1. FINAL PROJECT
STRATEGIC HUMAN
RESOURCE
MANAGEMENT
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2. TEAM
ZOBIA ARSHAD
SYED SANEEM MUSTAFA
ZORAIZ FAZAL
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3. FLOW OF PRESENTATION
Compensation &
Benefits
Recruitment Performance
ST.HRM Management
Selection Orientation Training/
Development

4. MOBILINK GSM
STRATEGIC HUMAN RESOURCE
MANAGEMENT

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. MISSION STATEMENT
“To be the unmatchable mobile system of
communications in Pakistan this provides the
best value to its customers, employees,
business partners and shareholders.”
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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. 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. CONDITIONS
Online registration
Psychometric Tests
Two Reference checks
Note:
If suitable person is not available go
for external hiring

10. EXTERNAL RECRUITMENT
Conditions:
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. SHORTLIST THE APPLICATIONS
Quality of early schooling
Grade obtained
Extra Curricular activities
Age
Target University
Relevant experience

12. RECRUITMENT METHOD AT
MOBILINK
Internally or externally
Media advertising
Recruiting on Internet
Outsourcing to staffing agencies

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 agencies
Such as career burg.HR Pakistan etc
Abacuscareers

14. RECRUITING ON INTERNET
www. jobs.mobilinkgsm.com
Rozee.pk
alahadrecruitmentgroup.
pk.linkedin.com
Internally or externally recruiting
Word of mouth help to draw all
appropriate contacts they have.

15. SELECTION PROCESS
Interview
Testing:
Psychometric Testing
Competency Profiling
Design & Conduct Assessment
Screening Process
 Job Offer
Appointment

16. ORIENTATION
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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.
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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 .
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19. CONT…
 Within 30 days of employment all new employees
attend a formal orientation program which
includes:
1. Nature of business
2. History-philosophy and structure of company
3. Structure chain command within the company
4. Company benefit plans
5. Layout and facilities offered by the company .
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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.
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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.
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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.
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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.
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24. Performance Management
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25. STRATEGIC CHOICES
How systems will be used
Who evaluate?
What to evaluate?
How to evaluate?
Measure of evaluate
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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.
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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.
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28. CONT…
Financial burden to organization.
Assessment is based on qualitative data.
It doesn't ensure observable and quantifiable format.
It require clear and specific goals.
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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
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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.
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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
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32. MEANS OF EVALUATION
Objective based performance measurement
Employees are involved in decision making
and setting goals.
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33. REWARDS SYSTEM
There is a list of policies regarding the reward
system at Mobilink.
It offers both kinds of rewards:
Intrinsic
Extrinsic
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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.
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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.
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36. SETTING STARTING SALARIES
OBJECTIVE
 To ensure that each employee is given the
starting salary of the title level in which his / her
position and experience fall.
 To ensure that consideration is given to past
experience and qualifications.
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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.
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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.
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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.
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