Professional Documents
Culture Documents
1994, and has become the market leader both in terms of growth as well as having the
largest customer subscriber base in Pakistan - a base of over 29 million and growing.
We pride ourselves on being the first cellular service provider to operate on a 100%
Mobilink offers exclusively designed tariff plans that cater to the communication
multinationals. To achieve this objective, we offer both postpaid (Indigo) and prepaid
(JAZZ) solutions to our customers. Compared to our competitors, both the postpaid
(Indigo) and prepaid (JAZZ) brands are the largest brands of their kind in the Pakistan
cellular industry.
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In addition to providing advanced voice communication services that makes the lives
of millions that much easy, we also offer a host of value-added-services to our prized
customers. At the same time, Mobilink places high importance to its coverage, which
is why we cover you in 6000+ cities and towns nationwide as well as over 120
everywhere.
Orascom Telecom:
Holding S.A.E. ("Orascom Telecom") or ("OTH") was established in 1998 and has
grown to become a major player in the telecommunication market in the world. OTH
is considered among the largest and most diversified network operator in the Middle
operating in seven emerging markets in the Middle East, Africa and South Asia
having a population under license of 460 million in total population with an average
penetration of mobile telephony rate across all markets of 8%. Orascom Telecom
and until early 2001, had a market share of 40%. In April 2001, OTH took over
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management control of the company and as of June, 2005; Mobilink served more than
Orascom Telecom has positioned itself as a leader in the region for its diverse GSM
operations, with various GSM support and Internet operations. One of Orascom
support for its regional GSM operations. OTH has achieved this by dedicating
financial, technical, and management resources for its subsidiaries. This includes
operations.
OTH is dedicated to provide the best quality services to its customers, value to
shareholders, and a dynamic working environment for its nearly 11,000 employees.
History of Mobilink
operates a GSM network in Pakistan and provides a range of prepaid and postpaid
voice, data and multimedia telecommunication services. In April 2001, when OTH
took over management control of the company the market share was only 40%, but as
of July 2007; Mobilink served over 26.5 million subscribers, representing a market
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License:
telecommunications system using the GSM 900 standard. The license had a duration
of 15 years; accordingly, Mobilink’s license extends until July 5, 2007. Mobilink has
additional 15 years renewal for a total consideration of US$145 million payable prior
to expiry date in July 2007 and US$ 145 million payable prior to expiry date in July
mobile licenses, bringing the total number of licenses in Pakistan to six. Ufone, the
state owned GSM operator re-launched its services during the year-returning to the
market after a gap of more than a year. Paktel also converted to GSM technology and
issued two new GSM licenses in the Pakistani market; Telenor which started its
operations in the first quarter of 2005, the other operator Al-Warid started their
operations in the first half of 2005. Mobilink’s recognition within the market, its
history of cash generation and profitability, the support of its majority shareholder,
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and the existing coverage and quality of its network provide Mobilink with a strong
foundation on which to consolidate its market leadership and increase the competitive
Mobilink provides both voice and value-added services to its corporate and retail
subscribers, moreover, it also offers both prepaid and postpaid telephony services.
Mobilink markets its prepaid services using the “Jazz” trade name, on the other hand,
it markets its postpaid services using the brand name “Indigo. Mobilink operates a
free 24-hour automated customer service line and customer support centers. In
Mobilink was the first mobile operator to introduce a franchising concept into the
mobile sector in Pakistan and currently operates the largest franchise network. In
order to extend its reach even further, Mobilink worked with its franchisees to
are branded “Mobilink Connect”. In addition to this indirect channel, Mobilink owns
and operates sales and customer centers. Mobilink’s prepaid services are sold both
indirectly through a dealer network and directly through Mobilink’s sales outlets. Jazz
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prepaid scratch cards are distributed through the same channels and are sold
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Vision
To be the leading Telecommunication Services Provider in Pakistan by offering
Mobilink..reshaping lives!
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MISSION STATEMENT
To dedicate ourselves to delivering innovative services and solutions to help our
clients operate economically and profitably, whilst producing profits for our
shareholder, and attaining an exciting yet safe and rewarding work environment for
our employees. Thus, becoming the region’s foremost telecom services provider.
Today, after five years, this pursuit has made MobiServe one of the leading telecom
service providers in the Middle East, North Africa and Asia.
MOBILINK PHILOSOPHY
only be achieved if all our staff members are committed to achieving its objective.
The key word here is commitment. Commitment to the customers, commitment to the
fundamental philosophy which will continue to drive all aspects of our lives and help
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ORGANIZATIONAL STRUCTURE
PRESIDENT
Executive Director
General Manager
Engineers Technicians
(3) (2)
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MOBILINK’S HIERARCHY
President
Executive director
General Manager
Senior Manager
Manager
Assistant Manager
Senior Executive
Executive
Assistants
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STRUCTURE OF HUMAN RESOURCE DEPARTMENT
Human Resource
Manager
Executive Executive
Officer Officer
Store Security
Incharge Officer
Ledger Keeper
(2)
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OVERVIEW OF HR DEPARTMENT
Human Resource
Planning Recruitment Selection
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HUMAN RESOURCE PLANNING & FORCASTING
1. Trend Analysis
2. Managerial Judgment
Trend Analysis!
Mobilink study of their company’s past employment needs over a period of years
to predict future needs.
Managerial Judgment!
Mobilink also does managerial judgment, in which they modify the forecast
based on certain factors such as projected turnover etc.
Qualifications Inventories
Personnel Replacement Charts
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Computerized Information system
1. Effective Recruiting
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The Recruiting Yield Pyramid of Mobilink!
New Hires
Offers Made
Candidates Interviews
Candidates Invited
Leads Generated
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Succession Planning!
In this planning process Mobilink ensures a suitable supply of successors for current
and future senior or key jobs.
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RECRUITMENT
OBJECTIVE OF RECRUITMENT
SOURCE OF RECRUITMENT
External sources
Internal sources
External Sources
External sources for the recruitment process in Mobilink includes the following:
Ads in newspaper
References
Walks-in
Eligible candidates
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Internal Sources
Job posting
In this program team leaders or managers can refer any employee internally who is
capable for that post. But finally that candidate can be only selected if he/she fulfill
Job Posting:
In job posting, Mobilink job vacancies are publicized on bulletin boards and internal
communication system so that all interested employee may apply.but again selection
is only based on fulfillment of all criteria’s or skills which acquired by that post.
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DISADVANTAGE OF INTERNAL RECRUITMENT
Inbreeding
The person who is promoted from organization will give you told ideas only based on
his experience in the same company. Because of this fresh ideas are missed by
mobilink.
Inadequacy of Supply
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As in internal recruitment only working employees or employees within the
organization get opportunity for selection so there are less opportunities for the
Old Ideas
If the company is going for expansion and diversification and require technology for
its operations then the existing employees might not be able to handle the latest
RECRUITMENT PROCESS
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Personal planning is the first step in the recruiting and selecting process of
Mobilink.This personal planning consists of such steps!
1. They decide first what position they have to fill, by engaging in personnel
planning and forecasting.
2. Then they build a pool of candidates for these jobs by recruiting internal or
external candidates
4. Then, they use selection techniques like tests, background investigations, and
physical exams to identify viable candidates.
5. Finally, they decide who to make an offer to by having their supervisor on the
team interview to final candidates
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RECRUITMENT PROCESS
Recruitment
External
Sources Internal Sources
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SELECTION
After building the pool of candidate now the next step is to text the candidates.
Because it is:
• Costly
• Your on performance always depends on the other candidates
• Legal implementation of incompetent hiring
• To avoid the negligent hiring.
goals”.
STEPS
Initial screening
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Testing
Background investigation
In-depth selection
Physical examination
Job offer
In Mobilink, the selection process is almost same as mentioned above. Following are
Initial screening
Initial interview
Test
In-depth interview
Job offers
First of all candidates submit job application. In which they are supposed to give
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INITIAL SCREENING
Initial screening is a process of evaluation of the job application. Job applications are
checked whether they are according to the requirement of the job or not. If
applications don’t fulfill the requirements then they are rejected in the beginning for
INITIAL INTERVIEW
After initial screening, selected candidates are called for initial interview. In which
they are asked questions regarding whatever they mentioned in their application to
make sure that candidates are eligible for further process i.e. test.
WRITTEN TEST
Candidates, who are selected offer initial interview are supposed to appear in the
written test. The test is designed by the experts and it is designed basically to know
Selected candidates in the written test are called for the in-depth interview.
IN-DEPTH INTERVIEW
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In in-depth interview, a formal interview is conducted by the experts of the concerned
field.
This interview is basically conducted to know the ability of the candidates and to
make sure whether they can fulfill the requirements of the job or not.
In this interview the jury, which is consisted of top management and Human
Resource Executives, ask different question regarding the past experience of the
candidates, their qualification, why they are suitable for this job, or some exercise
JOB OFFER
In-depth interview, selected candidates are offered job. This offer is made by the top
In Mobilink the hiring process usually take more than two months doesn’t matter
what ever the post is. Even for the CSRs they are taking more than two months
PROBATION:
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In Mobilink after selection, the employees have to cover a probationary employment
period. The purpose of this policy is to determine whether the newly hired employee
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ORIENTATION
Each new employee is introduced with the new environment and his or her
colleagues.
New employees are told about the rules and regulation of the organization.
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PURPOSE OF DOING ORIENTATION
To Reduce Anxiety
A person without a proper orientation will have many problems that with whom he is
given proper orientation then he will not have the above problems.
Reduce Hazing
Senior employees might force new employee to perform their tasks as well. Proper
orientation reduces this problem by telling new employee what their tasks are and
Organization which don’t do orientation have more turn over as compared to the
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TRAINING
Without this organization is unable to cope with recent challenges of the market. So
far this purpose Mobilink has also developed its training programs.
they found any need for training for their teams they send a request to their managers
Training Facilities:
different training centers at different location based on training types. Such as they
are giving training to their CSRs in there CSR Office in defense. This training some
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Training Courses:
Training courses are selected on basis of employee ranks in the organization or nature
Training Period/duration:
Duration of training is depend on nature. When a new employee join mobilink mostly
he/she get training of more than 1 month. And then other training are depend on
OBJECTIVE OF TRAINING
To upgrade skills.
To prevent obsolesce.
To increase productivity.
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To bring down their cost of production.
At Mobilink, no local institution is hired for the training, a inhouse proper training
program has been developed to increase the career development of the employees.
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ADVANTAGES OF TRAINING
As Mobilink sends its employees USA, UK and Germany, for training so followings
Career Development
Training programs are developed in such away that it helps employees to develop
their career. In this way they can cope with the modern challenges and can best
Motivation
As employees are sent to USA, UK and Germany. By doing this employees get
motivated and try to improve their performance to be selected for training program.
By giving training to employees , Mobilink has an advantage that its employees help
it to develop and adopt the challenges of modern technology. And all up coming
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COMPENSATION
one of the sources of motivation. Compensation programs are designed in the form of
“Benefit Programs” in Mobilink. These Benefit Programs are designed to facilitate its
BENEFIT PROGRAMS
“Benefit Programs are used to aid employees”.
Annual Leave
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Mobilink provides all its employees regular annual leave in order to maintain health,
morale and efficiency. That consist 40 days normally or it can be changed according
to the position.
All employees are eligible for one month gross pay as leave fare assistance on
Sick Leave
All employees are granted time off at their normal rate of pay for personal illness or
BONUSES
At Mobilink, employees who have performed well during the whole year are
rewarded bonus.
ALLOWANCES
Medical Allowance
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Car Maintenance Allowance
Safety Allowance
Increments
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BENEFITS OF COMPENSATION
employees:
Fewer turnovers.
Motivation.
Increase in efficiency.
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PERFORMANCE APPRAISAL
performance”.
achieve this, Mobilink has established some performance standards. These standards
are set to evaluate the performance of employee. HR manager evaluate the employee
performance in context with these standard, and then employees are awarded
accordingly.
Good performance.
Job performance.
Punctuality.
Level of commitment
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Employees are promoted, demoted and transferred on the basis of above factors.
Employees who show good performance are promoted accordingly and who don’t
show performance are demoted accordingly. Employees are also sent for training to
USA, UK and Germany for higher training to meet the challenges of modern era. In
this way, employees get motivated and try to be selected for training programs to
help of performance appraisal form but is not shared with the employees performance
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PROMOTION
Basically two main approaches are used to recruit employees for promotion. The
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Closed promotion approach
promotable employees with the supervisor of the job. In addition to reviewing the
inquire in other departments about employees who may be qualified for the job.
A drawback to the closed promotion approach is that many employees who may be
An approach that leads to recruiting the most qualified person from the internal labor
pool is known as the open promotion approach. This approach is also known as job
posting. In Mobilink, job vacancies are publicized on bulletin boards and internal
communication system so that all interested employee may apply. This enhance
participation and the achievement of equal opportunity goals, but one of the
Mobilink company first announce within the organization about the job, if there is no
competent person who can be eligible for the post then they advertise in newspaper.
PROMOTION CRITERIA:
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For many employees a promotion is a highly sought prize. Status, satisfaction and
financial rewards accrue to those who are able to rise in an organization. There are a
1. Seniority basis
3. Assessment centers
4. Personal characteristics
5. Nepotism
Mobilink company have used the first three methods for promoting the employees.
SENIORITY BASIS:
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Mobilink company promote its employee on seniority basis. After the 2-3 years of
service an employee promote to the next rank. The routine promotion can not given
In Mobilink company the routine promotions are given on seniority basis. But the
voluntary promotions are given on the basis of past and present performance.
when the employee is promoted to a job that requires skills and abilities considerably
ASSESMENT CENTERS:
The assessment centers in the Mobilink company basically used to analyze and assess
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A test of general mental ability.
company
Role playing
Personal Characteristics
Promotion on personal characteristics means the promotion on the basis of age, race,
peoples have the equal right for promotion. And it is a written role in the constitution
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NEPOTISM
criticized because family members get desirable jobs and promotions primarily by
For prohibiting the nepotism in Mobilink company there is a written rule. That is as:
employee, or death during service, only if the candidate is found suitable for the
existing vacancy.
3. If any existing employees marry each other, then one of them, in accordance
TRANSFER
Employees are often transferred to different places where there is a need for technical
and managerial skills. Sometimes employees are also transferred abroad which is a
source of motivation for the employees.
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Demotion and separation is another activity for which HR department is responsible.
At Mobilink, employees are demoted on the basis of their bad performance.
Sometimes employees are separated from the organization when they are unable to
achieve their targets. Demotion and separation are done in following way:
Warning
Probation
Deduction in salary
Demotion
Discharge
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CONCLUSION
Pakistan.
It is the HR Manager who sets the performance standard and then selects the
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RECOMMENDATIONS
employees.
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REFERENCES:
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