Presentation on information technology.How IT can is Used by telecom sector. i have choose Ufone
In shaa allah this presentation will help u
gud luck..:)
Presentation on information technology.How IT can is Used by telecom sector. i have choose Ufone
In shaa allah this presentation will help u
gud luck..:)
Recuitment and selection process in the firm or company by the HR department, sources of recruitment: internal and external methods, test and interviews inductions, training and placements.
Human Resource Management practices in Mobilink Saeed Ur Rahman
This presentation is made by Saeed ur Rahman student of COMSATS Institute of Information Technology which may be helpful in understanding HR practices in Mobilink.
Mastering the Concepts Tested in the Databricks Certified Data Engineer Assoc...SkillCertProExams
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Collapsing Narratives: Exploring Non-Linearity • a micro report by Rosie WellsRosie Wells
Insight: In a landscape where traditional narrative structures are giving way to fragmented and non-linear forms of storytelling, there lies immense potential for creativity and exploration.
'Collapsing Narratives: Exploring Non-Linearity' is a micro report from Rosie Wells.
Rosie Wells is an Arts & Cultural Strategist uniquely positioned at the intersection of grassroots and mainstream storytelling.
Their work is focused on developing meaningful and lasting connections that can drive social change.
Please download this presentation to enjoy the hyperlinks!
Suzanne Lagerweij - Influence Without Power - Why Empathy is Your Best Friend...Suzanne Lagerweij
This is a workshop about communication and collaboration. We will experience how we can analyze the reasons for resistance to change (exercise 1) and practice how to improve our conversation style and be more in control and effective in the way we communicate (exercise 2).
This session will use Dave Gray’s Empathy Mapping, Argyris’ Ladder of Inference and The Four Rs from Agile Conversations (Squirrel and Fredrick).
Abstract:
Let’s talk about powerful conversations! We all know how to lead a constructive conversation, right? Then why is it so difficult to have those conversations with people at work, especially those in powerful positions that show resistance to change?
Learning to control and direct conversations takes understanding and practice.
We can combine our innate empathy with our analytical skills to gain a deeper understanding of complex situations at work. Join this session to learn how to prepare for difficult conversations and how to improve our agile conversations in order to be more influential without power. We will use Dave Gray’s Empathy Mapping, Argyris’ Ladder of Inference and The Four Rs from Agile Conversations (Squirrel and Fredrick).
In the session you will experience how preparing and reflecting on your conversation can help you be more influential at work. You will learn how to communicate more effectively with the people needed to achieve positive change. You will leave with a self-revised version of a difficult conversation and a practical model to use when you get back to work.
Come learn more on how to become a real influencer!
This presentation, created by Syed Faiz ul Hassan, explores the profound influence of media on public perception and behavior. It delves into the evolution of media from oral traditions to modern digital and social media platforms. Key topics include the role of media in information propagation, socialization, crisis awareness, globalization, and education. The presentation also examines media influence through agenda setting, propaganda, and manipulative techniques used by advertisers and marketers. Furthermore, it highlights the impact of surveillance enabled by media technologies on personal behavior and preferences. Through this comprehensive overview, the presentation aims to shed light on how media shapes collective consciousness and public opinion.
4. PRESENTATION LAYOUT
• Company Introduction (mission and Vision)
• Organizational Structure
• Human Resource Management
• Human Resource Functions
• Recommendation
• Conclusion
5. INTRODUCTION
• Pakistan Telecom Mobile Limited (PTML) is a
wholly owned subsidiary of Pakistan
Telecommunication Corporation Limited (PTCL)
that started its operations in January 2001 under
the brand name “Ufone”.
• As a result of PTCL’s privatization 26% of company
shares along Ufone became part of the Emirates
Telecommunication Corporation Group (Etisalat)
in 2006.
6. • Ufone has network coverage in 10,000 locations
and present across all major highways of Pakistan.
• Ufone currently caters for International Roaming
to more than 288 live operators in more than 160
countries.
• Ufone also offers Pakistan’s largest GPRS &
blackberry Roaming coverage available with more
than 200 Live Operators across 122 countries.
INTRODUCTION cont…
7. INTRODUCTION cont…
• It is currently owned by “Etisalat” with the
customer base of more than 20.5 million
subscribers which is tripled from last fiscal year
• Total current investment of over $350 Million,
including a recent contract of $161 Million for
expansion & capacity building
• Currently, with a market share of over 24% .
8. • More recently, Ufone has become a focused and
intensive leader in VAS, constantly introducing
innovative services, which have been the first of
their kind in the Pakistani cellular industry.
• As the world of telecommunications advances,
Ufone promises its customers to stay ahead,
developing and evolving, to go beyond their
expectations, because at Ufone, it’s all about U.
INTRODUCTION cont…
10. Vision Statement
“To be the quality cellular service provider of choice,
using sound business practices while enhancing the
quality of life of the community and providing a
strong return for our stakeholder”
11. UfoneObjectives
• To be Affordable
• Best Coverage throughout Pakistan
• Advanced & innovative service
• Best employment option for peoples
13. Departmental Division
• Marketing Department
• Finance Department
• Human Resource Department
• Customer Care Department
• Information System Department
• Engineering Department
• Quality Assurance
• Information Technology
14. Organizational Structure con…
Board Of Directors
CEO
Project Director
Marketing
&
Sales
FinanceInformation
System
Customer
Care
Engineering
Quality
Assurance
Information
technology
HR
&
Admin
16. Human Resource Management
• Human capital act as nerves system of the organization.
“ Their people are their greatest asset ”
• with special Reference to human resource management
(HRM) our main focus was remained on how the human capital
at ufone is being:
• Recruited.
• Selected.
• Utilized.
• Compensated.
• Evaluated & Trained to achieve company goals.
17. Human Resource Management con..
Staff of Ufone
consists of world
class Professionals
Collaborative and
mutually
supportive work
environment
Team of
professionals for
Expertise &
Collaboration
Performance
Management and
Reward System
Clearly defined
Recruitment &
Selection Policy
They Believe to
Train & Develop
employees
Compensation &
Benefit plan is
developed to
ensures
employees
motivation.
HRM
18. HR Internal Departmental Division
HR Department
Training &
Development Outsource
Operation
HR
Operations
19. HumanCapital at Ufone
• 1700 permanent employees as well as more than 2500
contractual employees working nationwide
• Ufone Complies with equal employment opportunity
organization. Almost 70% of its employees are male and
30% are female.
• Predefined job description
• Annual and Six month Performance Apraisals
• Average age of Ufone employee is 32 years
• Average Salary is 15000
• HRIS
21. Human Resource Function
Primary Functions:
• Staffing:
– Job analysis
– Human resource planning
– Recruitment & selection
• Training and Development
– Organization development
– Career development
– Performance Appraisals
• Compensation management
– Monetary Benefits
– Non monetary Benefits
• Safety & Health
22. Human Resource Function con..
Secondary functions:
• Interaction of Human Resource
• Research & Development in HR
23. Implementation of HR
HR department at ufone is very much involved in
• Analyzing,
• managing,
• evaluating and improving performance of
employees
• keep complete check on human capital to get the
things done
24.
25. Job Analysis:
Job analysis is systematic exploration of activities within a
job. It is a technical procedure used to define the duties,
responsibilities, and accountabilities of job.
• Experts do Job Analysis after acquiring information from
candidates through interviews through form
• At ufone pay packages, compensations, job descriptions, job
specifications, job evaluation are made on the bases of Job
Analysis
26. Job Analysis at ufone
Following steps are taken:
• Obtain Documentary information such as procedure
manuals and written instruction.
• Ask about more general aspect such as the job purposes,
main activities.
• Ask the jobholders about the job.
• Observe the job holders to see what they actually do.(vidual
techniques)
27. InformationCollectedin Job Analysis
• Work activities
• Worker-oriented activities
• Machines, tools, equipment, and work aids used
• Job-related tangibles and intangibles
• Work performance
• Job content
• Personal requirements for the job
28. Why Ufone conducts J. A:
• the right person for the right job at the right time
• Reduced Chances of Wrong Hiring
• Knowing Who Does What
• Major duties or activities required
• Conditions under which the job is performed
30. JobSpecification
All the prerequisites of job are defined:
• Qualification required for a job
• Skill required for a job
• Experience required for a job
31. Job Description
• Human Resource Division analyzes each job and it’s
required out comes. Job analysis is done by
analyzing the past experience and emerging trends.
• Ufone holds documents about terms, duties
responsibilities about each job
32. Human Resource Planning
• Actual Need Analysis
• Supply Inside Candidates
• Supply Outside Candidates
• At ufone Supply inside is Prefer and Position
Replacement Charts are Maintained to find out
right person on right job
33. Need Analysis
At ufone human resource need is analyzed on the bases of
following points:
• How type of person we need?
• How much organization can spend on that particular person
for particular job?
• What type of job knowledge and skills needed for particular
position?
• What kind of methods will be used for performing job
analysis for particular position?
• What level of employee we needed (corporate, business or
functional)?
35. Supply Outside Candidates
• Referral hiring
• Internet
• Advertisements
• HRIMS
• Employments Agencies
• Out sourcing (Dencom)
• College Recruitment
• Head Hunters (for top level management)
36. Recruitment & Selection
• Qualified professionals from outside have
been hired
• Many benefits are provided but Employee
Retention is quite low due to heavy Burdon
of their job
• Low Flexibility In Performance
• That’s why ufone HR department is
continually engage in recruitment & slection
Procedure
40. • In the case of internal recruitment people from
within the organization are promoted to fill the
vacant vacancy. The HR department and the
relevant department in which the vacancy exists,
analyze whether there an employee within the
organization exists, who most appropriately meets
the requirements of the particular vacancy
INTERNAL RECRUITMENT
44. SELECTION
Ufone take into consideration the following
factors during selection process:
• Education
• Experience (related to work)
• Performance in the previous work
• Domain knowledge
• Abilities
45. SELECTION PROCESS
1. Screening aplications
2. Employment Test
3. Employment Interview
4. Job Offer
5. Medical Test
6. Reference checks
47. TRAINING & DEVELOPMENT
ORIENTATION OF EMPLOYEE:
At Ufone orientation plan covers the following points:
• Visits to different departments of the company
• Company’s Policies, Rules and Regulations
48. TRAINING & DEVELOPMENT
TRAINING METHODS
Two types of trainings are conducted at Ufone:
• On-the-job Training
»Coaching and understudy
• Off-the-job Training
54. BENEFITS AND SERVICES
EMPLOYEES MOTIVATION
Employees are motivated at Ufone by
conducting events such as
• Annual employee day
• Birthday celebration