Mobilink GSM is Pakistan's leading cellular company that was established in 1994. It aims to recruit and retain the best talent through a strategic human resource management approach. This includes formal recruitment, selection, orientation, training and development programs as well as performance management and reward systems. Performance is evaluated using both qualitative and quantitative metrics to provide feedback and determine compensation, promotions, and other benefits. The overall goal is to attract, develop and motivate high-performing employees through a comprehensive human resource strategy.
Recruitment and Selection- Sources of Recruitment, Selection Process- Types on Interviews- Training and Development: Need assessment- Process- Induction -Methods and types- Management Development- Types. Performance Management: Process- Appraisal Tools - Appraisal Errors - Career and development planning- Mentoring
Compensation –Job Evaluation: Identifying compensable factors, Establishing Pay rates, Competency based pay, Variable pay and Incentives, Benefits and Services. Employee Relations – Nature, Importance, Approaches, Role of Trade Unions- Grievances – Causes – Implications – Redressal methods-Ethics in HR. Emerging Trends in HR -Managing HR in Small and Medium Enterprises - Managing Employees in the Global Context – IT for HR, Employee Engagement Practices and Retention Management in companies, Role of HR in CSR
Introduction to HRM- Role of a HR Professional & HR Policies. HR Planning and Forecasting: Job Analysis –Need- Writing Job Specification and Job Description- Manpower Planning Process - Assessing Demand and Supply- Methods of Forecasting.
Business Training Evaluation: Application andEffects on Trainee Competenciesiosrjce
This study was designed to assess the effects of business training evaluations on the competencies of
business trainees in Marsabit Central and South Districts of Marsabit County, Kenya.The researcher used
descriptive survey research design alongside simple random,proportionate and census sampling techniques. The
study had 345 business trainees and 81trainers respondents. The study used structured survey questionnaires to
elicit responses from sampled respondents coupled with secondary data. A regression model was developed and
used to compute the effects of training evaluation techniques on the competencies of the business trainees in the
study areas. The study revealed that business trainers in the study areas moderately evaluated the reaction and
the skills and knowledge levels of their trainees. However, they least evaluated behavioural and impact factors
of the business training on the trainees. The business trainers also use mainly experimentation and observation
evaluation techniques as opposed to popularly used four-factor and three-factor comparison methods. It was
further established that at 95% level of confidence all the training evaluation techniques used by the business
trainers in the study areas did not have significant effects on the competencies of the business trainees. Thus,
other training evaluation techniques could be explored for use in the study areas. In addition, further research
can be carried out to establish reasons why the training evaluation techniques did not have significant effects on
the competencies of the business trainees in the study areas.
Recruitment and Selection- Sources of Recruitment, Selection Process- Types on Interviews- Training and Development: Need assessment- Process- Induction -Methods and types- Management Development- Types. Performance Management: Process- Appraisal Tools - Appraisal Errors - Career and development planning- Mentoring
Compensation –Job Evaluation: Identifying compensable factors, Establishing Pay rates, Competency based pay, Variable pay and Incentives, Benefits and Services. Employee Relations – Nature, Importance, Approaches, Role of Trade Unions- Grievances – Causes – Implications – Redressal methods-Ethics in HR. Emerging Trends in HR -Managing HR in Small and Medium Enterprises - Managing Employees in the Global Context – IT for HR, Employee Engagement Practices and Retention Management in companies, Role of HR in CSR
Introduction to HRM- Role of a HR Professional & HR Policies. HR Planning and Forecasting: Job Analysis –Need- Writing Job Specification and Job Description- Manpower Planning Process - Assessing Demand and Supply- Methods of Forecasting.
Business Training Evaluation: Application andEffects on Trainee Competenciesiosrjce
This study was designed to assess the effects of business training evaluations on the competencies of
business trainees in Marsabit Central and South Districts of Marsabit County, Kenya.The researcher used
descriptive survey research design alongside simple random,proportionate and census sampling techniques. The
study had 345 business trainees and 81trainers respondents. The study used structured survey questionnaires to
elicit responses from sampled respondents coupled with secondary data. A regression model was developed and
used to compute the effects of training evaluation techniques on the competencies of the business trainees in the
study areas. The study revealed that business trainers in the study areas moderately evaluated the reaction and
the skills and knowledge levels of their trainees. However, they least evaluated behavioural and impact factors
of the business training on the trainees. The business trainers also use mainly experimentation and observation
evaluation techniques as opposed to popularly used four-factor and three-factor comparison methods. It was
further established that at 95% level of confidence all the training evaluation techniques used by the business
trainers in the study areas did not have significant effects on the competencies of the business trainees. Thus,
other training evaluation techniques could be explored for use in the study areas. In addition, further research
can be carried out to establish reasons why the training evaluation techniques did not have significant effects on
the competencies of the business trainees in the study areas.
Turning Market Complexity and Uncertainty into Competitive AdvantageCGN & Associates
The most successful companies of the future will use Lean and Six Sigma to gain a strategic and competitive advantage. CGN & Associates is helping global organisations get ahead of the curve by working with them to create a strategic framework in which to implement these tools and drive transformational change to achieve dramatic and sustainable benefits.
Human recourse development and performance appraisal in melsta regal finance ltdDanushka Abeyratne
Managing human resources in today’s dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has led to increases trends in employee maintenance, job security, etc. Our research project deals with “Human Resources development and Performance Appraisal as carried out at Melsta Regal Finance Ltd”. In this report, we have studied & evaluated the human recourse development and performance appraisal process as it is carried out in the company.
The internship opportunity I had with Vodafone Idea Ltd was a great chance for learning and professional development. Therefore, I consider myself as a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
We can be your communication partner, helping you develop your placement brochure step-by-step. We begin by asking you a few questions about your positioning, perspective and the message you want to convey. Accordingly, we develop a unique theme for you. Our team works with the theme to create designs that work for you. Finally we print the brochures and deliver them at your doorstep.
Turning Market Complexity and Uncertainty into Competitive AdvantageCGN & Associates
The most successful companies of the future will use Lean and Six Sigma to gain a strategic and competitive advantage. CGN & Associates is helping global organisations get ahead of the curve by working with them to create a strategic framework in which to implement these tools and drive transformational change to achieve dramatic and sustainable benefits.
Human recourse development and performance appraisal in melsta regal finance ltdDanushka Abeyratne
Managing human resources in today’s dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has led to increases trends in employee maintenance, job security, etc. Our research project deals with “Human Resources development and Performance Appraisal as carried out at Melsta Regal Finance Ltd”. In this report, we have studied & evaluated the human recourse development and performance appraisal process as it is carried out in the company.
The internship opportunity I had with Vodafone Idea Ltd was a great chance for learning and professional development. Therefore, I consider myself as a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
We can be your communication partner, helping you develop your placement brochure step-by-step. We begin by asking you a few questions about your positioning, perspective and the message you want to convey. Accordingly, we develop a unique theme for you. Our team works with the theme to create designs that work for you. Finally we print the brochures and deliver them at your doorstep.
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Creating a Smarter Workforce - Smarter Business 2013IBM Sverige
71% of Chief Executives today consider their workforce
as the key source of sustained economic value within
their companies. We will walk through the creation of
a competitive edge for your organization by attracting,
motivating, and enabling your people better – creating a
Smarter Workforce. Presenter: Jon Mell, Kenexa Sales Integrations Leader, IBM. Mer från dagen på http://bit.ly/sb13se
Contents:
Introduction to mobilink
HRM Strategies
Planning
Recruitment
Selection
Orientation
Training
Performance Appraisal
Compensation and reward system
Health and safety measures
Career planning and development
Search and development
Sustaining Competitive and Responsible Enterprisesmichael_elkin
SCORE is a programme of the International Labour Organization (ILO) that supports small and medium sized enterprises to grow and create more and better jobs.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
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2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Biological screening of herbal drugs: Introduction and Need for
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for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
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An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
5. INTRODUCTION
Mobilink GSM a subsidiary of Orascom Telecom.
Started its operations in 1994, in Pakistan’s and
became the leading cellular company of pakistan
Mobilink maintains market leadership through
cutting-edge, integrated technology, and the largest
portfolio of value added services in pakistan
6. MISSION STATEMENT
“To be the unmatchable mobile system of
communications in Pakistan this provides the
best value to its customers, employees,
business partners and shareholders.”
6
7. RECRUITMENT AT MOBILINK
Objective of Mobilink is to hire the best people
that Fit to organization’s culture.
Mobilink has a very well defined and structured
department:
44 HR professionals currently working at
Mobilink .
10 are managers.
8. RECRUITMENT AT MOBILINK
Internal Recruitment
Internal candidates must be completed one year of
service.
Selected candidates will start the job after getting
clearance.
Spouse of an existing employee will not work for
direct competition.
10. EXTERNAL RECRUITMENT
Conditions:
No candidate under the age of eighteen will be
considered.
To avoid conflict of interest, hiring of close relations
will not be encouraged.
Human Resources will advise Department Heads on
salary ranges.
11. SHORTLIST THE APPLICATIONS
Quality of early schooling
Grade obtained
Extra Curricular activities
Age
Target University
Relevant experience
12. RECRUITMENT METHOD AT
MOBILINK
Internally or externally
Media advertising
Recruiting on Internet
Outsourcing to staffing agencies
13. MEDIA ADVERTISING
Hired the services of many advertising agency, to
propagate their service web designers as texel, velocity
and symetry T.V jang magazine.
Outsourcing to staffing agencies
Such as career burg.HR Pakistan etc
Abacuscareers
14. RECRUITING ON INTERNET
www. jobs.mobilinkgsm.com
Rozee.pk
alahadrecruitmentgroup.
pk.linkedin.com
Internally or externally recruiting
Word of mouth help to draw all
appropriate contacts they have.
15. SELECTION PROCESS
Interview
Testing:
Psychometric Testing
Competency Profiling
Design & Conduct Assessment
Screening Process
Job Offer
Appointment
17. PURPOSE OF ORIENTATION
It conveys three types of information:
1. General information about daily work
routine.
2. Review of organization’s history ,purpose
operations, and products or services and
contribution of employee’s job to the
organization’s needs.
3. Presentation of organization’s policies, work
rules and employee benefit.
17
18. ORIENTATION OF NEW
EMPLOYEES IN MOBILINK GSM
Objective is to inform all new employees with the
basic structure and rules of Mobilink.
Orientation CD regarding PMCL, Organizational
charts.
With the first week of the employment employee go
through Department orientation .
18
19. CONT…
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 .
19
20. TRAINING & DEVELOPMENT
A process designed to maintain or improve current
job performance.
Most training is directed at upgrading and
improving an employee’s abilities or skills.
20
21. 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.
21
22. DEVELOPMENT
The human resource department conducts a
meeting with department heads at the end of the
training program.
The purpose of this meting is to focus on the
individual discipline and performance during
the training program.
22
23. CONT…
Then on the basis of their performance they
give them advance jobs.
They fill every position vacancy with the best
qualified person obtained.
They prefer their own employees and go
outside only when fully qualified person is not
obtainable.
23
26. HOW SYSTEMS WILL BE USED
Performance management will be used:
To Identify training and development need.
To Motivate employees in improving their
performance.
In human resource planning.
To compensate and provide benefits.
26
27. WHO EVALUATES
Mobilink uses 360 degree feedback system
Obtaining information from Boss, Peers, Internal
customers and External customers.
Time consuming and cost consuming.
It require lot of paper work.
27
28. CONT…
Financial burden to organization.
Assessment is based on qualitative data.
It doesn't ensure observable and quantifiable format.
It require clear and specific goals.
28
29. WHAT TO EVALUATE?
Mobilink evaluate employee
20% on traits
80% on performance
Too much depend on performance and outcomes.
some goals are unattainable and ignore critical areas
of performance
29
30. CONT…
At least 50% evaluation should on behavior
Evaluating trait is subjective and difficult to defend.
50, 40 and 10 should be the ratio of behavior,
outcomes and trait evaluations respectively.
30
31. HOW TO EVALUATE?
Mobilink uses absolute evaluation system.
It evaluates employee independently on basis of his
or her performance.
It motivate employees
But difficult to measure in group tasks
31
32. MEANS OF EVALUATION
Objective based performance measurement
Employees are involved in decision making
and setting goals.
32
33. REWARDS SYSTEM
There is a list of policies regarding the reward
system at Mobilink.
It offers both kinds of rewards:
Intrinsic
Extrinsic
33
34. SALARY
salaries subject for review in January of each
calendar year in the light of merit and inflation.
Attract & retain the services of competent qualified
employees.
Provide fair and equitable compensation to each
employee.
34
35. CONT…
Provide annual performance appraisal for employees
to improve their job.
performance and to encourage them.
Ensure that salaries are competitive and in line with
salary levels that prevail in the industry.
35
36. SETTING STARTING SALARIES
OBJECTIVE
To ensure that each employee is given the
starting salary of the title level in which his / her
position and experience fall.
To ensure that consideration is given to past
experience and qualifications.
36
37. FACTORS IN SETTING SALARY
The particular job level for which the job offer is
being made.
The candidate’s education, experience,
qualifications as compared to the minimum
qualifications required by the job specification and
prevailing industry rates.
37
38. Practices on Reward systems at
Mobilink
Policies regarding the reward systems are practiced
quite strictly.
Other rewards are also fast but they are mostly
tenure based rather than performance based.
In policies it is mentioned that the rewards are
totally performance based.
38
39. CONT…
Rewards are mostly determined by the
organizational membership and seniority rather then
by performance.
Promotion is given on the basis of performance, as
well as tenure.
Basic pays and increments then those are not
performance based.
39