human resourse development of ufone

1University of Sargodha

University of Sargodha 2

Group Members

Hafiz Muhammad Atif 11-028

Tayyab Ali 11-037

University of Sargodha

Introduction

• Pakistan Telecommunication Company Limited (PTCL) that started its operations in January 2001 under the brand name ‘Ufone’. As a result of PTCL’s privatization, Ufone became a part of the Emirates Telecommunication Corporation Group (Etisalat) in 2006.


http://www.ptcl.com.pk/

http://www.etisalat.ae/

Vision Statement

To be the leading telecommunication service provided in Pakistan by offering innovative communication solutions for our customers while exceeding shareholders value & employee expectations.


MISSION STATEMENT

• To be the best cellular option for U.


Management hierarchy of ufone

7K

University of Sargodha

STRUCTURE OF THE ORGANIZATION

In general the whole setup is “Centralized”

At department level the structure is “Decentralized”

8University of Sargodha

Recruitment Process

1. We have got your application

2. We are looking at your profile against a relevant position

3. Initial Screening & Assessments

4. Sharing your profile with the hiring function


Cont.,

5. The Interview

6. Turnaround Time

7. Selection, Offer & Joining• Method of Recruitment

– Internal Recruitment (department-to-Department)

– External Recruitment (Through website)


Human Resource Department

Selection Process of short listing only the qualified candidates who are fit for

the job. Ufone has this policy of not mentioning the name of the company in

a job advertisement. Usually hiring takes place through outsourcing with a help of a third

party. Ufone mostly hires employees through Pioneer Services Sydiat Haider Associates.


Human Resource Department

Selection Final selection takes place after the candidate has been

interviewed by the Manager On the joining day, the employee has to submit the

following documents to the HR Department: Joining Report Copies of educational and professional

degrees/certificates Reference Letter Three copies of recent passport size photographs


COMPENSATION• Ufone is a performance oriented organization so they

compensate their employees on the basis of their performance they implement merit pay programs.

• And the Ufone also adopted the Competitive approach for compensation(other organization)

• Compensation strategies are usually market based and is linked with the performance with a greater emphasis on variable pay. Salary adjustment is based on the performance, market movement and COLA.


Levels of Ufone Hierarchy and Their Grades:

GRADES• Further Ufone has developed some grades for employees.• A----------------H

(A mim &H mix)


TOTAL COMPENSATION:

CORE COMPENSATION• It is the amount which employee gets for performing their job.• Current base pay• job based structure, and compensate its employees for the work they have

done, for their tasks and duties they performed, their work content, behavior and for their responsibilities. To develop this structure, Ufone conducts some surveys, to compete with others in the same industry.

• Work Analysis• Evaluation • Market trends and surveys • Employee J.D• Policy Lines


MONETORY COMPESATION:

• Minimum scale starts from 25000 Maximum C.E.O (Not disclosed by the organization)

• Minimum wage: • “Drivers” is Rs.7000 • “Tea Boys” it is Rs.6500• Administrative Staff like HR, Finance,• Marketing, and Engineering etc • it is Rs 25000.


Non monetary compensation

Assistant Manager Level:• 10,000 Car allowance + 180 Liter’s petrol / Month• Manager level:• 10,000 Car allowance + Car + 180 Liter’s petrol / Month+ Blackberry

Senior Manager:• Islamabad Club Membership + BMW Car + House + Foreign Tours

Grade A 500 minutes + 500 Rs mobile usage. Same like this all other benefits.

After every Two years Ufone give the amount of Rs 6000 to lower level employees if they want to purchase a new mobile and this limit increases as grade increases. At each stage the amount is different.• Medical Allowance:• 1 gross salary per year is given to each employee; half is given in mid of the year and

remaining half will be given at the end of the year.• Health Insurance:

• Like all other cellular companies Ufone also provides health insurance policy to its

employees.


Loan Insurance: • At Ufone loan insurance policy is also provided to their employees

through banks.

Leaves:• 20 holidays• 7 Casual and 10 sick leaves are given to each employee at all

level.

Food Expense:• Company pays 60% of the expense came over the food while 40%

has to be paid by the employees.

Expense Claim:

Medical Claim:

Mobile deduction Claim:


INTRINSTIC REWARD

Recognition of The work:On Jan 29 (anniversary of Ufone).Employees who is working in Ufone for seven years or more than seven years gets Cash Rewards, Trophy, badges and other things.

Retirement benefits• Provident fund• Gratuity fund

Provident Fund:

SALARY SURVEYS

(Research firms and personally)


Performance method use by Ufone

• In UFONE, performance of an employee is appraises twice a year. Once in June while other in December. In the form there are three sections. There are total 500 points from which an employee gets.

• Performance appraisal form has three sub-sections;

Step 1: Section A• In this section of form employee is evaluated for what he has

achieved during the year called “appraisal by objective” (ABO).This form contains all the marks for those objectives which are set and how much is achieved in percentage. It has 80% weight.

Step 2: Section B• In “B” section of form employee is evaluated for personality

attributes which has 20 % weight.


• Personality Attributes:• Initiative• Problem solving• Planning and organization• Leader ship skills and dependability• Cooperation(internal& external relations)

Step 3: Section C• This section identify need for employee development called

“DEVELOPMENT NEEDS”• Weight Criteria:• ABO contains 80% weight and Personality Attributes contains

20% weight.• Results (ABO) = 80%• Behaviors (PA) = 20%• Total = 100%


Rating Criteria:• 5) Exceptional• 4) Highly effective• 3) Effective• 1) Improvement required • Total marks = 500• Best> 400• Good>300• Average>250

REWARDS RELATED TO PERFORMANCE• There is also a reward related to performance of the employees. For

“Customer Facilitation Agents” there 50% of base pay is based on their performance which is assessing every month by their managers. For other employees like in administration, engineering, finance, marketing, etc their performance is assessed after every six months and they get increased Rs.5000 in their salary as a reward. In each case employee have to show consistent performance to win reward next time.


CAREER planning• Career planning should be define by replacement chart,

hrm proper plane career of every employee for example CRS should be appoint as a regional manager. they offer some programmer for employees career like

• Graduates and students• Summer internship,

ACCA / CIMA Internships

• On the base of performance internee should be appointed on permanent biases.

• Experienced Professional


Career Management workshop• . The purpose of these workshops is to polish student

skills, and to groom them for exploring their career potentials adequately.

• Our Career Management Workshops are student-centric, and provide information on the variations of the hiring process, key sourcing areas for companies, the long and short-term strategies for your job hunt, and how you can position yourself adequately to uncover a maximum number of job opportunities


Career intervention• Career intervention activities perform by senior

management who supervise the employees. Career intervention is done on the base of

• Work, idea sharing, advising, career counseling, career interest ,Assessment, career library/career resource center .Career intervention is done as a job coaching, job placement youth apprentership.Basic purpose of career intervention is identifying the right skill, right inner quality, talent and divert in right path.


Career Anchor• Career anchoring of Ufone should be done by senior

staff they monitor the employee competencies and self-represent skill, career anchoring done form join to the retirement stage some time they trained their employees by artificial environment create to learn those basic skill that cope to efficiency, Ufone hire some person which done activity related to career.

• They identify employee and recognize their weakness and strong point they guide him by different methods. Career anchoring done for employee to polish his skill and inner quality

• Autonomy specialization motivation to perform, security, pure challenge, life style balance, relationship management


Areas of improvement

• Network problem(voice)• Owned by Govt. sector.• Less coverage in the rural areas.• Highly formalized structure.

• Less management style• Less network coverage compression

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human resourse development of ufone

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