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Human resource management in worldlink Nepal

Worldlink and HRM

Human resource management in worldlink Nepal

1 of 13
i | P a g e
Acknowledgement
ii | P a g e
Contents
Acknowledgement...............................................................................................................................i
Contents.............................................................................................................................................ii
Executive summary ........................................................................................................................... iii
Chapter 1: Introduction .......................................................................................................................1
1.1 Background ..............................................................................................................................1
1.2 Objectives.................................................................................................................................2
Chapter 2: Methology .........................................................................................................................3
2.1 Methological framework............................................................................................................3
2.2 Secondary data collection ..........................................................................................................3
2.3 Primary data..............................................................................................................................3
2.4 Tools of data collection..............................................................................................................3
2.5 limitation of the study................................................................................................................3
Chapter 3: Results/Findings.................................................................................................................4
Chapter 4: Discussion .........................................................................................................................6
Chapter 5: Conclusion.........................................................................................................................7
Chapter 6: Recommendations ..............................................................................................................8
Appendix ...........................................................................................................................................9
References .......................................................................................................................................10
iii | P a g e
Executive summary
The main focus of this research is to understand the promotion and reward policies of the organization -
WorldLink. WorldLink has grown from small business to strong and stable corporation with professional
staff and a strong customer base over past 20 years. The company has positioned itself as a complete IT
service provider rather than just an ISP, by providing services such as data connectivity, network
integration and consulting, web hosting and development, hardware sales and maintenance, and software
development and systems integration through its partnership with WorldLink Technologies Pvt Ltd.
This project aims to enable us to study organization, analyze the situation and purpose suggestions to the
issues existing in organization. Human resource management has faced challenge to cope with changes in
the workforce, interest and career plans. Worldlink considers this and came up with more career focus
packages to attract and motivate employees. While doing this they highlight about the following things
like Job Postings, Performance appraisal for career planning, counseling and formal mentoring, written
individual career plans and managing promotions and transfers
With the help of this method, we understand the promotion policies applied by Worldlink. Performance
appraisal methods are used in Worldlink mainly performance appraisal software programs are used which
help them to keep notes on subordinate during the year and electronically rate employees on the series of
performance traits. The supervisor mainly goes through the promotion process of an employee.
Compensation, benefits, work-Life, performance & recognition and developmental career opportunities
are the major elements that are taken into consideration for reward policy in Worldlink.
1 | P a g e
Chapter 1: Introduction
1.1 Background
WorldLink is the largest Internet and Network Service Provider in Nepal and one of the most prominent
IT companies. It was founded in September by present Chairman and Managing Director, Dileep
Agrawal. Worldlink has Vision as “To connect everyone, anywhere, all the time”. And the mission is
“Enrich the lives of our customers through world-class service".
World Link was started with a computer and a modem the company today has a state of the art
infrastructure with over 300 employees in seven offices within the manner. The company owes its success
to its goal of customer satisfaction and retention. Backed by highly capable manpower and a system that
ensures customer satisfaction, Worldlink has maintained high customer retention rates and earned the
goodwill of its customers.
WorldLink is a pioneer IT Services Provider (ISP) in Nepal with extensive expertise in Data
Communication, Internet Connectivity, VSAT Networking, Wireless Networking, Software
Development, ICT Consulting, and Bandwidth Provisioning. In terms of subscriber numbers, World Link
ranks as the largest ISP in the country in both retail and corporate clients. With satellite earth stations in
six major cities and leased-line in other three, World Link owns and operates the largest private data
network in Nepal. It is able to provide end-to-end leased-line or VPN data connectivity between
the points-of –presence (POPs). For data connectivity in remote areas, it has installed VSAT satellite
terminals for major hydroelectric projects.
Over the past 20 years,World Link has grown from a small business to a strong and stable corporation
with professional staff and a strong customer base.World Link also owns and operates the largest private
nation-wide data network. It has VSAT installations in Pokhara, Biratnagar, Nepalgunj, Bhairawaha,
Bhadrapur and Birgung. Additionally, WorldLink is connected to Bharatpur, Palpa, Dharan and Damauli
over leased-lines. With Internet points-of-presence (POPs) in all these locations, World Link’s customers
are able to access the Internet from across Nepal. The company is moving forward with a slogan “ One
World One Link”.
This concept is based on client relationship management, with the employee at its center.This involves
implementing a dedicated information system for the management of human resources (generally referred
to as HRIS), which makes it possible to cover all problems that are related with the relationship between a
company and its employees, particulary as
 overall training plan of the company for employees, and tracking of training actions;
 provide sallary payments bulletins.
 management of jobs within the enterprise and in-house transfer
 Internal communication by to breaking the isolation of the different sectors of the enterprise
 Provisions of benefit bonus and services
 Training and development

2 | P a g e
1.2 Objectives
 Strengthening customer loyalty by delivering outstanding value and ensuring customer
satisfaction
 Investing in appropriate technology and infrastructure to expand our services in anefficient and
cost-effective manner.
 Become a one-stop-shop for all ICT services under one roof.
 Continually enhancing our corporate image to project quality and innovation.
 Creating unprecedented opportunities for all our shareholders, partners and employees
3 | P a g e
Chapter 2: Methology
2.1 Methological framework
The main approach of study is to study the promotion and rewards by world link communication.
Questionnaires were created for the participatory approach from bottom to top level . Questionnaires were
created for top level managers by our team members and through this we collected information on how
the staffs get promoted and rewarded.
The study started with the desk study where basic background of the world link communication is studied
with the help of secondary data collection.
2.2 Secondary data collection
Any sorts of data collected from secondary sources are secondary data. The secondary data were mostly
collected from various online resources mostly the official website of world link communications. The
study was mostly about the criteria’s for rewards and promotion. The eligibility, impact and the benefits
by the rewards and the promotion was focused during the study for the analysis purpose such that the
significant recommendation and suggestions can be given to the company
2.3 Primary data
In today’s business scenario, promotion and the rewards is most effective tool for motivating employees.
This is the significance. So, for the effective result,10 employees sample chosen out of total employees.
Samples were from various departments like administration, quality control, training, finance and
accounting, information and technology etc.
2.4 Tools of data collection
An interview schedule was used for data collection, apart from personal interview
Questionnaires was not enough to collect the report, we have personally interviewed some of the
employee. We have used the computerized data used by organization in order to monitor day to
performance of the employee.
2.5 Limitation of the study
The present study is carried out for academic purpose, so sample size is restricted. the study is restricted
to an organization under study, so it cannot be generalized for all employees in other organization.
Rewards and promotion are complex problem and researcher has attempted to study most appropriate
factors but chances cannot be ruled out that some areas may have been untouched or not adequately
touched.

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Human resource management in worldlink Nepal

  • 1. i | P a g e Acknowledgement
  • 2. ii | P a g e Contents Acknowledgement...............................................................................................................................i Contents.............................................................................................................................................ii Executive summary ........................................................................................................................... iii Chapter 1: Introduction .......................................................................................................................1 1.1 Background ..............................................................................................................................1 1.2 Objectives.................................................................................................................................2 Chapter 2: Methology .........................................................................................................................3 2.1 Methological framework............................................................................................................3 2.2 Secondary data collection ..........................................................................................................3 2.3 Primary data..............................................................................................................................3 2.4 Tools of data collection..............................................................................................................3 2.5 limitation of the study................................................................................................................3 Chapter 3: Results/Findings.................................................................................................................4 Chapter 4: Discussion .........................................................................................................................6 Chapter 5: Conclusion.........................................................................................................................7 Chapter 6: Recommendations ..............................................................................................................8 Appendix ...........................................................................................................................................9 References .......................................................................................................................................10
  • 3. iii | P a g e Executive summary The main focus of this research is to understand the promotion and reward policies of the organization - WorldLink. WorldLink has grown from small business to strong and stable corporation with professional staff and a strong customer base over past 20 years. The company has positioned itself as a complete IT service provider rather than just an ISP, by providing services such as data connectivity, network integration and consulting, web hosting and development, hardware sales and maintenance, and software development and systems integration through its partnership with WorldLink Technologies Pvt Ltd. This project aims to enable us to study organization, analyze the situation and purpose suggestions to the issues existing in organization. Human resource management has faced challenge to cope with changes in the workforce, interest and career plans. Worldlink considers this and came up with more career focus packages to attract and motivate employees. While doing this they highlight about the following things like Job Postings, Performance appraisal for career planning, counseling and formal mentoring, written individual career plans and managing promotions and transfers With the help of this method, we understand the promotion policies applied by Worldlink. Performance appraisal methods are used in Worldlink mainly performance appraisal software programs are used which help them to keep notes on subordinate during the year and electronically rate employees on the series of performance traits. The supervisor mainly goes through the promotion process of an employee. Compensation, benefits, work-Life, performance & recognition and developmental career opportunities are the major elements that are taken into consideration for reward policy in Worldlink.
  • 4. 1 | P a g e Chapter 1: Introduction 1.1 Background WorldLink is the largest Internet and Network Service Provider in Nepal and one of the most prominent IT companies. It was founded in September by present Chairman and Managing Director, Dileep Agrawal. Worldlink has Vision as “To connect everyone, anywhere, all the time”. And the mission is “Enrich the lives of our customers through world-class service". World Link was started with a computer and a modem the company today has a state of the art infrastructure with over 300 employees in seven offices within the manner. The company owes its success to its goal of customer satisfaction and retention. Backed by highly capable manpower and a system that ensures customer satisfaction, Worldlink has maintained high customer retention rates and earned the goodwill of its customers. WorldLink is a pioneer IT Services Provider (ISP) in Nepal with extensive expertise in Data Communication, Internet Connectivity, VSAT Networking, Wireless Networking, Software Development, ICT Consulting, and Bandwidth Provisioning. In terms of subscriber numbers, World Link ranks as the largest ISP in the country in both retail and corporate clients. With satellite earth stations in six major cities and leased-line in other three, World Link owns and operates the largest private data network in Nepal. It is able to provide end-to-end leased-line or VPN data connectivity between the points-of –presence (POPs). For data connectivity in remote areas, it has installed VSAT satellite terminals for major hydroelectric projects. Over the past 20 years,World Link has grown from a small business to a strong and stable corporation with professional staff and a strong customer base.World Link also owns and operates the largest private nation-wide data network. It has VSAT installations in Pokhara, Biratnagar, Nepalgunj, Bhairawaha, Bhadrapur and Birgung. Additionally, WorldLink is connected to Bharatpur, Palpa, Dharan and Damauli over leased-lines. With Internet points-of-presence (POPs) in all these locations, World Link’s customers are able to access the Internet from across Nepal. The company is moving forward with a slogan “ One World One Link”. This concept is based on client relationship management, with the employee at its center.This involves implementing a dedicated information system for the management of human resources (generally referred to as HRIS), which makes it possible to cover all problems that are related with the relationship between a company and its employees, particulary as  overall training plan of the company for employees, and tracking of training actions;  provide sallary payments bulletins.  management of jobs within the enterprise and in-house transfer  Internal communication by to breaking the isolation of the different sectors of the enterprise  Provisions of benefit bonus and services  Training and development 
  • 5. 2 | P a g e 1.2 Objectives  Strengthening customer loyalty by delivering outstanding value and ensuring customer satisfaction  Investing in appropriate technology and infrastructure to expand our services in anefficient and cost-effective manner.  Become a one-stop-shop for all ICT services under one roof.  Continually enhancing our corporate image to project quality and innovation.  Creating unprecedented opportunities for all our shareholders, partners and employees
  • 6. 3 | P a g e Chapter 2: Methology 2.1 Methological framework The main approach of study is to study the promotion and rewards by world link communication. Questionnaires were created for the participatory approach from bottom to top level . Questionnaires were created for top level managers by our team members and through this we collected information on how the staffs get promoted and rewarded. The study started with the desk study where basic background of the world link communication is studied with the help of secondary data collection. 2.2 Secondary data collection Any sorts of data collected from secondary sources are secondary data. The secondary data were mostly collected from various online resources mostly the official website of world link communications. The study was mostly about the criteria’s for rewards and promotion. The eligibility, impact and the benefits by the rewards and the promotion was focused during the study for the analysis purpose such that the significant recommendation and suggestions can be given to the company 2.3 Primary data In today’s business scenario, promotion and the rewards is most effective tool for motivating employees. This is the significance. So, for the effective result,10 employees sample chosen out of total employees. Samples were from various departments like administration, quality control, training, finance and accounting, information and technology etc. 2.4 Tools of data collection An interview schedule was used for data collection, apart from personal interview Questionnaires was not enough to collect the report, we have personally interviewed some of the employee. We have used the computerized data used by organization in order to monitor day to performance of the employee. 2.5 Limitation of the study The present study is carried out for academic purpose, so sample size is restricted. the study is restricted to an organization under study, so it cannot be generalized for all employees in other organization. Rewards and promotion are complex problem and researcher has attempted to study most appropriate factors but chances cannot be ruled out that some areas may have been untouched or not adequately touched.
  • 7. 4 | P a g e Chapter 3: Results/Findings The World Link Communication Pvt. Ltd. has over 300 employees, which includes from the top, middle and lower level of staffs.These employees can further be divided into three categories, which are as follows: a. Top level:4 b. Middle level:60 c. Lower level:7 This research has been conducted only on the basis of the middle and the lower level management of the organization. From our research, what we have come to know about the reward system present in the company is that, in order to receive the reward an employee must work over time or must have completed extra tasks assigned to him irrelevant with his normal tasks or jobs. For promotion, there are certain criteria for promotion in Worldlink like an individual working for more at least 5 years for an organization will be promoted. He/she should have extra skills and knowledge for the regarding job and all work and effort he or she has done are put into consideration. Here are some ways through which employees are provided promotions, benefits and rewarded based on their levels. 1. Pay for performances and financial incentives: Different levels of employees look for different kinds of pay and incentive plans. Everybody does not work for money but most people do, so money is one of the primary motivating factors for
  • 8. 5 | P a g e employees. Regular salary could be the better option for those who put regular effort on work, working overtime but for those who perform better and expect and also have completed extra tasks assigned to him irrelevant with his normal tasks or jobs need special incentives both financial and non-financial. Professional employees are provided with several incentive plans: Recognition (Awards, Stars)  Merchandise incentives Cash reward  Gift certificates  Training Programs  Cash rewards Sales people are also provided with incentive plans:  Salary plan  Commission Plan  Combination Plan Incentive plan for managers and executives are:  Profit sharing plans  Gain sharing plans  Individual awards 2.Benefits and services: Benefits are indirect, financial and non-financial payments employees receive for continuing their employment with the organization. Whereas services are the facilities they get from organization for being the part of the organization. There are several employee benefit and service plans used by Wink. Some of them are:  Severance Pay: It’s a onetime payment, some employers provide while terminating employees.  Insurance Benefits  Medical Benefits  Benefit for part time and contingent workers  Retirement benefits  Flexible time benefits.
  • 9. 6 | P a g e Chapter 4: Discussion The present study will identify the steps necessary for promotion and reward calculation. It will recommend strategies to improve effectiveness of the reward system in an organization. These are commendations will be provided on the basis of a survey. (Please include discussions of your findings)
  • 10. 7 | P a g e Chapter 5: Conclusion In this project, we understand the situation of the organization. We understand the market condition of the organization. And our main focus was to understand about the promotion and reward policy of the organization. Promotion is done on the basis of individual performance. There are certain criteria for promotion in Worldlink like an individual working for more or at least 5 years for an organization will be promoted. Reward is provided to an employee only if employee had worked overtime or completed extra task other than his/her daily task. Thus, the company has positioned itself as a complete IT service provider rather than just an ISP, by providing services such as data connectivity, network integration and consulting, web hosting and development, hardware sales and maintenance, and software development and systems integration through its partnership with WorldLink Technologies Private Limited. The Promotion and Reward policy has proved Worldlink as an excellent service provider and is exemplified by the satisfaction of customers, which include such reputed names as the United Nations, American Embassy and the Government of Nepal.
  • 11. 8 | P a g e Chapter 6: Recommendations  Surveys should be conducted frequently in order to judge satisfaction level of the employees.  In addition to surveys, interaction of HR officers with the employees should also be given space if possible.  Suggestions and discrepancies regarding the various reward schemes should be openly invited from the employees and should be materialized into action as soon as possible should not be dumped as paperwork.  Formal and Informal meetings should be conducted to judge the employee satisfaction, regarding various services & new way out should be searched to tackle the same.
  • 12. 9 | P a g e Appendix The questionnaires that we prepared and asked to top and middle level managers of Worldlink Private Limited were: 1.Which classification of jobs is covered under promotion and reward policy? The head of the employing department is responsible to select the most qualified applicant for the position. In evaluating current employees for promotion, the following factors will be considered: a. Attendance and work records b. Performance evaluation c. Letters of recommendation from former supervisors. 2. Should all internal candidates be considered before recruiting externally? Internal employee of the organization also be considered for the recruiting, internal employment to qualified candidates through intradepartmental and interdepartmental promotion whenever possible. The criteria used whenconsidering employees’ qualifications forpromotion isfairandunbiased. 3. If two candidates are judged to be equally qualified what criteria will be used to select the one for promotion? Conduct performance evaluations on all employees on basis of written specifications and standards related to the job. The appraisal should also be in writing. schedule meetings with individual employees so they can review and sign their evaluations. Performance appraisal graphic rating scale, 360 and critical incident. Individual ranking method are applied. 4. What kind of candidate evaluation and selection techniques are being used? Maintain records of promotions according to protected groups, train supervisors to keep a diary on the employees' work performance and behavior. This can assure that employees are not measured on the basis of most recent actions, either good or bad, that the supervisor remembers .maintain accurate logs of attendance and tardiness . Develop a system to alert employees to promotion opportunities as well as to give them an opportunity to state their interest in openings of which they become aware. 5. How is promotion of individual being communicated? A classification of the individual’s existing position as a result of the individual performing duties at a higher degree of responsibility and complexity than the current classification calls for.This requires an audit of the position through the job evaluation process.
  • 13. 10 | P a g e References (2017). https://worldlink.com.np/. Kathmandu,Nepal. Subedi, J. (2011). Employee Relation Management Report for World Link Communications.