Ufone is a telecommunication service provider in Pakistan that was originally established in 2001 as a division of PTCL. It is now owned by Etisalat. The document discusses Ufone's vision, mission, organizational structure, recruitment process, human resource practices including compensation, performance management, and career development programs. It provides an overview of Ufone's hierarchy, grades, total compensation package, and areas for potential improvement compared to competitors like Mobilink.

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3. Group Members
Hafiz Muhammad Atif 11-028
Tayyab Ali 11-037
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4. Introduction
• Pakistan Telecommunication Company Limited
(PTCL) that started its operations in January
2001 under the brand name ‘Ufone’. As a result
of PTCL’s privatization, Ufone became a part of
the Emirates Telecommunication Corporation
Group (Etisalat) in 2006.
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5. Vision Statement
To be the leading telecommunication service
provided in Pakistan by offering innovative
communication solutions for our customers while
exceeding shareholders value & employee
expectations.
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6. MISSION STATEMENT
• To be the best cellular option for U.
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7. Management hierarchy of ufone
7K
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8. STRUCTURE OF THE
ORGANIZATION
 In general the whole setup is “Centralized”
 At department level the structure is
“Decentralized”
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9. Recruitment Process
1. We have got your application
2. We are looking at your profile against a
relevant position
3. Initial Screening & Assessments
4. Sharing your profile with the hiring
function
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10. Cont.,
5. The Interview
6. Turnaround Time
7. Selection, Offer & Joining
• Method of Recruitment
– Internal Recruitment (department-to-
Department)
– External Recruitment (Through website)
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11. Human Resource Department
Selection
 Process of short listing only the qualified candidates who are fit for
the job.
 Ufone has this policy of not mentioning the name of the company in
a job advertisement.
 Usually hiring takes place through outsourcing with a help of a third
party.
 Ufone mostly hires employees through
 Pioneer Services
 Sydiat Haider Associates.
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12. Human Resource Department
Selection
 Final selection takes place after the candidate has been
interviewed by the Manager
 On the joining day, the employee has to submit the
following documents to the HR Department:
 Joining Report
 Copies of educational and professional
degrees/certificates
 Reference Letter
 Three copies of recent passport size photographs
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13. COMPENSATION
• Ufone is a performance oriented organization so they
compensate their employees on the basis of their
performance they implement merit pay programs.
• And the Ufone also adopted the Competitive approach
for compensation(other organization)
• 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 COLA.
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14. Levels of Ufone Hierarchy and Their
Grades:
GRADES
• Further Ufone has developed some grades for employees.
• A----------------H
(A mim &H mix)
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15. TOTAL COMPENSATION:
CORE COMPENSATION
• It is the amount which employee gets for performing their job.
• Current base pay
• job based structure, and compensate its employees for the work they have
done, for their tasks and duties they performed, their work content, behavior
and for their responsibilities. To develop this structure, Ufone conducts
some surveys, to compete with others in the same industry.
• Work Analysis
• Evaluation
• Market trends and surveys
• Employee J.D
• Policy Lines
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16. MONETORY COMPESATION:
• Minimum scale starts from 25000
Maximum C.E.O (Not disclosed by the organization)
• Minimum wage:
• “Drivers” is Rs.7000
• “Tea Boys” it is Rs.6500
• Administrative Staff like HR, Finance,
• Marketing, and Engineering etc
• it is Rs 25000.
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18. Non monetary 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 all other benefits.
After every Two years Ufone give the amount of Rs 6000 to lower level employees if they want
to purchase a new mobile and this limit increases 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 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.
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19. 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 the employees.
Expense Claim:
Medical Claim:
Mobile deduction Claim:
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20. INTRINSTIC REWARD
Recognition of The work:
On Jan 29 (anniversary of Ufone).
Employees who is working in Ufone for seven years or more than
seven years gets Cash Rewards, Trophy, badges and other things.
Retirement benefits
• Provident fund
• Gratuity fund
Provident Fund:
SALARY SURVEYS
(Research firms and personally)
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21. Performance method
use by Ufone
• In UFONE, performance of an employee is appraises twice a year.
Once in June while other in December. In the form there are three
sections. There are total 500 points 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 what he has
achieved during the year called “appraisal by objective”
(ABO).This form contains all the marks for those objectives which
are set and how much is achieved in percentage. It has 80%
weight.
Step 2: Section B
• In “B” section of form employee is evaluated for personality
attributes which has 20 % weight.
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22. • 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 development called
“DEVELOPMENT NEEDS”
• Weight Criteria:
• ABO contains 80% weight and Personality Attributes contains
20% weight.
• Results (ABO) = 80%
• Behaviors (PA) = 20%
• Total = 100%
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23. 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 the employees. For
“Customer Facilitation Agents” there 50% of base pay is based on their
performance which is assessing every month by their managers. For other
employees like in administration, engineering, finance, marketing, etc
their performance is assessed after every six months and they get
increased Rs.5000 in their salary as a reward. In each case employee
have to show consistent performance to win reward next time.
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24. CAREER planning
• Career planning should be define by replacement chart,
hrm proper plane career of every employee for example
CRS should be appoint as a regional manager. they offer
some programmer for employees career like
• Graduates and students
• Summer internship,
ACCA / CIMA Internships
• On the base of performance internee should be
appointed on permanent biases.
• Experienced Professional
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25. Career Management workshop
• . The purpose of these workshops is to polish student
skills, and to groom them for exploring their career
potentials adequately.
• Our Career Management Workshops are student-centric,
and provide information on the variations of the hiring
process, key sourcing areas for companies, the long and
short-term strategies for your job hunt, and how you can
position yourself adequately to uncover a maximum
number of job opportunities
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26. Career intervention
• Career intervention activities perform by senior
management who supervise the employees.
Career intervention is done on the base of
• Work, idea sharing, advising, career counseling,
career interest ,Assessment, career
library/career resource center .Career
intervention is done as a job coaching, job
placement youth apprentership.Basic purpose of
career intervention is identifying the right skill,
right inner quality, talent and divert in right path.
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27. Career Anchor
• Career anchoring of Ufone should be done by senior
staff they monitor the employee competencies and self-
represent skill, career anchoring done form join to the
retirement stage some time they trained their employees
by artificial environment create to learn those basic skill
that cope to efficiency, Ufone hire some person which
done activity related to career.
• They identify employee and recognize their weakness
and strong point they guide him by different methods.
Career anchoring done for employee to polish his skill
and inner quality
• Autonomy specialization motivation to perform, security,
pure challenge, life style balance, relationship
management
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28. Areas of improvement
• Network problem(voice)
• Owned by Govt. sector.
• Less coverage in the rural areas.
• Highly formalized structure.
• Less management style
• Less network coverage compression
Mobilink
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