This document provides information about Zong, a cellular operator in Pakistan. It details Zong's mission, vision, HR department structure, recruitment and selection process, training programs, performance appraisal system, motivation strategies, reward system, and health and safety measures. The recruitment process involves attracting candidates, screening applications, conducting interviews, and appointing new hires on a probationary basis. Training programs aim to develop employees' skills and prepare them for career advancement opportunities within Zong.

2. GROUP MEMBERS
Hira ELAHI
Hajra mustafa Samina

3. CONTENTS
• Mission of Zong
• Vision of Zong
• Structure of HR department
• Recruitment and selection process
• Training and development
• Performance appraisal system
• Motivation
• Reward system
• Health and safety measure

4. ZONG HEADQUARTER IN
ISLAMABAD

5. HISTORY
• Zong commenced operations as Paktel by Cable & Wireless
in 1991. It was the first company granted a free license to
carry out cellular phone services in Pakistan.

6. NETWORK
• It offers voice and data services ranging from postpaid and
prepaid plans, 2G, 3G and 4G services, mobile banking to
fixed telephony.
• Zong uses the following numbering scheme:
+92 3 1 N1N2N3N4N5N6N7N8

7. MISSION
STATEMENT
“To be the number one cellular
operator in Pakistan”

8. VISION STATEMENT
“To deliver the best network services with
value added services that is in reach of
common person.”

9. STRUCTURE OF HR
DEPARTMENT
Chief HR
officer
Director HR
Senior HR
manager
Regional HR
manager
Assistant HR
manager
Team leader
team

10. HUMAN RESOURCE
MANAGEMENT PROCESS
planning
recruitment
selection
orientation
Training and development
Performance
appraisal
benefits
Safety
& health

11. HUMAN RESOURCE
PLANNING
Making current
assessment
Making future
assessment
Designing a future
program

12. RECRUITMENT &
SELECTION PROCESS
Employment planning & forecasting
Recruiting: build pool of candidate
Applicants complete application form
Use selection tool: test to screen-out
applicant
Director or department head interview final
candidate to make final choice

13. I would to call Hajra
Muasata

14. RECRUITMENT AND
SELECTION
• Attracting the candidate to apply for jobs I the
organization.
• Applicant may apply online to specific post.
• HR data base is update after 6 months.

15. RECRUITMENT AND
SELECTION
• Recruitment in consultation with officers and head of specific
department.
• Judge on the basis of knowledge, skills, tests, experience and
references.
• After screening and short listed desired applicants interviews are
conducted.

16. RECRUITMENT AND
SELECTION
• Screened CV’s are than provided to department and they
conduct immediate interviews with departmental head or
nominated person.
• After interview with specific department selected candidate
are then forward to HR to conduct a final interview with
them .
• Selected candidate are then appointed for a probationary
period. After probation period two references are checked.

17. RECRUITMENT AND
SELECTION
• For employee personal file following documents
are required:
 Interview evaluation form,
 Passport size photo,
 Any other special clause ,

18. RECRUITMENT AND
SELECTION
References ,copy of N.I.C,
Copy of degrees: bachelor and above
only,
Copy of experience certificate.

19. EMPLOYEE TRAINING
What are
the
organization
s strategic
goals?
What tasks
must be
completed
to achieve
organization
al goals ?
What
behavior are
necessary for
each job
holders to
complete his
or her job
behaviors?
What
deficiencies if
any job
holders have
in term of
skills ,
knowledge,
abilities
required to
exhibit the
essential and
necessary job
behavior ?

20. TRAINING METHODS
Job rotation
Class room
lectures
Simulation
exercise
Understudy
assignment
Film & videos
Job on training

21. TRAINING &
DEVELOPMENT
• Soft training to remove personal direction from job :
 Conflict management training
 People management training
 Communication skills
 Anger management
 Time management training
 Team work training …etc

22. TRAINING &
DEVELOPMENT
• Developmental programs are arranged for long term
beneficial planning for organization
• To motivate human resource by developing their personal
skills
• The ZONG HR department develop employees career
development plan in which the HR department predict the
next logical step for their employees with in five years.

23. SAMINA

24. PROCESS

25. PERFORMANCE APPRAISAL
• It is the process of evaluating the performance of employees,
sharing that information with them and searching for ways
to improve their performance.

26. PERFORMANCE APPRAISAL
• To evaluate and improve the actual performance of
employee toward performance standards and also future
potentials of ZONG.
• ZONG uses the computerized performance appraisal
method. ZONG conduct its performance appraisal of
employees in December.

27. PERFORMANCE APPRAISAL
• Appraisal sheets developed by HR department and send to
other department supervisors.
• ZONG use 180 degree tool in past for appraisal and 360
degree currently.

28. If not done appropriately, can be negative
experience.
Very time consuming, especially for
manager
Subject to rater errors & biases.
If not done right can be a
complete waste of time.
Can be stressful for all
involved.

29. MOTIVATION
• Motivation of Zong employees is based on two factors,
intrinsic and extrinsic.
• Intrinsic due to fast growing image of ZONG.
• Extrinsic due to attractive pay scale together which basic
facilities such as medical play important role to keep the
employees motivated.

30. REWARDS SYSTEM
• Reward system policies are strictly practiced at Zong.
Employees are paid when they are supposed to pay.
• Other rewards are also fast but they are mostly tenure based
rather than performance based.
• Policies shows that rewards are totally performance based
but in actual this policy is not followed strictly.

31. REWARDS SYSTEM
• Mostly rewards are determine by the organizational and
membership and seniority.
• Special achievement awards at each individual level, team
awards, department awards & division awards.

32. REWARDS SYSTEM
• Promotion is the given on the basis of performance.
• PMO (Project Management Office) introduces many club
memberships, game shows, lunch agreement and many
more for employees to be motivated, as well as tenure.

33. HEALTH AND SAFETY
MEASURE
• Maximum jobs of ZONG are not hazardous to health so,
there is no such need of health measurements.
• Thought everybody wants to be safe and that’s why when
you visit some ZONG office to meet someone of a high
designation level , you need to fulfil various safety measures.