Performance Management

Presented To :Syeda Madeeha

Presented By:Syed Asghar

Mahak Gul
Khurram Rabbani
Muhammad Arshad

History of the Mobilink

Mobilink is a subsidiary of Orascom telecom. Orascom telecom is headed by

Egyptian based chairman Mr. Naguib Sawiris. It was founded to achieve a
fundamental target to build one unique telecommunications entity of Arab
identity. In its effort to fulfill its regional strategy, Orascom Telecom now has 20
operating licenses; 5 in Arab countries (Egypt, Jordan. Syria, Yemen and recently
Algeria) one in Pakistan and 15 in central and sub-Saharan African countries (cote
D Ivory, Zimbabwe, Chad, Congo Brazzaville, Zambia, Uganda, The central
African republic, DRC, Togo, Benin, Chad, Gabon, Burundi and Niger). It
adopted Mobilink in June 2000, since then it has seen a dynamic and full throttled
speed of development and prosperity.
PMCL (Pakistan Mobile Communication (Pvt.) Limited) was set up in 1994 with
its head quarters in Lahore. PMCL is a joint venture between Motorola
incorporated and Saif Media Group.
Mobilink first launched its services in Lahore in August of 1994. Since then the
network has grown and now Mobilink covers thirty-nine cities.

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.

Vision
To be the leading telecommunication services provider in Pakistan by
offering innovative communication solutions of our customers while
exceeding shareholder value and employee expectations

HR Strategies
HR 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/policies/practices are formulated and implemented at Mobilink.
There is a whole process behind this.

Performance Appraisal
Reviewing performance and taking positive steps to develop employees further is a
key function of management and is a major component in ensuring the success of
the company through effective employee performance. Although the appraisal
process is conducted at each department by their own supervisors through
interviews or written forms, the screening process is carried out by the HR
department itself.
However, due to certain policies of the management, the confidentiality of the
system is very high. Though we did manage to gather some information regarding
the system and how it leads to the development of the employee and their
performance appraisal on 360 degree feedback.
A review is about ensuring people know what levels of performance are expected
of them and then taking action to ensure they are trained and developed to perform
effectively.

Appraisals Categories
% Of total numbers of
employees which can be
rated in this category

Appraisal Category

Definition of category

Expert

Indicates exceptional
performance

Very Good

Indicate performance that

10%
consistently meets the
requirements of the position,
very good indicates the
individual is on track for
advancements

Good

Indicated performance that

requires improvement (i.e.
meet requirements without
initiative or advancement)

8%

Basic

Performance to be improved
(hardly meets requirements)

5%

15%

Training and Development

At MOBILINK, there is a continuous assessment of the technical and
managerial skills. For the further enhancement of these skills formal
training programs are offered at all levels. The employees are provided
with opportunities to put these skills into practice, in preparation for the
move to a managerial role.

Types of Training in Mobilink

Soft skill training

Technical Training

Soft Skill Training

Helping your employees develop a stronger base of knowledge
on topics that affect their personal lives can make them more
productive and less distracted in their jobs. Soft skill
development courses in areas like personal finance and
childcare can help your team better manage the most important
areas in their personal lives.
This may include the following things for e.g.

Conflict management training

People management training

Communication skills

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. Training programs leads to:
Leadership
Influencing
Creative Problem Solving

Career Planning & Development

Mobilink gives promotion to their employees on the performance
basis. The Mobilink HR department develops the employees
career development plans in which the HR department predicts
the next logical step for their employees within five years.

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.
Until approved otherwise, it would be mandatory for the employees to
spend the following maximum period at each level before a promotion to the
next level depending upon availability of a slot:
Associate
3-4 years
Specialist
3-4 years
Manager
2-3 years
Director
According to the president decision
Cheifs
According to the president decision
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

The incentive schemes and incentive objective have been clearly communicated to all
individuals and depends on their performance and appraisals. Intrinsic and Extrinsic rewards
include:
Exceptional performance in a project
Targets achievements
Medical care
Life insurance
Vacations
Mobile phone
Trips

Conclusion

Mobilink exhibits a strong appraisal system.

Although it is difficult to analyze and assess
the whole system on such less information,
the extent of confidentiality is understandable
owing to the need of a competitive advantage.
However, it can still be deduced that the
system in place is effective and yielding
results as Mobilink is the market leader in the
telecom sector in Pakistan.

Recommendations

To establish core competence and to bring competitiveness, Mobilink

should Implement numerous effective plans to improve the performance
of its various departments. Supervisors must manage employee
performance well in order for Mobilink to accomplish its mission and
achieve its goals. Following are some recommendations for Mobilink,
Establishing and maintaining effective communications with each
Employee
Feedback should inform, enlighten, and suggest improvements to employees
regarding their performance. Supervisors should describe specific work related
behavior or results they observe as close to the event as possible.