HUMA HUMAN

RESOURCE
MANAGEMENT
 NATIONAL UNIVERSITY OF
MODERN
LANGUAGE . LAHORE
CAMPUS

Human Resource
Management
PERFORMANCE MANAGEMET AND APPRAISAL OF
MOBILINK GSM

Usman Ahmad Qadri

MBA-2 night Numl university
student
Asad Iqbal
MBA-2 night Numl university
student
 Owais Ahmad Tahir
MBA-2 night Numl university
student

This Project is Dedicated to my

Beloved
Father and Mother,families,our
friends
And all the teachers how teach me …
--Usman Ahmad
Qadri
Asad Iqbal
Owais Ahmad
Tahir
Shumair Ijaz
 TABLE OF CONTENT
1. INTRODUCTION…………………………………… 1
I. WHAT IS HRM?
II. IMPORTANCE OF HRM
III. MOBILINK GSM IN THE CONTEXT WITH HRM
2.HRM FUNCTION……………………………………… 3
I. PLANNING
II. ORGANIZING
III. LEADING
IV. CONTROLLING

3.JOB DESCRIPTION AND JOB SPECIFICATION………. 4

4.COMPONENTS OF A HRM SYSTEM…………………….. 8

5.EMPLOYEES PERFORMANCE MANAGEMENT AND
APPRAISAL…………………………………………………. 10
I. PERFORMANCE MANAGEMENT………………………………
PERFORMANCE MANAGEMENT IN MOBILINK GSM………………………….

II. PERFORMANCE APPRAISAL………………………………………

Method;
I. Written essays
II. Graphic rating
III. Critical incident
IV. Multiperson comparison
V. Bars behavioral anchored rating scale
VI. 360 degree feedback

6.CAREER DEVELOPMENT IN MOBILINK GSM………………..19

PERCODURE IN CAREER DEVELOPMENT IN MOBILINK GSM
7.CURRENT ISSUES IN MOBILINK………………………………..20
8.CONCLUSION………………………………………………21
 HUMAN RESOURCE
MANAGEMENT
1)-INTRODUCTION:
1.1)- 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.
 • HRM can be defined as all the practices, systems and procedures implemented to attract, acquire, develop
and manage human resources to achieve the goals of an organization.

• Simply it is managing the employment relationship.

1.2)-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

1.3)-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.

• Mobilink has a very well defined and structured department and its various policies of keeping each
employee productive part of the organization are intoned with the corporate worlds requirement.

• 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.

2)-Human resource management

function:
there are four hrm function are:

• Planning:

Labour need plane which extent the candidates are need.

• Organizing:

Giving each subordinate a specific task.

• Leading:

Getting other to get the jobs done, motivating subordinates.

• Controlling:

Checking to see who actual performance compares with these

standard.

3)- jobs descriptions and jobs

specification:
• Job description:
A written statement of what a job holder does, how its done and why it is done.

• Job specification:
 A statement of the minimum qualifications that a person must possess to perform a given job successfull

Mobilink jobs ads in the

newspaper for example;
MARKETING/SALE RESPRESENTATIVE IS
TO BE ESTABLISHED SELLING THEIR
THE MOBILE CARD , DETERMINE THE
DEMAND FOR PRODUCT AND SERVICE
OFFERED BY THE MOBILINK GSM

A). Jobs description:

Section;
1 .Jobs identification:
Jobs title:SELLING RESPRESENTIVE
Exempt OR NON EXEMPT:NON EXEMPT
Preparation date: 28OCTOBER 2008

Prepared by: USMAN AHMAD QADRI

2.JOBS SUMMARY:
THIS POSITION RESPONSIBLE FOR SELLING CARD AND NEW MOBILINK SEMS AND TO CARRY

OUT SELLING STRATEGIES TO MEET SALES GOALS .

3. RELATIONSHIP:
REPORT TO: THE HEAD OF THE DEPARTEMENT.
SUPERVISES: SUPERVISES TO THE SUBORDINATES FOR THE SELLING
THE PRODUCT.

WORKES WITH:DEMPARTMENT MANAGERS AND EXECUTIVE

MANAGEMETN

4.RESPONSIBILITIES AND DUTIES:

ACHIEVE QUANTITATIVE SALES AND DETERMINE SALE PRIORITIES.

5. STANDARD OF PERFORMANCE AND

WORKING CONDITIONS:
 • WORKING TO 9AM TO 6PM
• WORKING’ SPECIALLY VISITING THE DIFFERENT SHOPS AND
ASKED ABOUT WHICH EXTENT THE REQUIRED THEL JAZZ LOAD
OR CARD

B).JOBS SPECIFICATIONS:
1.SPECIFICATION FOR TRAINED VERSUS
UNTRAINED PERSONEL:
EXPERIENCE:
THIS JOBS REQUIRED FOR THE TRAINED PERSON AND THE PERSON SHOULD
MINIMUM TWO YEAR WORKING EXPERIENCE FOR SELLING. PREVIOUS JOBS
PERFORMANCR: SHOULD BE GOOD.

PERSONALITY: ATTRACTIVE

2.SPECIFICATION BASED ON JUDGMENT :

QUALIFICATION: MBA (MARKETING) OR MS- MARKETING.

3.SPECIFICATION BASED ON STATISTICAL

ANALYSIS:
TRAIT;
• THE PERSON SHOULD BE INTELLIGENCE.
• TO HELP FOR ACHIEVEING MOBILINK GSM STRATEGIC GOAL
4)-components of a human
resource management:
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1.human resource planning:

Human resource planning is designed to ensure the future personnel needs will be

constantly and appropriately met.

2.Recuritment:
In this component You just attracting candidates.

The development of a pool of job candidates in accordance with a human resource plan

Decruitment:
Techniques for reducing the labor supply within an organization. e.g.

firing ,layoffs, transfers, retirements.

3. Selection:
In this component you select the candidates through CV of the candidates.

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

4.Orientation:
Introduction of a new employee to his/her job and the organization.

Orientation is designed to provide new employees with the information needed to function comfortably and
effectively in the organization.

6.Training:
A process designed to maintain or improve current job performance.

DEEP FOCUS ON:

• Performance management
• Performance appraisal
• Career development

5)-Employees performance
management and appraisal:
5.1)-performance management
definition:

Performance management is a process used within organization to establish

and evaluate an individual’s job performance to achieve goals and objectives.
5.2)-performance appraisal
A process of systematically evaluating performance and providing
feedback upon which performance adjustments can be made

Performance appraisal should be based on job analysis, job

description, and job specifications
5.2.1)-Types of performance appraisal:
 Informal Performance Appraisal:
“The process of continually feeding back to subordinates information regarding their work performance”

 Formal Performance Appraisal:

“A formalized appraisal process for rating work performance, identifying deserving raises or promotions,and
identifying those in need of further training”

5.2.2)-Method of performance appraisal:

360 Degree
Degree Written
Feedback
Essays

Performance Graphic
Multiperson
Appraisal Rating
Comparisons
Methods Scale

BARS
Behavioral Critical
Anchored Incidents
Rating Scales

I. written essays:
A technique in which an evaluator writes out employee strengths,weeknesses,past performance and
potential.

• Advantages of this is simple to use..

• Disadvantages of this is more a measure of evaluators writing ability than of employee actual
performance.
 II. Graphic rating scale
A performance appraisal technique in which an employee is rated on a set of performance factors

• Advantages of this provide quantitative data , less time consuming than other methods.
• Disadvantage of this do not provide depth of job behavior assessed.

III. Critical incident

A technique in which the evaluator focuses on the critical behaviors that separate effective from
ineffective job performanc

• Advantage rich examples behaviorally based.

• Disadvantage time consuming lack of quantification

IV. Multiperson comparison

Performance appraisal techniques that compare one individuals performance with that of one or more
other individuals.

• Group ranking
• Individual ranking

• Advantage compares with one another.

• Disadvantage unwieldy with large no of employee

V. Bars behavioral anchored rating scale

A performance appraisal technique that appraises an employee on example of actual job behavior

• Advantage focus on specific and measurable job behavioral

• Disadvantage time consuming difficult to develop.
VI. 360 degree feedback
A performance appraisal method that utilizes feedback from supervisors employees and coworkers.

• Advantage of this is thorough.

• Disadvantage time consuming

5.1.1)-performance management in 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 focus on People Development and for that we ensure:

• Staff Mobilink with world class Professionals and ensure that the right systems are in place
to encourage them to develop to their full potential.

• Create a collaborative and mutually supportive work environment that encourages people to
grow.

• Build a team of professionals who deliver expertise by participating in business decisions.

• Develop Performance Management and reward systems underlying our Business strategy.

• We aim at making Mobilink a great place to work

 PMCL provide a formal review program to evaluate work performance and to promote
communication and discussion of job performance w.r.t. past performance at Mobilink.

Mobilink asses the employee on:

• Leadership.
• Communication skills.
• Team work and Co-operation.
• Problem solving & decision making.
• Initiative and drive.
• Flexibility.
• Customer focus
 Performance appraisal: is done on an annual basis (from January 1st to December 31st).

 To give a chance to subordinates to evaluate their seniors a 360 degree evaluation is conducted at the
tome of the performance evaluation.

 The immediate supervisor prepares an annual report in December of each year of each employee.

 Increments are also given at the end of the year ,increments are percentage of salaries.

 Promotions is given on good performance after completing two years in the current grade.

 Bonuses are given but the employee must have to complete 6 months in the company service.
6)-Career development in Mobilink:
Mobilink GSM supports the development of its employee’s skills and abilities

with an aim to achieve their potential.

6.1)-Procedures for Career Development In Mobilink

GSM:

step:1 Submission of application to HR department.

step:2 Candidates are evaluated and assessed through test.

step:3 Performance appraisal System provides basis for decisions regarding confirmation,

promotion and annual increment of Mobilink.

step:4 Results of performance appraisal is increments, salary adjustments and promotions

showing the last three years inclination of company after obtaining approval from

the president
7)-Current Issues Of HRM in Mobilink:
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 am.

• The hierarchy chart shows 3 HR managers/ coordinators for Islamabad, here as only 1 fore 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.

Conclusion:
To be meaningful, an appraisal system must be:

• Reliable — provide consistent results across time.

• Valid — actually measure people on relevant job content.

Measurement errors can threaten the reliability or validity of performance appraisals.