“Human resource” creates organizational accomplishments and innovations. Mobilink GSM in context with HRM. Mobilink GSM company originated in 1994

2. Company ProfileCompany Profile

5. Members Presenting
Muniba Gul 94
Zahid Iqbal 84
Asim Javed 04
Ishfaq Somroo 83
Abdus Sammad 93

6. HUMAN RESOURCEHUMAN RESOURCE
MANGEMENTMANGEMENT
PROCESSPROCESS
Presented to:Presented to:
Sir Farhan GillaniSir Farhan Gillani

7. Company ProfileCompany Profile
• Mobilink started operations in 1994 as the firstMobilink started operations in 1994 as the first
GSM cellular Mobile service in Pakistan byGSM cellular Mobile service in Pakistan by
MOTOROLA Inc.,MOTOROLA Inc.,
• Later it was sold to Orascom, an Egypt-basedLater it was sold to Orascom, an Egypt-based
multi-national company.multi-national company.
• The first cellular service provider to operate on aThe first cellular service provider to operate on a
100% digital GSM technology in Pakistan100% digital GSM technology in Pakistan
• Mobilink is the largest cellular service provider inMobilink is the largest cellular service provider in
Pakistan.Pakistan.

8. Mobilink VisionMobilink Vision
To be the leading Telecommunication Services ProviderTo be the leading Telecommunication Services Provider
in Pakistan by Offering innovative Communicationin Pakistan by Offering innovative Communication
solutions for our Customers.solutions for our Customers.

9. Mobilink’s Values
Commitment to Total Customer Satisfaction:Commitment to Total Customer Satisfaction:
Passion for Business Excellence:Passion for Business Excellence:
Trust &Trust & IntegrityIntegrity:
Respect for People:Respect for People:
Responsible Corporate Citizen:Responsible Corporate Citizen:

10. ORASCOM
Orascom and Mobilink GSMOrascom and Mobilink GSM

11. Main Brands
Mobilink’s postpaid brand for its customers.
Mobilink SpeedNet for its
coustomer.
Mobilink’s prepaid brand for its customers.
Mobilink Mobicash for its coustomer.

12. Competitors

13. Market ShareMarket Share

14. Achievements
Largest Call Center in Pakistan, which isLargest Call Center in Pakistan, which is
there to assist the customers 24 hours.there to assist the customers 24 hours.
First mobile operator in Pakistan to offerFirst mobile operator in Pakistan to offer
extensive GPRS Roaming andextensive GPRS Roaming and
BlackBerry Roaming services.BlackBerry Roaming services.

16. Management

17. IntroductionIntroduction to HRMto HRM

18. What is HUMAN RESOURCE
MANAGEMENT
• The management function that deals with
recruitment, placement, training, development of
organization members.
• HRM is a process for staffing the organization
and sustaining high employee performance.
• Simply it is managing the employment
relationship

19. Importance of
“Human Resource Management”
• Staff is the most important
resource of an
organization.
• Human resource is the key
ingredient to success.
• “Human resource” creates
organizational
accomplishments and
innovations.

20. Components of a HRM System
Recruitment/Recruitment/
DecruitmentDecruitment
Recruitment/Recruitment/
DecruitmentDecruitment
Training/Training/
DevelopmentDevelopment
Training/Training/
DevelopmentDevelopment
Compensation &Compensation &
BenefitsBenefits
Compensation &Compensation &
BenefitsBenefits
PerformancePerformance
ManagementManagement
PerformancePerformance
ManagementManagement
Human ResourceHuman Resource
PlanningPlanning
Human ResourceHuman Resource
PlanningPlanning
OrientationOrientationOrientationOrientationSelectionSelectionSelectionSelection
CareerCareer
DevelopmentDevelopment
CareerCareer
DevelopmentDevelopment
HRMHRM

21. Mobilink GSM in context with
HRM

22. Mobilink GSM in context with
HRM
• Our group will be explaining the Human resource
management of the company Mobilink GSM
company originated in 1994 which provides the best
cellular services within Pakistan.
• 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.

23. Human Resource PlanningPlanning

24. HRM “Planning”
• Human resource planning is designed to
ensure the future personnel needs will be
constantly and appropriately met.
• The process by which managers ensure that
they have the right number and kinds of people
in the right places, and at the right times, who
are capable of effectively and efficiently
performing assigned tasks.

25. Planning Procedures Of Mobilink GSM
• 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 aim at making Mobilink a great place to work

26. RecruitmentRecruitment
&
DecruitmentDecruitment

27. Recruitment
• The development of a pool of job candidates in
accordance with a human resource plan
• It is the process of locating, identifying, and
attracting capable applicants.
Decruitment
Techniques for reducing the labor supply within
an organization. e.g. firing ,layoffs, transfers,
retirements.

28. Recruitment Policies of Mobilink GSM
Current Mobilink
Employees
Internal and external
Advertisements

29. Mobilink GSM Guidelines
External Recruitment
• No candidate under age of eighteen can apply for the job
• 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.

30. Mobilink GSM Guidelines
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.

31. SelectionSelection

32. Selection
• The process of assessing candidates and
appointing a post holder to ensure that the
most appropriate candidates are hired.

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

34. Selection Criteria of Mobilink GSM
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.

35. OOrientationrientation

36. Orientation
• Introduction of a new employee to his/her job
and the organization.
• A program designed to help employees fit
smoothly into an organization; also called
socialization.
• Orientation or socialization is designed to
provide new employees with the information
needed to function comfortably and
effectively in the organization.

37. TrainingTraining

38. Training Programs
• A process designed to maintain or improve
current job performance.
• Most training is directed at upgrading and
improving an employee’s abilities or skills.

39. 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.

40. Developmental Programs
A process designed to develop skills
necessary for future work activities.

41. Employees PerformanceEmployees Performance
ManagementManagement

42. Employee Performance
Management
• Performance management is a process
used within organization to establish and
evaluate an individual’s job performance
to achieve goals and objectives.

43. Performance Appraisal
Performance appraisal should be
based on job analysis, job description,
and job specifications.

44. GraphicGraphic
RatingRating
ScaleScale
WrittenWritten
EssaysEssays
CriticalCritical
IncidentsIncidents
360 Degree360 Degree
FeedbackFeedback
MultipersonMultiperson
ComparisonsComparisons
BARSBARS
BehavioralBehavioral
AnchoredAnchored
Rating ScalesRating Scales
Performance
Appraisal
Methods
Methods of Performance Appraisal

45. Performance Management in
Mobilink GSM
• Mobilink asses the employee on:
Leadership.
Communication skills.
Team work and Co-operation.
Problem solving & decision making.
Initiative and drive.
Flexibility.
Customer focus.

46. Career DevelopmentCareer Development

47. Career
A sequence of positions held by a person
during his or her lifetime.
• It is also defined as “advancement”.

48. Career Development
Programs typically designed by organizations
• To advance their work activities within specific
organization.
• Provide information ,assessment and training to
help employees to realize their career goals.
• Attract and retain highly talented people.

49. Career Development

50. Current Issues OfCurrent Issues Of
Human ResourceHuman Resource
ManagementManagement

51. • 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 pm.
 The hierarchy chart shows 3 HR managers/
coordinators for Islamabad, here as only 1 for
Lahore. This can be unjustified keeping in view that
a large number of employee work in Lahore.
 Moblink has a formal environment which can be
changed to more relax and friendly environment.
Current Issues Of HRM in Mobilink

52. With this recent most transaction,
Telenor bought 3.5% (voting) stake
from Weather Investments II for US$113.6
million.
With this sell out of voting rights, Weather
Investment II of Naguib Sawiris is left with
0.04 percent common shares in
VimpelCom, who had gained control against
51.7% of Orascom Telecom Holding
and 100% of Wind Italy.
AcquisitionAcquisition