Mobilink Pakistan is the first cellular service provider in Pakistan, starting operations in 1994. It has since expanded to provide coverage to over 5000 cities and towns across Pakistan. Mobilink employs various management functions like planning, organizing, leading and controlling. It focuses on recruiting and developing employees as its greatest asset. Key human resource processes include attracting candidates, orienting and training new employees, and measuring performance. Mobilink utilizes both linear and non-linear decision making approaches depending on the situation. Proper implementation of management practices has contributed to Mobilink's success as a leading telecom provider in Pakistan.

1. PRINCIPLES OF
MANAGEMENT

2. PRESENTED TO
MS. NAZIA PARVEEN

3. PRESENTED BY
Harram Aneeqa

4. MOBILINK
PAKISTAN MOBILE COMMUNICATIONS LTD

5. Started operations in 1994 as first
GSM cellular Mobile service in Pakistan
In 2001, had a market share of 40%
In April 2001, Orascom Telescom Holding took
over management.
Provides nationwide coverage in 5000+ cities,
towns, and villages across Pakistan.
COMPANY’S INFORMATION
HISTORY

6. PRODUCTS

7. Pre-paid
Targets specifically enthusiastic
teenagers
Lower rates and packages that matches
their personality
MOBILINK JAZZ

8. Launched post-paid services on the 11th of
May, 2004.
It ignited an evolution in the
communication industry redefining the
essence of the post-paid services in
Pakistan
MOBILINK INDIGO

9. Mobilink Blackberry
Mobilink PCO
Mobilink WiMAX
Mobilink TV
Mobilink Game ON
Jazz Cricket SIM
OTHER PRODUCTS

10. PSO Cards
PIA Reservations
Stock Watch
Fax Mail
Corporate SMS

11. ISO 9002 Quality Management System Certification
for Billing, Engineering Departments and CS
Contact Center .
Largest Call Center in Pakistan, which is there to
assist the customers 24hours.
ACHIEVEMENTS

12. Only cellular service in Pakistan to provide
coverage on the M2 motorway
Bilateral roaming in over 100 countries around
the world with true international roaming with
over 300 operators across the globe.
First mobile operator in Pakistan to offer
extensive GPRS Roaming and BlackBerry
roaming services

13. Business class
Ladies
SME Sector
Sports
Flight Roaming
MARKET SEGMENTATION

14. MARKET SHARE IN 2012

15. GENERAL IDEA OF
TOPICS

16. Manager
A person who plans, monitors,
directs work of a group of
individuals and takes
corrective action.

17. To coordinate the efforts of people ,to
accomplish goals and objectives using
available resources efficiently and
effectively.
MANAGEMENT

18. Planning
Organizing
Leading
Controlling
MANAGEMENT FUNCTIONS

19. Interpersonal Roles
Figurehead, Leader, Liaison
Informational Roles
Monitor, Disseminator, Spokesperson
Decisional Roles
Entrepreneur, Resource Allocator, Disturbance
Handler, Negotiator
MANAGEMENT ROLES:

20.  CONCEPTUAL SKILLS:
Ability to think creatively, analyze and understand
complicated and abstract ideas.
 HUMAN SKILLS:
The ability to work well with other people.
 TEHNICAL SKILLS:
The knowledge and capabilities to perform
specialized tasks.
MANAGEMENT SKILLS

21. Decision making process
Identification of the purpose of the decision
 Information gathering
Principles for judging the alternatives
Brainstorm and analyze the different choices
Evaluation of alternatives
Select the best alternative
Execute the decision
Evaluate the results
DECISION MAKING

22. Linear thinking
Non-linear thinking
DECISION MAKING STYLES

23. THE HUMAN RESOURCE PROCESS:
1. Identifying and selecting competent
employees
2. Providing employees with needed
knowledge and skills
3. Retaining competent high performing
employees
HUMAN RESOURCE MANAGEMENT

24. IMPLEMENTATION OF
TOPICS

25. HIERARCHY OF
MANAGEMENT IN
MOBILINK

26. Irfan Akram (V.P. Customer Care)
Agha Qasim (V.P. Corporate Affairs)
Sadia Ahmed (V.P. Hr And Administration)
Farid Ahmed (V.P. Marketing)
Tariq Rashid (Chief Strategy Officer)
Bilal Munir Sheik (Chief Commercial Oficer)
Ramay Rayad Kamel (Chief Technology Officer)
Irfan Farooq (Deputy Chief Technology Officer)
Andis Locmelis (Chief Financial Officer)
Rashid Khan (President and CEO)

27. MANAGEMENT
FUNCTIONS

28. Goals are set by parent company Orascom.
Strategic goals are set by four think tanks within
an organization with foreign think tanks in
Egypt.
Every employee works individually to achieve
common directed goals in independent way.
Hive mentality method (every employee thinks
alike), follow target achieving method.
PLANNING

29. Reporting is mechanism of monitoring.
President reports to parent company.
Employee empowerment, delegation of authority
(span of control).
Each employee has autonomous control.
Little direct supervision
CONTROLLING

30. Leaders of team/ departments in major cases
follow agreement.
Take consideration of suggestions, feedback of
each employee in teams for better outcome.
Very friendly leaders with high communication
still to convey idea/ orders back and forth.
Increasing motivations and participations
LEADING

31. Finance department deals with financial matters
of the company.
Marketing dept deals with competition.
Customer care deals in support centre, call
centre, service centre (franchise, charity etc.)
Strategy dept deals in planning.
Sales dept deals in sales.
HR dept deals in work force decision
ORGANIZING

32. A combination of conceptual, human and
technical skills
Mostly good communication and dealing
with people is desired
SKILLS NEEDED AT MOBILINK

33. “Our people are our greatest asset”.
They focus on People Development
And ensure to staff Mobilink with world class
Professionals and
That the right systems are in place to encourage
them to develop to their full potential
HUMAN RESOURCE MANAGEMENT

34. Sources:
Current Mobilink Employees
Internal and external Advertisements
Data Bank Employment Agencies and
consultants
RECRUITMENT POLICIES OF MOBILINK:

35. Applicants may submit a hand
written/typed application, a legal bio-data
and 2 passport sized photograph to HR
department .
They are required to fill the standard
application form of the company.
GENERAL CONDITIONS FOR RECRUITMENT:

36.  Internal recruitment is done for the managers of the
higher grade and directors.
 When a position is vacant, the HR department views
past performances then right person is promoted to that
position.
 At the manager and director level, the internal
recruitment process is mostly carried out
 But when a suitable person is not available for the
desired post from within the organization then external
recruitment is carried out.
INTER JOB HIRING

37. The line managers are required to make a
requisition form for the job
 In which they have to mention their need taking
in account the budget for establishment
And salaries for the position of Management,
Business Support Officers and Workers
NEW STAFF HIRING

38. The sources that MOBILINK uses to attract applicants
are:
 Inviting applications through advertisement
 Recommendations from the head hunters
 Applications obtained from the data bank of Mobilink
The HR department also prepares appointment letters,
service agreement and finalizes other documentation for
service record
SELECTION TOOLS

39.  Information regarding the qualifications and job
description is provided by the company to identify
suitable candidates.
 Candidates are supposed to complete the Pre-
Employment forms and then the HRM department
conducts the interviews and tests.
 There is a restriction by the company that the HRM
department must agree before the final selection of the
candidate.
SELECTION CRITERIA

40. Mobilink’s Hiring Committee constitutes
following members for hiring on all the levels:
Respective Department head
Head Of Human Resources
President
HIRING COMMITTEE

41. After successful selection, candidates get
appointment letters
It 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.
APPOINTMENT LETTERS

42.  Objective is to inform all new employees with the basic
structure and rules of Mobilink.
 Human resource Department is responsible
for orientation.
 Within 30 days of employment all new employees attend
a formal orientation program which includes:
 Nature of business
 History-philosophy and structure of company
 Structure chain command within the company
 Company benefit plans
 Layout and facilities offered by the company.
ORIENTATION OF NEW EMPLOYEES

43.  The employees are trained technically and periodically
either locally or abroad according pre-planned
programs.
 Upgrades capabilities of employees, provides guidance
and individual counseling.
 Construct training programs and provide employees a
variety of Job skills.
 Offers Technical, Clerical, Supervisory and Managerial
courses
TRAINING AND DEVELOPMENT IN MOBILINK
GSM

44.  Provides a formal review program to evaluate work
performance and to promote communication and
discussion of job performance w.r.t. Past performance
 Mobilink asses the employee on:
Leadership.
Communication skills.
Team work and Co-operation.
Problem solving & decision making.
Flexibility.
Customer focus.
PERFORMANCE MANAGEMENT IN MOBILINK
GSM

45.  All vacancies for Positions of grade level Assistant
Manager and above are announced internally or
displayed on notice board.
 Employee should have One year experience of work in
Mobilink company
 Selected person ensure to meet all requirements and will
join the new job after getting clearance from department
head
CAREER DEVELOPMENT IN MOBILINK GSM

46. Credible measures of performance that
employees understand and accept are critical
for achieving high level performance.
 Measuring employee accomplishments, using
both qualitative and quantitative measures,
provides the information that supervisors and
employees need in order to monitor performance.
MEASURING EMPLOYEE PERFORMANCE:

47. The timing although is 9 am to 5 pm, but the
normal employee leaves his office after 6 a.m.
The hierarchy has three HR managers for
Islamabad, and one for Lahore.
Mobilink has a formal environment which can be
changed to more relax and friendly environment.
CURRENT ISSUES OF HRM IN MOBILINK

48. According to the manager: a real time decision
maker makes decisions at the spot.
But when it comes to dealing with bigger
problems and setting new strategies
management team sits down for weeks and even
months to discuss and collaborate in the
process.
DECISION MAKING

49.  Effective decision making in Mobilink consists of 6
steps
Step 1: Identifying and defining the problem
Step 2: Developing the approach and establishing
research design and strategy
Step 3: Collecting the data
Step 4: Performing data analysis
Step 5: Reporting and presentation
Step 6: Making a decision
DECISION MAKING PROCESS IN MARKETING
BY MOBILINK

50. The Decision making styles depend upon the
manager and the nature of the decision.
Mr. Hassan possesses a linear thinking style.
He bases his entire decision making on the
logical and rational facts from the external data
and calculations.
DECISION MAKING STYLES:

51. IMPACT ON COMPANY’S
PERFORMANCE

52. Mobilink is following all management functions
effectively, corporate strategies are developed and
communicated from Orascom.
Regional offices are accountable to the parent
company from where instructions are received and
applied in the organization nationwide.
Mobilink has a friendly environment, each employee
is empowered to exercise designated powers and has
an authority to directly contact the president.
Mobilink has research setup that identifies emerging
local opportunities and makes suggestions to the
parent organization.

53. Marketing team at Mobilink is working at the best of
their abilities in designing and executing distinctive
marketing approaches in such a competitive local
telecom scenario.
Justified compensation planning and exquisite
retention policies have enabled Mobilink to hire and
retain best professionals in the industry.
Mobilink has proven itself as a socially responsible
corporate by participating in charity and education
programs that support the poor

54.  Mobilink is an equal opportunity employer who caters to
a variety of needs of their internal and external
customers
 There have been constant efforts on their part to build a
team- oriented environment where the strengths and
opportunities can be nurtured and exploited.
 Threats and weaknesses are identified and through
systematic development and training are dealt with to
convert them into strengths and opportunities.
 Mobilink is one of the pioneers in telecom sectors in
Pakistan and have proved with time that a satisfied
workforce is one of many ingredients of success.
CONCLUSION

55. THANK YOU