HUMAN

RESOURCE
MANAGEMENT

GROUP MEMBERS
SOHAIL MALIK
UMER DRAZ
SYED SAAD ALI

SHAH
SAMEEN KHALIQ
BHATTI

TABLE OF CONTENT

ZONG INTRODUCTION
MISSION OF ZONG
VISION OF ZONG
SWOT ANALYSIS
HR DEPARTMENT IMPORTANCE
STRUCTURE OF HR DEPARTMENT AT ZONG
RECRUITMENT AND SELECTION PROCESS
TRAINING & DEVELOPMENT
PERFORMANCE APPRAISAL SYSTEM
MOTIVATION
REWARDS SYSTEM
HEALTH AND SAFETY MEASURES

ZONG
It is the first International brand of China Mobile

being launched in Pakistan.

It is meant to empower and liberate the people
of Pakistan in every nook and corner of the country.
China Mobile Pakistan (ZONG) is a 100% subsidiary
of China Mobile.
So far CMPak has invested more than US$ 700
million in the telecom sector in Pakistan.
ZONG is having its operative roots in China and
Pakistan, so we can regard it as an international
telecom company.

Mission Statement

TO BE THE NUMBER
ONE CELLULAR
OPERATOR IN
PAKISTAN

Vision Statement

TO DELIVER THE BEST

NETWORK SERVICES
WITH VALUE ADDED
SERVICES THAT IS IN
REACH OF COMMON
PERSON

SWOT ANAYLYSIS
Strengths:

Backup support
Value-added services
Ever-increasing subscribers
Ever-increasing coverage area

Weaknesses:
Late entry into the market
Least count current subscribers
Low area coverage (so far)

Opportunities:
Covering such areas where others have not yet reached
Quality services to obtain customers loyalty
Lower tariffs

Threats:
Security threats to towers
Threat of competitor strategies for tariffs and packages

HR Department
Importance
10 Reasons HR Is Important to an Organization
Strategy
Compensation
Benefits
Safety
Liability
Training and Development
Employee Satisfaction
Recruitment
Selection
Compliance

Chief HRM
Officer
Director HRM

STRUCTUR
E OF HR

Senior HR
Manager
Regional HR
Manager
Assistant HR
Manager
Team Leader
Team

DEPARTMEN
T AT

ZONG

Human Resource

Management Process
Planning

Recruitment
& Downsizing

Training &
Development

Performance
Appraisals

Compensation
& Benefits

Safety and
Health

Selection

Orientation

Competent High-Performing
Workers

Human Resource
Planning
Making a Current
Assessment

Making a Future
Assessment

Designing a Future
Program

Job
Specificatio
n

Employm
ent
planning
&
forecasti
ng

Recruiti
ng:
Build a
pool of
candida
tes

Applican
ts
complet
e
applicati
on form

RECRUITMENT AND
SELECTION
PROCESS
Candida
te
become
s
employ
ee

Director or
department head
interview final
candidates to
make final
choices

Use
selectio
n tools;
tests to
screenout
applica
nts

Internal
Searches

Employme
nt
Agencies

School
Placement

Traditional
Recruiting
Sources

Advertisements

Employee
Referrals

Recruitment & Selection

Attracting the candidates to apply

for jobs in the organization.

Applicants may apply online to the
specific post.
HR data base is update after 6
months.
Recruitment in consultation with
officers and heads of specific
department.
Judged on the basis of knowledge,
skills, tests, experience and
references.

Recruitment & Selection

Screened CVs are than provided to

departments and they conduct

immediate interview with
departmental head or nominated
person.
After interview with specific
department selected candidates are
than forwarded to HR to conduct a
final interview with them.
Selected candidates are than
appointed for a probationary period.
After probation period 2 references

Recruitment & Selection

For employee personal file following

documents are required:

Interview Evaluation form,
Passport size Photos,
Any other special clause,
References, Copy of N.I.C.,
Copies of degree(s): Bachelors and above
only
copies of experience certificates
Employment letter is than given to selected
candidates and get signatures on its copy.

Employee Training
What deficiencies, if
any, do jobholders
have in terms of
skills, knowledge, or
abilities required to
exhibit the essential
and necessary job
behaviors?
What behaviors are
necessary for each
jobholder to
complete his or her
job duties?

Is there
a need for
training?

What are
the
Organizati
ons
Strategic
goals?
What
tasks must
be
Completed
to achieve
Organizati
onal goals?

Job
Rotation

Classroom
Lectures

Simulation
Exercises

Understudy
Assignments

Training
Methods

Films
and Videos

On Job
Training

Training & Development

Soft skill training to remove

personal distraction from job.

Conflict management training
People management training
Communication skills
Anger management
Time management training
Teamwork training etc

Training &
Development
Developmental programs are

arranged for long term beneficial

planning of organization.
To motivate human resource by
developing their personal skills.
The ZONG HR department develops
the employees career development
plans in which the HR department
predicts the next logical step for
their employees within five years.

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.

Process
Taking corrective
standards

Setting
performance
standards

Discussing
results
Comparing
standards

Communicating
standards

Measuring
standards

Performance Appraisal
Computerized performance appraisal

method;
December.

Performance Appraisal
Appraisal sheets

HR department
other department supervisors.
180 degree past and 360 degree
currently.

Disadvantages

Motivation
Two factors, intrinsic and extrinsic.
Intrinsic ; fast growing image of

ZONG.
Extrinsic ; attractive pay scale ; basic
facilities ; medical play

Rewards System
Strict; Employees are paid when they

are supposed to pay.

Other rewards ; performance based.
Determined ; organizational
membership and seniority.

Rewards System
Promotion ; Performance
PMO (Project management office)

introduces many club memberships,

game shows, lunch arrangement and
many more for employee to be
motivated, tenure.
Special achievement awards;

individual awards, team awards,

department awards and division
awards.

HEALTH AND SAFETY

MEASURES
Accident, 2-lac
First-aid
Pick and drop
Security premises, fire alarms.