Human Resource Management | Ufone
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This document provides information about Ufone, a telecommunications company in Pakistan. It includes Ufone's mission to provide superior connectivity and keep customers connected. The vision is to be the leading telecom provider by offering innovative solutions while exceeding shareholder and employee expectations. The document also summarizes Ufone's approaches to job analysis, employee retention, training and development, performance evaluation, recruitment practices, and what gives its HR department a competitive edge over competitors like Jazz and Zong.
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Ufone is a cellular company in Pakistan that is owned by Etisalat. It has over 20 million subscribers and 24% market share. The presentation discusses Ufone's organizational structure, human resource management functions, and processes. The organizational structure is hybrid with formal control and decentralization. Key HR functions include staffing through recruitment and selection, training and development, performance management, and compensation. HR ensures the right people are hired and developed to achieve the company's goals.
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Ufone provides telecommunication services in Pakistan. It offers both prepay and postpay services. For prepay, it offers scratch cards and top up services. For postpay, it provides various call plans and features. Ufone faces competition from other cellular companies like Mobilink, Telenor, and Zong. However, it differentiates itself through competitive pricing, quality service, and technological capabilities. The report analyzes Ufone's operations and processes to identify areas for reengineering.
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Search and development
Organizational development and change OVEXTECH
This document discusses organizational development and change management at OVEX Technology, a Pakistani BPO provider. It outlines OVEX's mission, products/services, and organizational structure. It then describes how OVEX anticipated a need for change in its hiring procedures, which lacked consistency. An OD practitioner helped diagnose the problem and develop action plans including screening tests to introduce more effective, standardized hiring strategies. The analysis found room for improvement but concluded flexible strategies and on-the-job training could help select candidates with hidden capabilities.
Keynote: Driving Business Outcomes with Employee Experience
This is my keynote presentation for the Talent Ecosystem Conference in August 2018 where I shared the journey of building an employee experience that is designed to help employees become successful. We demonstrated how positive employee experience leads to positive business outcomes in productivity, customer satisfaction and employee advocacy
M s anantha prasad 1 profile
M.S. Anantha Prasad has over 23 years of experience in leadership roles in various industries including automobiles, consumer durables, recruitment, and business process outsourcing. He has a track record of improving operational efficiencies and financial performance through initiatives like reducing attrition, automating processes, and containing costs. Most recently, he founded his own recruitment consulting business focused on lateral hiring for IT and ITES clients.
#FIRMday London 27th April 2017: Making engagement the central focal point of...
Enhance your understanding of the importance of great engagement as part of a virtualised recruitment solution. In a landscape where competition to hire the best talent with the scarce skills required for companies to prosper is so intense, engagement has never been so important. Securing the most promising applicants to join your business requires recruiters to increasingly devote time and attention to capture interest early and maintain this continuously; thereby encouraging suitable candidates to want to take up work in your organisation over a rival firm.
This session will:
• Demonstrate how to make it easier for firms to signpost vital contextualised engagement content and messaging
• Highlight how leading employers have championed their employer brand to win the best before the rest
• Discuss the viewpoints of almost 70 global firms who recruit in high volumes on the challenges & opportunities in candidate engagement
• Consider how technology can support continuous engagement from attraction through to on-boarding and then reinvented for future recruitment campaigns with new staff.
HRM in Mobilink.pptx
Mobilink provides concise summaries of its human resource management practices in 3 sentences or less:
Mobilink recruits employees through internal and external sources, selects candidates based on qualifications and competency tests, and orients new employees on company structure and policies within the first month. Mobilink trains employees both technically and in soft skills, appraises performance annually based on goals and competencies, and compensates employees through salaries, bonuses, and benefits based on performance. While Mobilink strives to develop its human capital, it faces issues with strict adherence to work hours and high turnover in some roles.
Similar to Human Resource Management | Ufone (20)
The FIRM & Sonru: In-House Recruitment Trends for 2016
The FIRM & Sonru: In-House Recruitment Trends for 2016
Keynote: Driving Business Outcomes with Employee Experience
Keynote: Driving Business Outcomes with Employee Experience
#FIRMday London 27th April 2017: Making engagement the central focal point of...
#FIRMday London 27th April 2017: Making engagement the central focal point of...
Recently uploaded
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
一模一样(unh毕业证书)美国新罕布什尔大学毕业证学位证书案例原版一模一样
原版纸张【微信：741003700 】【(unh毕业证书)美国新罕布什尔大学毕业证、学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
原版一模一样【微信：741003700 】【(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Your Guide To Finding The Perfect Part-Time Job
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版一模一样【微信：741003700 】【(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
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Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
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Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
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Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
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Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Periodical - Employee Spotlight Kathryn Hillenburg
Periodical - Employee Spotlight Kathryn Hillenburg
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Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Human Resource Management | Ufone
- 1. INTODUCTION Ufone is an Etisalat Group Company that started its operations in January 2001.
- 2. MISSION STATEMENT “Ufone it’s all about U. We are where you want to be, we aim to provide you with wide coverage, superior connectivity clean signals and voice clarity. Wherever you are, Ufone keeps you cooncted”
- 3. VISION STATEMENT “ To be the leading telecommunication service provider in Pakistan by offering innovative communication solutions for customers while exceeding shareholder value and employee expectation”
- 4. QUESTIONER • How does your HR department do a job analysis? • How do you retain employees and what is your turnover? • What are the ways in which you train and develop your Human Resource? • How do you evaluate employee performance? • As a Chief HR Manager what is your span of control? • How do you innovate your training and development requirements according to the dynamic and unstable economy? • What are the possible skills or experience requirements your organization seeks in fresh graduates? • Does Ufone prefer internal or external recruitment? • How do you motivate employees? • What edge does the Human Resource in Ufone have on comparison to its competitors like jazz and Zong?
- 5. RESULTS JOB ANAYSIS • Mercer, Heygroup Models. • Questioning/ Training techniques. • Managerial posts require 20 job Evaluation experts, using Mercer framework Employee Retention • Flexibility • Dynamic environment and culture • Fringe Benefits • Good career and growth opportunities • Hygiene conditions and work mechanism • Games events like Hiking, Internal awards celebrations • Facebook at work
- 6. Results Innovation of training and development • Automation • 4G training • Mobile app online learning • New software, hardware licensing • Blend learning style Employee Performance Evaluation • Form Filling at the start of the year • Multiple feedbacks through • Competency based evaluation models • Cross functional points • Objective evaluation through departments • Final evaluation is done by the CHR
- 7. Results Ufone Recruitment style • 50% internal, 50% external depending on circumstances • Decisions are based on availability, operations, time management, order of job and position criticality • Succession planning Competitive Edge of HR in Ufone • Self software developer • Processing • SAP systems • No downsizing, very fewer turnover rates
- 8. Organizational structure of Ufone NORTHERN DIVISION CENTRAL DIVISION SOUTHERN DIVISION
- 9. Hierarchy At Ufone Board of Directors CEO Project Director Marketing and Sales Customer Care Information System Finance Engineering HR and Administration Information Technology Quality Assurance
- 10. SERVICES • Internet Excess • Online Bill Payments • Power Sim • International Roaming • Voice Mail • Call Management • Messaging
- 12. HUMAN RESOURCE DEPARTMENT • Orientation • Human Resource Planning • HR hiring/ Recruitment • Selection process • Compensation and benefits • Human Resource • Information System • Leave Policy • Working Hours Policy • Retirement Policy • Performance Evaluation • Career Counselling • Training and Development
- 13. HUMAN RESOURCE DEPARTMENT OF UFONE RECRUITMENT AND SELECTION TRAINING AND DEVELOPMENT
- 14. Recruitment and Selection Application Submission Application Screening Initial Screening and Assessments Profile Sharing and Hiring Function Interview Turnaround Time Selection, Offer & Joining
- 15. HUMAN RESOURCE DEPARTMENT OF UFONE ORGANIZATIONAL DEVELOPMENT TALENT ACQUISITION ANALYTICS
- 16. TRAINING AND DEVELOPMENT • E- learning platforms. • On Job Training. • 20+ helplines hosted. • Understanding Customer Relationship Management. • External/Internal. • Technological Trainings. • Partnership with PTCL. • Executions of trainings.
- 17. THANK YOU