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.

1. Human Resource Management
Practices in Mobilink
By : Saeed ur Rahman

3. Group members
• Saeed ur Rahman
• Raja Umair
• Jawad Khan
• Bushra Babar
• Hamza Khalid
• Sundus

4. Content to be covered
• Introduction of Mobilink
• HRM Strategies
• Planning
• Recruitment
• Selection
• Orientation
• Training
• Performance Appraisal
• Compensation and reward system

5. Introduction of Mobilink
• Subsidiary of Orascom
• 1994
• November 2015 - completed in July 2016
• 50 million customers
• More than 20000 cities, towns and villages
• Amir Ibrahim
• 38% market share
• Lahore, Karachi, Faisalabad,
Rahim Yar Khan, Sukkur,
Peshawar, Quetta, Swat, and Kohat
• Post paid ,prepaid ,online banking (Mobicash)

6. MAJOR DEPARTMENTS OF MOBILINK
• Finance Department
• Customer Services Department
• Commercial Department
• Technical Department
• Information Technology Department
• Administration and Legal Affair & Government Relation Department
• Human Resources

7. HR department
• Mobilink has a very well defined and structured department and its
various policies of keeping each employee productive part of the
organization are intoned with the corporate worlds requirement.
• Employees in the company are largely committed to their organization and
have shown progress in the company. Employees are satisfied with the HR
department of Mobilink GSM Company.

8. HR Department
HR mission statement
“To lead the organization in enhancing its human capital and creating a
winning environment where everyone enjoys contributing to the best of
one’s ability.”
Mobilink will achieve this by:
• Inspiring and motivating its people.
• Developing its people to strive for higher standards.
• Driving an open minded and enterprising corporate culture
• Attracting and recruiting the best talent

9. HRM Department Sections
Employee services
• Payroll information
• Leave and medical record
• Policies and procedures
• Employees record and recreation

10. HRM Department Sections (continued)
OD and Effectiveness
• Training plan
• Talent management
• Performance management
• Employees maintenance
• Orientation

11. HRM Department Sections (continued)
Staffing and compensation
• Staffing plan and HR budgeting
• Management trainee and internship program
• Interviewing and selection
• Headhunters
• Compensation, benefits and incentive

12. Development of HR strategies/policies/practices:
• HRM activities
How its formulated and implemented
• Mission
• strategic planner analyze the organizational culture (SWOT)
• strategic plans
• HR strategies
• HR policies and practices

13. Human Resource
Planning

14. PLANNING IN THE CONTEXT OF MOBILINK
• At Mobilink, our belief is that "Our people are our greatest asset”. We
take great pride in acknowledging the contribution each one of us makes.
• We focus on People Development and for that we ensure:
• Staff Mobilink with world class Professionals and ensure that the right
systems are in place to encourage them to develop to their full potential.
• Create a collaborative and mutually supportive work environment that
encourages people to grow.

15. PLANNING IN THE CONTEXT OF MOBILINK(continued)
• Build a team of professionals who deliver expertise by participating in
business decisions.
• Develop Performance Management and reward systems underlying our
Business strategy.
• We aim at making Mobilink a great place to work

16. Recruitment Policies of Mobilink GSM
Source :
They use
Internal and external sources
Current Mobilink Employees
Internal and external Advertisements
Data Bank
Employment Agencies and consultants

17. Mobilink GSM Guidelines
External Recruitment:
No candidate under age of eighteen can apply for the job
Candidates can’t apply for the job if their blood relations work in PMCL-
Mobilink.
Heads are responsible for hiring procedures
Human resources jointly with the department heads decide the salary
range
Minimum qualification must be a bachelor degree.
Candidate are required to successfully complete any job related selection
test given to them.

18. Mobilink GSM Guidelines (continued)
Internal Recruitment:
• Internal candidates has to be a confirm employees of Mobilink of who
have completed a one year of service in their existing designation.
• Selected candidates are required to join the new job/position after getting
clearance from supervisor and will be on probation for a period of three
months.

19. General Conditions for Recruitment in MOBILINK GSM
• Recruitment is done through human resources Department.
• An Applicant’s knowledge ,skill and aptitude should relate to the position,
Education, Experience, Intelligence test, Interviews, References, Medical
test.
• Initially applicants may submit a hand written/typed application along
with a legal bio-data and 2 passport sized photograph to HR department.

20. Selection

21. Selection
• Short listing applicants
• Criteria
• grade obtained
• extracurricular activities
• overseas travel and education
• Age
• target university
• relevant experience
• HR dept. Then issues call letter
• two-panel interview is carried out
• different competency tests after interview
• Appointment letters are then issued to successful candidate or candidates

22. Selection Criteria of Mobilink GSM (continued)
Following information's are required by Mobilink from the
applicant:
• In case of Non-Payment employees Mobilink signs a contract of 1
year which can be extended to another year.
• After selection the candidate is required to complete a 3 month
long probationary period.
• HRM department prepares and delivers the Employment Letters to
the employee and obtain signature of him on a copy.
• Candidates rejected or kept on file are sent regret letters.

23. Selection Criteria of Mobilink GSM (continued)
• Hiring Committee
• Mobilink’s Hiring Committee constitutes following members for hiring
on all the levels:
• Respective Department Head
• Head Of Human Resources
• President

24. Selection Criteria of Mobilink GSM (continued)
Appointment Letters:
Mobilink’s appointment letters for successful candidates spells out the
terms and conditions of the employment and benefits applicable to the
position.
At the time of confirmation the concerned department is send the
feedback for confirmation.

25. Orientation

26. Orientation of new employees in Mobilink GSM
• Objective is to inform all new employees with the basic structure and rules
of Mobilink.
• Human resource Department is responsible for orientation.
• Orientation CD regarding PMCL, Organizational charts.
• With the first week of the employment employee go through Department
orientation .

27. Orientation of new employees in Mobilink GSM (continued)
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 .

28. Training

29. 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.

30. Training continue
• Earning of job related competencies
• A way of creating intellectual capital
• Training can be divided into two categories
• Soft Skill training
• Technical training

31. SOFT SKILL TRAINING
• to help manage most important areas in personal lives
• This may include:
• Conflicts management training
• People management training
• communication skills
• anger management
• time management
• teamwork

32. TECHNICAL TRAINING
• focused on skills
• direct effect on job
• these include:
• Customer service training
• sales related training
• Marketing and technology training
• these trainings lead to:
• Leadership
• Influencing
• Creative problem solving

33. Employees Performance
Appraisal

34. PERFORMANCE APPRAISAL
• Objectives of Appraisal
• Appraisal Policy
• Performance Review
• Appraisal Categories

35. APPRAISAL : OBJECTIVES
• To measure the work performance
• To motivate and assist employees in improving their performance
• And achieving their professional goals
• To identify employees with high potentials for advancements
• To identify employees training and development needs
• To provide a solid path for career planning for each individual

36. HOW MOBILINK ASSES THE EMPLOYEE
• Leadership.
• Communication skills.
• Team work and Co-operation.
• Problem solving & decision making.
• Flexibility.
• Customer focus.

37. PERFORMANCE APPRAISAL IN THE CONTEXT OF MOBILINK
• Performance appraisal is done on an annual basis (from January 1st
to December 31st)
• To give a chance to subordinates to evaluate their seniors a 360
degree evaluation is conducted at the tome of the performance
evaluation.
• The immediate supervisor prepares an annual report in December
of each year of each employee
• Increments are also given at the end of the year ,increments are
percentage of salaries.
• Promotions is given on good performance after completing two
years in the current grade.
• Bonuses are given but the employee must have to complete 6
months in the company service.

38. COMPENSATIONS AND BENEFITS
• They care about promises they made
• Compensation based on performance
• After Rechecking the Performance, plans redesigned

39. Current Issues Of HRM in Mobilink
Following are some issues of HRM in Mobilink
• The timing although is 9 am to 5 pm, but it is adhered to as the normal
employee leaves his office not before 6 am.
• The hierarchy chart shows 3 HR managers/ coordinators for Islamabad,
here as only 1 fore Lahore. This can be unjustified keeping in view that a
large number of employee work in Lahore.
• Mobilink has a formal environment which can be changed to more relax
and friendly environment.

40. Any Question