Professional Documents
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TABLE OF CONTENTS
Executive Summary--------------------------------------03 Orascom Telecom-----------------------------------------04 Mobilink-----------------------------------------------------05 Management-----------------------------------------------07 Human Resource Department--------------------------09 HR Practices in Mobilink--------------------------------11 SWOT Analysis---------------------------------------------35 Conclusion--------------------------------------------------37 Recommendation-----------------------------------------38 Bibliography-----------------------------------------------39
EXECUTIVE SUMMARY
Orascom telecom was established in 1998 and has grown to become a major player in the telecommunication market. Orascom Telecom is a leading mobile telecommunications company operating in six emerging markets having a population under license of 430 million with an average penetration of mobile telephony across all markets of approximately 40%. Mobilink, a subsidiary of the Orascom Telecom Holding, is Pakistans leading cellular and Blackberry service provider. With more than 31.6 million subscribers, Mobilink maintains market leadership through cutting-edge, integrated technology, the strongest brands and the largest portfolio of value added services in the industry, a broadband carrier division providing next generation internet technology as well as the countrys largest voice and data network with over 8,000 cell sites. Mobilink offers exclusively designed tariff plans that cater to the communication needs of a diverse group of people, from individuals to businessmen to corporate and 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. This report is based on HR practices. Mobilink has a very defined and well structured HR department and its various policies of keeping each employee productive part of the organization are intoned with the corporate worlds requirement. Humans are the basic tool for having competitive edge in the market for most of the organizations and Mobilink is one of these. Mobilink has one of the best HR systems in Pakistan that gives it an edge over its competitors. Human resource department is putting its efforts towards nurturing a winning corporate culture and building organizational capabilities by ensuring that its people at all levels are both able and willing to perform at consistently exceptional levels. At MOBILINK the people have been empowered to a large degree by minimizing out dated rules /regulations and plan to further eliminate the bureaucratic barriers to capitalize on their ingenuity and talent. HR functions which are practiced in Mobilink, recruitment and selection, orientation of new employees, training and development, performance appraisal system, compensation, career planning and development, reward system, motivation, health and safety measures. Mobilink is reshaping lives across Pakistan by reshaping communication. Its fast paced growth is fueled by the foundation of innovation and the relentless work of over 4,000 dynamic team members. Imagine working with the leader, home to some of the best talent in the country.
ORASCOM TELECOM
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. OTH is considered among the largest and most diversified network operators in the Middle East, Africa, and South Asia, and has acquired in early 2008 a license to operate mobile services in North Korea. Orascom Telecom is a leading mobile telecommunications company operating in six emerging markets having a population under license of 430 million with an average penetration of mobile telephony across all markets of approximately 40%. OTH operates GSM networks in Algeria (Djezzy), Pakistan (Mobilink), Egypt (Mobinil), Tunisia (Tunisiana), Bangladesh (Banglalink) and Zimbabwe (Telecel Zimbabwe). OTH had exceeded 74 million subscribers as of March 2008. In Pakistan, the Pakistan Mobile communications Ltd (Mobilink) started its operations in 1994 and, until early 2001, had a market share of 40%. In April 2001, OTH took over management control of the company. As the market leader, Mobilink serves more than 31.6 million subscribers, representing a market share of 38.5% (as of March 2008). OTH has positioned itself as a leader in the region for its diverse GSM operations with various GSM support and Internet operations. One of OTH's main strategies is to create its own non- GSM subsidiaries to act as a backbone of support for its regional GSM operations. OTH has achieved this by dedicating financial, technical and management resources for supporting its subsidiaries. This includes network support and installation of GSM operations, equipment procurement, handset procurement and distribution companies, Value Added Services, and Internet operations. OTH is dedicated to providing the best quality services to its customers, value to shareholders and a dynamic working environment for its more than 15,000 employees. OTH established a strong presence in the GSM Association (the world's leading wireless industry representative body) only five years after its inception. OTH's Chairman and CEO, Mr. Naguib Sawiris, was selected to join the GSM Association's CEO Board in 2002. OTH's stocks are traded on the Cairo and Alexandria Stock Exchange (CASE), (under the symbol ORTE.CA, ORAT EY) and on the London Stock Exchange (where its GDR is traded under the symbol ORTEq.L, OTLD LI). OTH is dedicated to provide the best quality services to its customers , value to shareholders, and a dynamic working environment for its more than 15,000 employees.
MOBILINK
Mobilink, a subsidiary of the Orascom Telecom Holding, is Pakistans leading cellular and Blackberry service provider. With more than 31.6 million subscribers, Mobilink maintains market leadership through cutting-edge, integrated technology, the strongest brands and the largest portfolio of value added services in the industry, a broadband carrier division providing next generation internet technology as well as the countrys largest voice and data network with over 8,000 cell sites. Housing Pakistans largest distribution and contact centre networks and an unparalleled 6,500 kilometers fiber optic backbone, Mobilink has already invested over US $3.3 billion in the country to date and provides uninterrupted countrywide connectivity, unmatched customer services and international roaming in over 140 countries. The company is also the official cellular partner of the Pakistan Cricket Board. As a responsible corporate citizen, Mobilink also offers a range of socially inclusive products and services dedicated to enhance access to information. Through Mobilink Foundation, the company supports education, health and environmental initiatives and promotes sustainable business practices. Mobilink offers exclusively designed tariff plans that cater to the communication needs of a diverse group of people, from individuals to businessmen to corporate and 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. 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 10,000+ cities and towns nationwide as well as over 140 countries on international roaming service. In other words, we speak your language, everywhere.
VALUES
Total Customer Satisfaction Customers are at the heart of our success. They have placed their trust and confidence in us. In return, we strive to anticipate their needs and deliver service, quality and value beyond their expectations. Business Excellence We strive for excellence in all that we do. We aspire to the highest standards and raise the bar for ourselves every day. This commitment to delivering world-class quality translates into unmatched service and value for our customers and all stakeholders. Trust & Integrity At Mobilink, we take pride in practicing the highest ethical standards in an open and honest environment, and by honoring our commitments. We take personal responsibility for our actions, and treat everyone fairly, and with trust and respect. Respect for People Our relationships drive our business. We respect and esteem our employees and all stakeholders. We believe in teamwork, empowerment and honor. Corporate Social Responsibility As the market leader, we recognize and fulfill our responsibility towards our country and the environment we operate in. We contribute to worthy causes and are dedicated to the development and progress of the society.
MANAGEMENT
HR DEPARTMENT
MISSION STATEMENT
To lead the organization in enhancing its human capital and creating a winning environment where everyone enjoys contributing to the best of ones ability. Mobilink will achieve this by: Inspiring and motivating its people. Developing its people to strive for higher standards. Driving an open minded and enterprising corporate culture where people through leadership at all levels dare to dream, dare to try, dare to fail and dare to succeed. Attracting and recruiting the best talent Mobilink has a very defined and well 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. Humans are the basic tool for having competitive edge in the market for most of the organizations and Mobilink is one of these. Mobilink has one of the best HR systems in Pakistan that gives it an edge over its competitors.
DEPARTMENT SECTIONS:
HR department of Mobilink has three sections. Employee services Payroll information Leave and medical record Final settlements and provident fund Policies and procedures Employees record and recreation OD and Effectiveness Training plan Talent management Performance management Employees retention Orientation employee communication
HR STRATEGIES:
Human resource department is putting its efforts towards nurturing a winning corporate culture and building organizational capabilities by ensuring that its people at all levels are both able and willing to perform at consistently exceptional levels. At MOBILINK the people have been empowered to a large degree by minimizing out dated rules /regulations and plan to further eliminate the bureaucratic barriers to capitalize on their ingenuity and talent. HR strategy refers to the specific human resource management course of actions that a company pursues to achieve its objectives. But how these strategies are formulated and implemented at Mobilink. There is a whole process behind this. The top team continues to play its role in providing the guidance and support to people at all levels. The HR (peoples) function ensures that it leads the transformational change by nurturing a climate, which would help in converting the huge potential at disposal of the company into world-class performance. The active and effective role played by HR in people development at different levels organizational, departmental and individual is considered in MOBILINK to be one of the most critical factors leading to the development of a winning corporate culture. The effort continues to be directed towards developing the skills of the shop floor employees, improving competencies of Business Support Officers (BSOs), and enhancing the leadership qualities of managers. Like most big organizations, the development of HR Strategies is also done in accordance with companys mission. First, Strategic planners analyze what actually is the prevalent culture of the organization, what are the strengths, weaknesses, opportunities, threats (SWOT analysis) of business and its market, and on the basis of all the above analysis, companys strategic plan is established. In the end HR strategies are formulated in accordance with this overall business/companies strategic plans. Based on these HR strategies, HR policies and practices are also formed and implemented. Any abrupt change in the market requires the organization to follow this analysis in order to be successful. That why organizations continuously keeps on updating their strategies and policies.
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HR PRACTICES AT MOBILINK:
These are few of the HR practices that I have learned from my resource person. Recruitment policy Orientation of new employees Training Performance Appraisals Career Planning & Development Reward System Health and Safety Policies Employee Relations Motivation
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RECRUITMENT POLICY
OBJECTIVES:
The policy is intended at identifying and choosing the right hand for the right job and ensuring an effective and efficient method of recruitment and selection. It is also aimed at seeking a diversified work force, devoid of any discrimination based on race, color, sex, nationality, ancestry, religion or disability, in certain cases. It is the Companys policy to implement an appropriate recruitment system based on careful determination of the required competency & selection methods with efficient means of communication with candidates. It should be ensured that the policies and procedures regarding hiring comply with the applicable rules and regulations established by the Government of Pakistan. Candidates will be selected and the offer of employment will be extended on the basis of qualifications, experience, recruitment tests in certain cases, ability, interest, aptitude and adaptability to the specific job requirements. All employees involved in the recruitment process will follow and comply with the necessary employment procedures related to applications, screening, interviews and job offers. The salary offered will be within the budget and policy guidelines approved by the VP Human Resources & Administration, VP Finance/CFO and the President.
POLICY GUIDELINES
The Sources of recruitment for different job vacancies in PMCL shall include: Current PMCL employees. Internal Advertisement. Databank. Advertising. Employment Agencies and Consultants. Walk in candidates.
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Note: No individual will conduct any sourcing, recruitment or hiring activity without the knowledge and involvement of the HR Department.
APPLICATION:
Initially the applicants may submit a handwritten/ typed application along with a bio-data and 2 passport sized photographs to the HR department. However, when considered doe a specific position, they will be required to fill the standard application form of the company. Applications for Technical, Professional and Managerial Positions will be kept on databank by the HR department for a period of 6 months only. Applications can be accepted at any time by the HR department.
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The employee shall not get back any of these documents except for the original certificates in any eventuality. The Company reserves the right to keep all copies. In the Case of Consultants the Company will sign a contract with the Consultant for duration of 3 months - 1 year. If selected, the permanent employee will have to complete a probationary period of 3 months satisfactorily. The Human Resources Department shall take at least five working days to complete the inter department process and inform the selected candidate about his / her date of joining, proposed salary, job description and benefits and all other pertinent information. The Human Resources Department shall prepare and deliver the Employment Letter to the Employee on the first day of Employment and obtain signatures on a copy. A joining report should be furnished with HR department duly signed by respective supervisor Candidates rejected or kept on file for future reference shall be sent appropriate regret letters.
HIRING CRITERIA
For hiring on Manger level & above the hiring committee will be: The President ( in case of Director and above) Respective Department Directors. VP Human Resources & Administration
Hiring of ex- employees: The hiring of ex-employees of the Company is not permitted. However, if an extra ordinary employee is having excellent working history with the company he/she can be re hired on the recommendation of respective department head.
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PROCEDURES
It is the responsibility of the Human Resources Department to coordinate the orientation program. The local HR is responsible to carry out proper orientation of new employees by giving them a brief overview of the policies and procedures. Within the first week of employment, all new employees must go through the department orientation. It is the responsibility of each Department Head and the Managers to complete the Departmental Orientation. While the Orientation is being conducted, an Orientation Checklist will be used to keep track of all that is being done. Within 30 days of employment all new employees must attend a formal orientation program. The program will include, but will not be limited to the following: Nature of business. History-philosophy and structure of the Company. Organizational structure chain of command within the Company. Company benefit plans. Layout and facilities offered by the Company
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TRAINING
TRAINING NEEDS ASSESSMENT POLICY AT MOBILINK:
Objective:
Identifying the most appropriate solutions to performance problems
Procedures:
All Company Heads should differentiate between problems that require training and problems that require coaching or other solutions. Usually, only about 20% of performance problems require training solutions. The other 80% are best dealt with by looking at the quality of supervision or by factors in the work environment (rewarding good performance, punishing poor performance, and removing obstacles to good performance).
Procedures:
The HR Department will develop the TNA according to the recommendations made by their Supervisors in the performance appraisal form. The HR Department shall coordinate all the tasks until a total Company training plan is finalized, then follow-up with Department Heads on its implementation. The plan is the result of focusing on the individual discipline needs into one schedule designed to meet the training needs of the total Company. The trainer should be under the headcount of HR so that adequate training sessions can be planned and conducted nationwide. The training requirements of the employees will be picked from the recommendations made by their supervisors in the appraisal forms. The training requirement could also be forwarded by the supervisor if it is not mentioned in the performance appraisal.
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Policy Guidelines:
The Company shall pay all Training Expenses, Round Trip Airfare, living Allowance, and Local Transportation in accordance with Company regulations in this regard.
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Cost of Training will be determined by finance in consultation with Technical for Technical Training and Human Resources.
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Technical Training: This type of training has direct effect on the job of the employee. Specific skills are focused and developed accordingly. The engineering trainings of Mobilink are also included with this along with Customer Services training Sales related training Marketing and technology training etc. All these types of training are done to enhance the employees job skills at the level he is at.
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PERFORMANCE APPRAISALS
OBJECTIVES:
The purpose of this policy is to provide a formal review program to evaluate work performance and to promote communication and discussion of job performance. The intent of these discussions should be to review current job performance and responsibilities, set goals, and discuss future opportunities with reference to past performance at Mobilink. The Objectives of the Performance Review Program are: To measure work performance. To motivate and assist employees in improving their performance and achieving their personal/professional career goals. To identify employees with high potential for advancement. To provide objective information for making decisions on salary increases, promotions, bonus and transfers. To identify employees training and development. To provide a solid path for career planning for each individual.
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GUIDELINES
It will be the responsibility of HR to conduct the 360 Degree Evaluation with a view to identify the Weaknesses and Strengths in each Supervisor if required. This Practice will be done blindly; names of employees assessing their Supervisors will not be mentioned on the forms. HR will collect all forms personally & confidentially and conduct a Statistical Analysis of the Evaluation.
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PROMOTIONS
The Employee shall be eligible for a promotion if he fulfills the following conditions: Existence of job vacancy. Fulfillment of the qualifications & experience required for the higher level being evaluated not less than Very Good in the last annual appraisal report. Completing a minimum of one or two years in the current grade. (Exceptions could take place if a position becomes vacant and an available candidate meets the requirement for the vacant position). Promotion should be directly shifted only to the next level from the grade the employee is currently filling. The employee shall be given the starting salary of the job he/she is promoted to starting from the date he/she holds the position. If his / her current salary is equal to the starting salary of this post, then he/she shall get an increment according to his/her performance in the current year. In case where more than one employee meets the requirements for promotion to a higher position, the one who succeeds in obtaining the highest evaluation rating shall precede the others. If the performance evaluation ratings are equal, then the senior employee shall be rewarded with the position. Employees who received disciplinary penalties of five days or have been suspended from work for five days shall not be entitled for promotion before the elapse of six months from the date the penalty was inflicted/imposed. In all cases, the employee is not entitled for promotion during the procedures of disciplinary enquiries until a verdict has been reached in his / her particular case.
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PROMOTION POLICIES
The new company structure is in five layers, comprising associates, specialists, managers, directors and chief officers------in that order starting from the bottom and working towards the top rung of the ladder.
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However, employees who may not get a chance of promotion due to the non availability of an existing slot, will be compensated by being moved over within the new salary range specified by the company
REWARD SYSTEM
MOBILINK considers its employees not just as a cost but also as a resource in which the company has invested from which it expects valuable returns. Pay policies and programs are one of the most important human resource tools for encouraging desired employee behaviors. The advantage of paying above the market average is the ability to attract and retain the top talent available, which can translate into highly effective and productive work force. The incentive schemes and incentive objective have been clearly communicated to all individuals and weekly progress report is also communicated to all concerned.
SALARY POLICY
The company will pay salaries of the employees as follows:
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PROMOTIONS
Promotions are also reward management technique to motivate employees. In MOBILINK promotions are based on the merit and seniority (experience) basis. The one who performs well consistently over time gets reward in the form of promotion.
BONUSES
The employee may receive 1 to 3 month bonus subject to evaluation of accomplished objectives. In Mobilink the reward system is based on the individual performance and individual employee performance is judged for the reward. The manager of respective departments recommends a candidate from his section for the reward purpose to HR.
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No phase of operation of administration is of greater importance than accident prevention. It is the policy of the Company to provide and maintain safe and healthy working conditions and to follow operating practices that safeguard all employees and result in safe working conditions and efficient operations. Proper First Aid Kit will be available at all Mobilink Offices including remote locations. There is no need for such measures at Mobilink as maximum jobs do not expose you to the health hazards and are not such that require safety measures. However, there is a tendency of being safe in every human and that shows when you visit some Mobilink officer to meet someone of a high designation level. You need to fulfill various safety measures.
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EMPLOYEE RELATIONS
It is the company policy to ensure that the required standards of performance and conduct are maintained. The disciplinary procedure is intended only as a statement of Company policy and management guidelines. It does not form part of the contract of employment or otherwise have contractual effect.
DISCIPLINE PROCEDURE:
Warning may be addressed to the employees verbally and in written through their immediate supervisor. The warning shall refer to the contraventions committed by the employee and will serve to remind the employees the he/she abide by the company rules and regulations in performing his/her work, and that this contravention should not be repeated in future. A written letter may be addressed to the employee describing the contravention committed. The employee will also be notified that a higher penalty may be inflicted on him in the contravention is repeated in future. The warning letter may be registered in the employees personal file .issuance of written warning can be recommended by the respective supervisor and HOD. It will be issued by the HR department after approval of VP HR. Deduction from the salary will be an amount of employee salary depending on the type offence and decision taken accordingly. The employee may be suspended from performing his or her duties for a period of time as conveyed in written. Unauthorized absence of more than two times in Six month can result in termination of employment. An employee who is absent from the job without satisfactory explanation is considered to be an unauthorized unpaid absence. Discrimination, intimidation and harassment based on sex, race, religion, age, color, disability, sexual orientation and cultural background is prohibited at the workplace. The Head of Department should maintain direct control of all disciplinary records. A copy of all records must be placed on the employee's personal file in the Human Resources Department. All warnings will remain upon the employee's personal file indefinitely, but will normally be disregarded for disciplinary purposes after the following periods: Stage 1 - Verbal warning: 03 months Stage 2 - Written warning: 06 months Stage 3 - Final written warning: 12 months Stage 4 - Dismissal
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PENALTIES:
Employees services may be terminated in following cases Insubordination Willful failure to carry out reasonable orders including the performing of job assigned by supervisor. Dishonesty Falsification of any official company records will subject to the termination without prior notice. Violation of Safety Rule Failure is refusal to conform to safety practices or the misuse of safety device. Violence Causing a disturbance on company property resulting from fighting. Profanity or Indecent Conduct The use of profane language or engaging in immoral conduct. Intoxication Coming to work under the influence of drugs or bringing drugs into the facility. Willful Damage to Property Careless spoilage, destruction of company property or material. One Day Absenteeism Unauthorized absence from work for one day without notifying employer. Misrepresentation Deliberate misrepresentation of past history or other important matters. Accepting Money or Gift Taking advantage of ones positions to accept money or gift is against the rules of company.
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MOTIVATION
As we know MOBILINK is highly aware of how to motivate its employees in the best way. This can be judged by the enthusiasm and good spirit that people show in performing their jobs. There is a well-devised system that MOBILINK follows for the purpose of motivation. It includes both financial and non-financial rewards along with the major Motivators and Dissatisfies. The company recognizes the importance of making people drive towards their goals and the basic step towards this is made through recognizing the value of importance that the company gives to its employees. MOBILINK has a set of financial rewards, medical, dental, vision and life insurance, retirement plan, educational refund assistance, paid vacation days, family and work life balance benefits and profit sharing plan, Annual bonus opportunities, company cars etc. other ways in which employees are motivated are: Employees are safe in knowing that they will be rewarded for any exceptional work. This reward is not only monetary. It is accompanied by the employee being given recognition and greater empowerment. Employees are given a very beautiful and healthy work environment. Special attention is given to make the physical environment most productive. This is why MOBILINK offices are considered to be the best decorated and organized. As we know MOBILINK has a desire to promote the high achievers from within the company. Positions are given on merit and are transparent and fair in nature. There is no special treatment. Therefore each employee knows that he can aim for the top and actually get there. This has proved to be a great source of motivation for the employees of MOBILINK.
MOTIVATIONAL FACTORS:
Mobilink is a leading telecom company and all the employees working there feel pride in affiliating them with the organization. Its the biggest intangible motivational factor. Affiliating with organization, employees are self motivated to work and loyalty comes from within. However they have other factors too. They believe in praising the good work done by employees and reward them on that. Reward may be tangible or intangible. They also arrange parties in which star performers are highlighted. Also they have informal meetings after performance evaluation and supervisors, subordinates, colleagues talk about there success and are motivated through intrinsic factors. Delegation of authority and empowerment re the tools which they use to motivate employees and that is how they keep up the good work.
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SWOT ANALYSIS
STRENGTHS:
MOBILINK has been operating for a long period of time and has been able to adjust with the changing environment because of its effective Human Resource Management. The HR practices of MOBILINK have the following strengths: MOBILINK has the latest employee training and development approaches. Therefore it can adapt to all sorts of change and bring immediate improvement in work practices whenever the need arises. MOBILINK hires only the most highly qualified and exceptionally intelligent and energetic people. This result in lesser HR problems as people are willing to change, take constructive criticism and focus on personal and professional development by focusing solely on achieving their work. MOBILINK believes in making people realize their full potential and capabilities which is why jobs are designed to be challenging and goals are made to be achievable yet competitive. This results in a high level of motivation and job satisfaction for the employees and automatically promotes a healthy work environment. The company has a very well balanced and realistic incentive program. It also focuses on giving additional benefits to its employees apart from the basic remuneration. This results in employees giving their Heart and Soul in working for their employer. The HR practices of MOBILINK greatly enhance its image as a company that wants to contribute towards the society in every possible way. As the main focus is on developing better people not just better employees. There may be various other strengths of the HR practices and management system of MOBILINK, only the most important have been discussed above.
WEAKNESSES:
It is very difficult to find any weaknesses in the HR management of a company that has developed and created its HR strategy with near perfection. However some weaknesses can be pointed out. MOBILINK has a trend of maintaining long working relations with employees and sticking with the same people as long as it is productive. Most of these people are promoted from within the company to form the middle and upper management. This results in loss of creativity that can be recognized by external recruitment for these core managerial positions.
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OPPORTUNITIES:
There are a number of opportunities that are available in areas of HR for MOBILINK during the course of its future activities. These are: The company can discover great potential through the future graduates as every generation is being taught in more effective manner that leads to better growth. Being a leading company in the employment rankings of Pakistan MOBILINK can recruit the cream of graduates every year and utilize their improved knowledge and abilities. There is an opportunity to create the best image of the company in the mind of customers by adding the value added services. With the expansion in the company business in Pakistan, the HR department can be expended in order to manage diversity of workforce.
THREATS:
Due to entering of new companies in cellular industry the competition has been enhanced. Like other areas HR departments is facing the threat of employees switching from Mobilink to other companies. The skilled and qualified workers are being attracted by the other cellular phone & multinational companies.
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CONCLUSION
Mobilink is an Orascom Telecom Group company and is Pakistan's leading cellular service provider with a subscriber growth of 104% in 2006. The company has achieved an unprecedented customer base of over 24 million. Mobilink provides the most extensive network coverage footprint across Pakistan through an integrated technology infrastructure in more than 5,000 cities, towns, villages, and countless remote destinations, including International Roaming in 110 countries through 300 partner operators. The company directly employs over 4,000 people and has the largest distribution network with 200,000 outlets across Pakistan. Mobilink is reshaping lives across Pakistan by reshaping communication. Its fast paced growth is fueled by the foundation of innovation and the relentless work of over 4,000 dynamic team members. Imagine working with the leader, home to some of the best talent in the country. To conclude Mobilink has a strong HR system. That is the reason we didnt found much discrepancies in what management says, what policies state and what employees say. 90 % of the times they were same. There are some minor discrepancies but they are adjustable with little effort.
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RECOMMENDATION
There were some discrepancies that need attention and their adjustment can make this HR system best in Pakistan. Following are some of the recommendations based on those discrepancies: Human resource department is not fully authorized to take all the decisions. Though HR department claims to have the overall management of the company but that actually is not the case. There are many HR decisions that are taken by the other department. So, there should be a clear delegation of authority regarding decision making for HR department. One thing we observed during our project was that employees were not aware of the in depth policies. The main reason that we have 33 understood for this is their lack of knowledge about policies formulation. Employees are not encouraged to give suggestions in policy formulation. So, our suggestion is that employees should be consulted while policy formulation stage. Benefits and rewards are too complicated for anyone to understand. Though there are many of these but most of employees even have not information as to for what benefit they can go for. So, Mobilink should simplify its reward system for its employees to understand well. The decision making is delegated to managers with goals set for each term promotion, hiring and firing is virtually in the immediate bosss hand. This practice can cause disharmony among employees for power. Team based structure (like the one at PMO) should be preferred in all departments Mobilink pursues Zero-tolerance policy for disciplinary actions. This is good but not in all cases. Mobilink should look towards its discipline polices and try to be a bit more lenient. Mobilink HR lacks in terms of career planning and development. This important function of HR does not have recognition in Policies statement. Mobilink should have a look at this. Mobilink uses only policy specified sources for recruitment which are only 5. In this way it can loose some potential applicants that can be asset to organizations, just because they were not well communicated. So, Mobilink should increase its recruitment sources. During an HR specialist interview, we posed the same question and the answer was thats what policy says; on ground level we do use as many sources as possible. If this is the case then our recommendation is that Mobilink should adjust its policy accordingly.
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