the wrong person or to reject the right personwho is suitable for the job. Job analysis procedure of Ufone:Direct Observations At Ufone direct observation is also done for job analysis.Employees are directly observed ant word watched thatwhat functions they are doing related to their jobs. Interviews Interviews are conducted from employees and supervisors. Questionnaire method The questionnaire is a widely used method of analyzing jobs andwork. Here the job holders are given a properly designedquestionnaire aimed at eliciting relevant job-related information. Industry patterns for a bench mark job Sometimes in Ufone HR department just observes the industry andsee the accountabilities and duties of a bench mark job.
  12. 12. Job specification Ufone also has welldeveloped criteria for eachjob in term of the jobspecification. In all the areaof the jobs the pre- requisitefor the job are defined forexample: Qualification required for ajob Knowledge and skills andabilities required for a job Experience required for ajob JOB SPECIFICATION OF HUMANRESOURCE MANAGER: Qualifications: MBA (HR) or MS in HRM Work Experience: max 4-5 yearsexperience in Human ResourceManagement Knowledge & Competencies: Knowledge: Knowledge of human resourceprograms and systems. Skills: Excellent verbal and writtencommunications skills. Coaching skills. Abilities: Ability to lead, motivate and developstaff. Able to lead change processes. Ability to build a team environment.
  13. 13. Job Description It is a written statement of what job holder does,how it is done and under what conditions. In job description Ufone define the following: Job title Duties to be performed Distinguishing characteristics of job Authorities and responsibilities of jobholderrequired
  14. 14. Job Description of HumanResource Manager Job title: HR Manager Reports to: Head of department Job directly supervised: Assistants & officers Purpose of job: Coordinate HR functions & Retain employees. Develop and implement HRstrategy & programs. Duties and Responsibilities: To recruit, train, supervise & evaluate department staff To Routine check over employee performance Performance appraisal To train employees Conduct new employee orientation Handle employee complaints, grievances and disputes Coordinate employee safety, welfare and wellness Responsible for Organization development HR budgeting and planning To Develop and terminate staff. Responsible for payroll To manage Benefits, health & safety issues
  15. 15. Job Evaluation Job evaluation is a process of determining the relative worth of ajob. The job evaluation method of Ufone is lined to appraisal system.Whenever the appraisal report of any employee is generated heis being paid according to his performance. The present basic salary structure of Ufone is based on Jobdescription (Tasks and duties performed). Job evaluation is done on the basis of: Ufone conducts its own market survey and match its standardswith other telecommunication companies specifically withMobilink and Telenor. They conduct the survey so that they candetermine relative worth of every job according to market trends,so that pay at every level is compatible with their competitorsand trends in the industry so that they can attract and retaincompetent employees in their organization by giving marketcompetitive pay. Job specification Job description
  16. 16. RECRUITMENT & SELECTION Recruitment is the process of gathering a pool ofcandidates for an organizational vacancy. Selection is the process of short listing only thequalified candidates who are fit for the job. Ufone policy of recruitment is very simple, if atany time there is a vacancy, due to retirement,resignation, if employees opted for the goldenhandshake or the death of an employee, themanagement of the branch will inform the headoffice about the vacancy. Ufone has this policy ofnot mentioning the name of the company in a jobadvertisement.
  17. 17. INTERNAL RECRUITMENT In internal recruitment employees are recruited from within theorganization. They have well-established HRIS so that theyhave all information about the existing employees and alsoabout the jobs for all the departments. Because all thedepartments are integrated so when there is a need of anemployee firstly the HRIS checks within the organization that isthere any person which is best suited for the specified post andif any is selected. Promotion: Existing employees are promoted to fill thevacancy that fulfills the qualifications, KSA’s and experience forthe vacant post. Referrals: The current employees refer their interested friendand family members for the vacant post. Job posting: The vacant positions are communicated toemployees by posting them on notice board. Companyinternally posts a list of open positions (with their descriptionsand requirements) so that the existing employees who wish tomove to different functional areas may apply.
  18. 18. External Recruitment If the organization feels that none of their current employees can fillout the new vacancy then they hire from external sources. Methods of external recruitment:Private employment agencies: It collects, maintains and manages thousands of resumes of jobseekers. When company has a vacancy and takes the services ofsuch agency they attempt to find someone suitable usingcomputerized inventory data base and they charge for theirservices. Advertisement agencies: They take the services of employmentagencies to post their advertisement on internet. Mostly Ufone donot advertise for jobs. Direct applicants: In head office: People drop their CVs at head office whenever vacancy occurs thecompany may call the suitable candidate for interview.
  19. 19.  Via internet- apply online ( careers @ Ufone) is an online application form on the website of Ufone, on which any personwho thinks is qualified can fill that form & upload his CV. Interestedapplicants drop their CV at the website. The e-CV is then transferred torelevant database or department. Whenever the company needs theyconsider them while selection. This is an easy way to collect CV’s, but because thousands of CV’s arecollected on the website, so then it is difficult for them to select the mostsuitable CV’s. For this purpose they use a HRIS, in which the standards havebeen written. CV’s which meet the standards automatically have beenselected. It is also a cheaper way of recruitment because it does not requirestoo many resources. Ufone also provides information about any vacancy on the job searchwebsites; like rozee.pk. Outsourcing Ufone also do outsourcing for the purpose of recruitment they hire firm,which will provide employees to Ufone. They worked in theUfone, but theemployee will remain employee of that firm not Ufone, and this is the mostcommon method followed by most of organization these days. Lowermanagement at Ufone comes through outsourcing.
  20. 20. SELECTION: Different Jobs havedifferent criteria. There areno hard and fast rulesregarding the selection ofan employee but they takeinto account the followingconsiderations duringselection process: Education Experience related towork Knowledge Abilities Performance in theprevious work
  21. 21. Selection Process: Screening: Initial screening is done to weed out totallyundesirable/unqualified candidates at the outset and to screenout obvious misfits. It is used to eliminate those candidates whodo not meet the minimum eligibility criteria laid down by theorganization. Preliminary Interviews/ screening interviews: The skills, academic and family background, competencies andinterests of the candidate are examined during preliminaryinterview. Preliminary interviews are less formalized and plannedthan the final interviews. Employment interview:In selection it involves a personal, observational and face to faceappraisal of candidates for employment. I t is a one to oneinteraction between the interviewer and the potential candidate. Itis used to find whether the candidate is best suited for therequired job or not. But such interviews consume time andmoney both.
  22. 22. Selection Interview Candidates will go through a structured interview, where theywill be interviewed by a panel of three individuals, who areusually subject matter experts in the field for which you aretesting. The interview panel will focus on a candidates job relatedqualifications for the position. Therefore, it would be to youradvantage to research the position in advance in order todetermine what knowledge and skills may be evaluated duringthe interview process. Each candidate will be asked the same basic set of questions,with some follow-up questioning based on the answers given. Mostly three interviews are taken by the new employee. First interview: In Ufone they do formal interview with the candidates; theinterview is structured & planned. First interview is taken bythe senior manager of that specific department, in whichthe candidate is applying. If the candidate is passed by thesenior manager then he will be called for the second interview.
  23. 23.  Second interview: The second interview is taken by the HR department, inwhich questions are asked to judge the personality andconfidence of the employee.HR department will take theirdecision in the 2nd interview. Third interview: In the third interview that candidate has been called whichthe company wants to give him/her an opportunity. In thirdinterviews questions are asked like how much pay is he/sheexpected & for how much span of time he/she is willing towork with the company. How much people in the family aredependent on him. In that last interview the company then place an offer to thecandidate, then it depends on him whether to join theorganization or not. The last interview is the panel interview,in which there are two HR managers & one is the seniormanager of that specific department.
  24. 24. Employment Test A test is sample of some aspects of an individual’s attitude, behaviorand performance. Various written tests conducted during selectionprocedure are aptitude test, ability tests, IQ or EQ tests,intelligence test, reasoning test, personality test, etc. Once the candidates pass the interview they are tested for the skillsthey need. Conditional Job Offer: There is no such policy as conditional job offer in Ufone. 5-Job offer: After passing through all the steps the candidates selected areoffered job. 6-Medical test: Then the employees who are offered jobs they then have to gothrough the medical test in which the company ensures that theselected candidate is physically fit and he has no serious disease. It will decrease chances of employee absenteeism and improvedproductivity.
  25. 25. Reference checks: The applicant is asked to mention in his application form thenames and addresses of two or three persons who know himwell. In the last the company does reference check to makesure that whatever the person said was based on facts, no falseinformation was given in order to deceive the employers. Aspart of assessing the merit of each candidate, persons selectingcandidates must satisfy themselves that the information thecandidate gives is authentic, consistent and honest Final Approval: The shortlisted candidates by the department are finallyapproved by the executives of the concerned department. Appointment Letter: A reference check is made about the candidate selected andthen finally he is appointed by giving a formal appointmentletter. Employment is offered in the form of appointment lettermentioning the post, the rank, the grade, the date by which thecandidate should join and other terms and conditions in brief.
  26. 26. TRAINING AND DEVELOPMENT:Training and Developmentinvolves improving theknowledge, skills andabilities of the individuals. Acontinuous training isconducted inside Ufone toimprove the performance ofemployees. ORIENTATION: A newly hired employee isoriented, so that he can get theidea about the organizationalsetup, so that he may feel athome. For different sort of jobsdifferent sort of orientation isgiven some time it might exceeds oneday
  27. 27.  Human resource Department is responsible for orientation. At Ufone, orientation plan covers the following points: General information about daily work routine. Review of organization’s history, purpose, operations, andproducts or services and contribution of employee’s job to theorganization’s needs. Visit to different departments of company. Presentation of organization’s policies, work rules andemployee benefit. Types : Work Unit Orientation: Familiarizes employee with goals of work unit, contribution to the unit’sgoals, and introduction to co-workers. Organization Orientation: Informs employee about the organization’s objectives, history, philosophyprocedures and rules, human resource policies and benefits.
  28. 28. SOCIALIZATION: A program designed to help employees fitsmoothly into an organization; called socialization Socialization is designed to provide new employeeswith the information needed to function comfortablyand effectively in the organization. This process continues until the employee remains inorganization. EMPLOYEE TRAINING: A process designed to maintain or improve current jobperformance. Most training is directed at upgrading and improving anemployee’s abilities or skills. As training is the process of learning experience of thechange in your skills, knowledge, attitude and behaviour. It is relatively permanent change in an individualbehaviour.
  29. 29. EMPLOYEE TRAINING METHODSAT UFONE: Basically, they use the following methods of training: Presentation Techniques: These involve traditional classroom instruction, distance learning andaudiovisual techniques. Classroom Instruction: The trainer lectures a group. Exercises into traditional classroominstruction, so that trainees will learn and use the informationpresented on their job. Distance Learning: It will be used by the Head Office and Branch offices to provideinformation about new services, policies or procedures. Audiovisual Techniques: This is common method used by Ufone that involves overheads, slidesand videos.
  30. 30.  On The Job Training: It is conducted for newly hired employees, upgrading the skills ofexperienced employees when new technology is introduced. Business Games and Case Studies: These are designed to make the trainees study and discussamong themselves (case studies). While in business games, the trainees must gather information,analyze it and make decisions. Behaviour Modeling: Each training session focuses on one’s interpersonal skill andincludes a presentation of the rationale behind the keybehaviours. Interactive Video: Instruction is provided one-on-one to trainees via a monitorconnected to keyboards. Group Building Techniques: These help trainees share ideas and experiences, build groupidentity; understand the dynamics of interpersonal relationships. TRAINING NEEDS ASSESSMENT :( TNA) Ufone has a very systematic pattern for this TNA. Each employee is given aspecific target in the beginning of year (Appraisal Form)
  31. 31.  They recommend that which sort of staff and trainingis needed in that particular region. The human resource department conducts ameeting with department heads at the end of thetraining program. The purpose of this meeting is to focus on theindividual discipline and performance during thetraining program. Then on the basis of their performance they givethem advance jobs. They fill every position vacancy with the bestqualified person obtained.
  32. 32. TRAINING EVALUATION METHOD: Following are the methods of evaluation. Post-training test Post training survey Post training performance evaluation. This evaluation identifies the effectivenessof the training; it also leads to explore future training needs. On the basis of posttraining evaluation the design off training is made in future.EMPLOYEE DEVELOPMENT: A process designed to develop skills necessary for future work activities. It is more “Future Oriented”. It will focus on the personal growth. Job Rotation: As it is a Japanese style, but now used by throughout. Ufone Fiber Itd. is a strongadvocate of this method and according to their policy they are not keeping aperson more than three years at a same position and at a same branch andregion. Mentor or Coach: Normally, this duty is done by the branch manager. He is responsible for all sortsof help, solving any sort of problem facing a new employee or even an oldemployee. Management Skill Training: Ufone has a special developmental program for those employees who arerecently promoted to managerial position or higher position
  33. 33. CAREER DEVELOPMENT: CAREER: A sequence of positions held by a person during his or herlifetime. It is also defined as “advancement”. Programs typically designed by organizations To advance their work activities within specific organization. Provide information, assessment and training to help employees torealize their career goals. Attract and retain highly talented people. Wide spread organizational changes have lead to uncertainty andchaos concerning the concept of traditional organizational career Career Development in Ufone: Ufone supports the development of its employee’s skills andabilities with an aim to achieve their potential. Ufone MobileCompany is a place where you can live your dreams and pursue acareer that reveals your skills and passion. We provide youflexibility for adaptation, the opportunity to learn, and providingcareer alternatives with everlasting potential, possibilities. Ourpeople make Ufone a great company and an exciting place to workwith a shared ambition to learn leading edge ability and elongatebeyond their limits.
  34. 34. ORGANIZATION DEVELOPMENT: Organizational development deals with improving acompany’s performance and individual development of itsemployees. Ufone should be viewed as a coherent system composed ofseparate parts. Organizational development as a processincludes methodologies and achievements in strategic planning,organizational design, leadership development, coaching,diversity and balance between work and life.Organizational development consultants act as a catalyst thathelps an organization to solve its own problems by improving itscapabilities
  35. 35. EMPLOYEE DEVELOPMENT inUfone: A process designed to develop skills necessaryfor future work activities. It is more “Future Oriented”. It will focus on thepersonal growth. CAREER DEVELOPMENT in Ufone: We provide you flexibility for adaptation, theopportunity to learn, and providing careeralternatives with everlasting potential,possibilities.
  36. 36. MOTIVATION It includes performance management andcompensation management Objective of the Performance Management: The basic objective for performance UFONEemployees circles around the following: Setting an individual’s goal Aligning goals across the company’s strategic objectives. Ensuring employees get coaching from managers Determining merit pay Identifying training and development needs Providing data for administrative decisions like promotiontransfer etc
  37. 37. PERFORMANCE APPRAISAL METHOD USE BYUFONE In UFONE, performance of an employee is appraisestwice a year. Once in June while other in December. Inthe form there are three sections. There are total 500points from which an employee gets. Performance appraisal form has three sub-sections; Step 1: Section A In this section of form employee is evaluated for whathe has achieved during the year called “appraisal byobjective” (ABO).This form contains all the marks forthose objectives which are set and how much is achievedin percentage. It has 80% weight. Step 2: Section B In “B” section of form employee is evaluated forpersonality attributes which has 20 % weight.
  38. 38.  Personality Attributes: Initiative Problem solving Planning and organization Leader ship skills and dependability Cooperation(internal& external relations) Step 3: Section C This section identify need for employee developmentcalled “DEVELOPMENT NEEDS” Weight Criteria: ABO contains 80% weight and PersonalityAttributes contains 20% weight. Results (ABO) = 80% Behaviors (PA) = 20% Total = 100%
  39. 39.  Rating Criteria: 5) Exceptional 4) Highly effective 3) Effective 1) Improvement required Total marks = 500 Best> 400 Good>300 Average>250 REWARDS RELATED TO PERFORMANCE There is also a reward related to performance of theemployees. For “Customer Facilitation Agents” there50% of base pay is based on their performance which isassessing every month by their managers. For otheremployees like in administration, engineering, finance,marketing, etc their performance is assessed after everysix months and they get increased Rs.5000 in theirsalary as a reward. In each case employee have to showconsistent performance to win reward next time.
  40. 40. COMPENSATION MANAGEMENT: Ufone is a performance oriented organization so theycompensate their employees on the basis of theirperformance they implement merit pay programs, soeverybody know that if they show the results then theorganization will compensate them good if not then theywill never expect. And the Ufone also adopted the Competitive approachfor compensation, because of this system every employeeknow what the other organizations are paying for the samejob and what they are getting is fair or not. Compensation strategies are usually market based and islinked with the performance with a greater emphasis onvariable pay. Salary adjustment is based on theperformance, market movement and COLA.
  41. 41. Levels of Ufone Hierarchy andTheir Grades: GRADES Further Ufone hasdeveloped somegrades for employees. A----------------H A is the minimumgrade and H is themaximum grade andthey compensate theiremployees on thebasis of their grades.
  42. 42. TOTAL COMPENSATION: CORE COMPENSATION It is the amount which employee gets for performing their job. Current base pay Ufone follows the job based structure, and compensate itsemployees for the work they have done, for their tasks andduties they performed, their work content, behavior and for theirresponsibilities. To develop this structure, Ufone conducts somesurveys, to compete with others in the same industry. Work Analysis Evaluation Market trends and surveys Employee J.D Policy Lines
  43. 43. MONETORY COMPESATION: Minimum scale startsfrom 25000Maximum C.E.O (Notdisclosed by theorganization) Minimum wage: The minimum salary for“Drivers” is Rs.7000 For “Tea Boys” it isRs.6500 For Administrative Stafflike HR, Finance,Marketing, andEngineering etc it is Rs25000.
  44. 44.  Transport allowance: Rs 2500 are given to female employees only, if they travelon local transport. House Rent: 30% of the basic salary is given to each senior/ executivelevel employee. Overtime: All employees are entitle for the overtime more than 130hours per month .For overtime UFONE have specificformula that apply on the employees gross salary, due towhich every employee have different per hour overtimerate. If an employee has worked for more than the regular time,they claim for the overtime amount other than their salarywhich they receive the next month. Overtime claim have tobe approved through HR department. Children Education allowances: 1 gross salary per year
  45. 45.  NON MONETORY COMPENSATION: Assistant Manager Level: 10,000 Car allowance + 180 Liter’s petrol / Month Manager level: 10,000 Car allowance + Car + 180 Liter’s petrol / Month+ Blackberry Senior Manager: Islamabad Club Membership + BMW Car + House + Foreign Tours Grade A 500 minutes + 500 Rs mobile usage. Same like this allother benefits. After every Two years Ufone give the amount of Rs 6000 to lower levelemployees if they want to purchase a new mobile and this limitincreases as grade increases. At each stage the amount is different. Medical Allowance: 1 gross salary per year is given to each employee; half is given in mid ofthe year and remaining half will be given at the end of the year. Health Insurance: Like all other cellular companies Ufone also provides health insurancepolicy to its employees.
  46. 46.  Loan Insurance: At Ufone loan insurance policy is also provided to their employees through banks. Leaves: 20 holidays 7 Casual and 10 sick leaves are given to each employee at all level. Food Expense: Company pays 60% of the expense came over the food while 40% has to be paid by theemployees. Expense Claim: The expense Claims are the expenses which an employee make on the behalf of thecompany 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 HRpay them back the next month along with their salary. Medical Claim: Different medical facilities are provided to employees at different level of hierarchy, so ifany employees make use of this facility they can claim for the amounts to be return nextthe month while submitting the hospital receipt. Their medical clearness is done by the HRdepartment. Mobile deduction Claim: Such an expense claims which are made if an employee has made long duration call forthe official purpose and they have exceeded the limit given to them then they can make aclaim by attaching a copy of mobile bill and if its valid then HR department approved it andpay the employee their claimed amount along with their monthly salary of the followingmonth
  47. 47. INTRINSIC COMPENSATION: Recognition of The work:On Jan 29 (anniversary of Ufone).Employees who is working in Ufone for seven years or more thanseven years gets Cash Rewards, Trophy, badges and other things. Retirement benefits Provident fund Gratuity fund Provident Fund: All permanent confirmed employees are eligible for membership ofUfone Employee Provident Fund Scheme. An employee contributes8.33% of month basic salary in a year and an equivalent amount isbeing contributed by the employer. SALARY SURVEYS Collections of salary and market data, it includes average salaries,inflation indicators, cost of living indicators, salary budgetaverages. Ufone conducts its own market survey and match itsstandards with other telecommunication companies specifically withMobilink and Telenor. (Research firms and personally)
  48. 48. MAINTAINANCE Ufone retains its competent employees by managingemployee relations and effective communication EMPLOYEE RELATION: Group activities and ceremonies: Ufone maintains the employees and motivate them by managinggood relations with them and by recognizing them. The employees at Ufone are very devoted as they are given awonderful learning environment to work. Ufone manage good employee relations by: Annual employee day Birthday celebration Good working environment: Ufone successfully caters to the needs of its workforce.They have provided them good working environmentthey are given the facilities of: Cafeteria Gym TV lounge Sports clubs Recreational trips.
  49. 49. Ethical and fair practices: Fair treatment and justice in: Promotion and transfer decisions Fair performance appraisal Fair hiring procedure Complaints system When all practices are perceived fair by employees and theircomplaints are addressed, they are satisfied and it helps to reduceemployee turnover. Attractive pay and Rewards: Pay offered to them is also very attractive. Chance of progressmotivates them to work more. On achieving different target different intrinsic and extrinsic rewards aregiven. Equal Employment Opportunity: Equal Employment Opportunity (no discrimination in terms of gender,race, age, national origin, religion, involves complaint investigation,interpretation and policy, monitoring performance). Ufone is not just an equal opportunity employer, but also a platformenabling the collective sharing of creativity and business solutions byinnovative minds.
  50. 50.  Organizational culture and Core values: Their values revolve around mutual respect andintegrity, teamwork, creativity, and empowerment. They take pride in providing a challenging workenvironment where the best graduates and highlyexperienced senior personnel are well-placed. Training and Development Opportunities: Employees are granted numerous opportunities toenhance their professional as well as soft skills. These opportunities include trainings based uponmodern employee motivation models. According to them their human resource is theirbiggest assets and they want committed people.
  51. 51. EMPLOYEE COMMUNICATION:Keep communicating: They keep employees up to date concerning the status of the companyand its prospects. Be transparent: They make an effort to communicate all company news whether goodor bad, without “sugarcoating” the bad news. Speak to each employee independently and inform them of how they fitinto the company’s plans for expansion. Ufone performance appraisal system is very effective after every sixmonths everybody knows that what their score is. They provide clearinformation regarding performance goals, on which criteria employee is to beevaluated and proper communication of feedback on positive and negativeperformance. Ufone is a performance oriented organization so theycompensate their employees on the basis of their performance. Ufone also adopted the Competitive approach for compensation, because ofthis system every employee know what the other organizations are paying forthe same job and what they are getting is fair or not.
  52. 52. SWOT ANALYSIS STRENGTHS: Ufone has well established HRdepartment. It has state of the art HumanResource InformationSystem. Ufone has the MarketCompetitive Pay Structure. Equal training opportunitiesare provided. Effective and fair PerformanceAppraisal System. WEAKNESS: More focus on InternalRecruitment.
  53. 53.  OPPORTUNITIES: If Ufone gave equal importance to ExternalRecruitment, then they will have diverse pool ofcandidates with increased productivity. THREAT: As Ufone is cellular company and there is cut throatcompetition among cellular companies in Pakistan.There are six other companies also working inPakistan so Ufone would have to face some growingcompetitive pressures. Other cellular companies pay equal attention toexternal recruitment, so they have the threat of losingthe competent employees from external sources.
  54. 54. CONCLUSION: The HR department at Ufone is the foundation of organization as it ismeant to take care of the employee, employees who are the “biggestasset” an organization has. The HR team hires highly qualified andcompetent individuals through a screening process. Outsourcingmakes sure that the selection is free from biases. The skill ofemployees is developed through proper training & developmentphases. This becomes a major factor in the career growth of anemployee. All the employees in Ufone are equally treated; there isinternal equity as well as external equity. They have a fairperformance appraisal system. They are compensated on the basisof performance and competitive approach is adopted forcompensation, because of this system every employee knows whatthe other organizations are paying for the same job and what they aregetting is fair or not. The staff at Ufone is given incentives and rewardsso that motivation and encouragement is expressed. They maintainthe employees by employee communication and good employeerelations. The HR team is doing a very satisfying job with theemployees, yet there is always some room for improvement.
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.