report of job analysis in telecommunication industry

Job Analysis In Telecommunication

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PROJECT REPORT OF

JOB ANALYSIS

IN TELECOMMUNICATION INDUSTRY

By

Zonash Ghaffar

MBA (B)

Roll# 41

REG NO: ag-2009-118

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ACKNOWLEDGMENT

All acclamation to Allah who has empowered and enabled me to accomplish the tasksuccessfully. First of all i would like to thank our Allah Almighty who really helps me in every problem during the project. I would like to express my sincere and humble gratitude to Almighty who’s Blessings, help and guidance has been a real source of all my achievements in life.

I would like to admit that I completed this project due to parents who pray for our success.

I also wish to express my appreciation to my supervisor “Sir SHAHID TUFAIL” who giving me valuable suggestions and support to prepare this report

Last but not the least I would like to thank all the management team of Warid, Mobilink, Ufone, Zong & Telenor for their cooperation in providing me the information.

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Introduction:

Jobs are dynamic and subject to change. Before people are assigned work, managers must examine jobs scientifically and describe the tasks needed clearly. This would be done though “Job Analysis”. This analysis “involves the identification and description of what is happening on the job, accurately and precisely identifying the required tasks, the knowledge and the skills necessary for performing them, and the conditions under which they must be performed now and in the future”. Good human resource management demands of both the employee and the employer a clear understanding of the duties and responsibilities to be performed on a job.

This project report is about “Job Analysis” that mainly focuses the outcomes of job analysis are Job description Job specification.

And the industry through which am conducting this project report is “Telecommunication industry” includes Warid Telenor Zong Mobilink Ufone& most of the all the designation I have selected is HUMAN RESOURCE MANAGER.

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RESEARCH METHODOLOGY

The research techniques that are adopted for the purpose of this study are as follows:

Primary Data Collection

Formal InterviewThe formal interview include people from management in telecommunication and their name are

Amjad Rasheed, regional Incharge Administration of MOBILINK

Mohammad Kamran Business Center Manager of WARID

Faisal Hamraz HR Officer of UFONE

Mohammad Abdullah Hameed Khan senior HR Officer of ZONG

Mohammad Amir sales Manager of TELENOR

Questionnaire

MPS (motivating potential score) that is formally filled by entire manager

Limitation

One of the major limitations while carrying out this research was the lack of cooperation on the part of the management in providing the data regarding the company and its policies.

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Job Description of HR ManagerIn Zong

Job Title: HR Manager

Reports to: Directors

Job directly supervised: Assistants & officers

Grade: 4-A

Purpose of the Job: Monitoring all the affairs related to recruitment, selection & manages staff of dept, Retain & motivates employees & pay full attention over what employees doing.

Duties & Responsibilities: Routine check over employee performance HR planning Benefits ,health & safety issues To Dealing with personnel and personal problems. Responsible Performance appraisal To plan and manage recruitment and selection of staff To plan and conduct new employee orientation To handle employee complaints, grievances and disputes performance appraisal To Develop, implement and evaluate policies Prepare & distribute payroll

Qualifications: MBA (HR)

Work experience: 6 years experience in HRM

Knowledge & Competencies: interpersonal relationship ability Ability to take decisions & work under pressure communication skills Ability to lead & motivate develop staff. persuasive ability

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Job Description of HR ManagerIn Ufone


Reports to: Head of department

Job directly supervised: Assistants & officers

Grade: A

Purpose of the Job: Coordinate HR functions & Retain employees. Develop and implement HR strategy & programs.

Duties & Responsibilities: To Recruit, train, supervise & evaluate department staff To Routine check over employee performance Performance appraisal Conduct new employee orientation Handle employee complaints, grievances and disputes Coordinate employee safety, welfare and wellness Responsible for Organization development HR budgeting and planning To Develop and terminate staff. Responsible for payroll To manage Benefits ,health & safety issues

Qualifications: MBA (HR) or MS in HRM

Work experience: max 4-5 years experience in Human Resource Management

Knowledge & Competencies: Ability to lead, motivate and develop staff. Knowledge of human resource programs and systems. Able to lead change processes. Excellent verbal and written communications skills. Ability to build a team environment, coaching skills

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Job Description of HR ManagerIn Mobilink


Reports to: Directors

Job directly supervised: Assistant managers & officers

Grade: M-1

Duties & Responsibilities: Hiring and firing Training & development Responsible for employee Performance appraisal & performance management Handle all conflicts Manage workforce diversity & culture Career development Review employee rules & regulations Prepare and distribute Payroll

Qualifications: MBA (HR)

Work experience: 3-5 years experience

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Job Description of HR Manager

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In Telenor


Reports to: Head of department

Job directly supervised: Assistants

Grade:

Duties & Responsibilities:

To Plan and manage recruitment and selection of staff Responsible for the Training & development of new and existing employees To Implement and monitor performance management system Responsible to mange Employee Benefits Review and update employee rules and regulations To Manage Discipline, develop and terminate staff. To Manage workforce diversity Develop & coordinate grievance and manage workplace disputes

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ANALYSIS

MPS&

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STANDARD JOB DESCRIPTION

1. Job Position / TitleHuman Resource Manager

2. Grade M1,4A,3.1,A

3. Department HRM

4. Jobs Directly SupervisedAssistants and Officers

5. Reporting ToDirectors or HOD

6. SubordinatesEmployment Officer and Performance

Officer

7. Purpose Of The JobTo manage day to day HR operations and to ensure maximum employee satisfaction through efficiency and effectiveness.Monitoring all the affairs related to recruitment, selection & retaining staff

8. Main Authorities AssignedAll decision about employment and their performance as to evaluate them and reviewing the whole procedure and using leading decision powers.

9. Job Specifications Qualifications: MBA (HR)

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Work experience: 5-6 years experience in HRM 10. Knowledge And Competencies: interpersonal relationship ability Ability to take decisions / communication leadership & coaching skills persuasive ability Ability to lead, motivate and develop staff Knowledge of human resource program and system Able to lead change processes & team player Work well under pressure

10. Duties & responsibilities

Recruit, train, supervise & evaluate department staff Routine check over employee performance To Handle employee complaints, grievances and disputes Coordinate employee safety, welfare and wellness Responsible for Organization development To manage HR budgeting and planning Review and update employee rules and regulations To Develop, implement and evaluate policies Payroll management To manage Benefits ,health & safety issues To Deal with personnel and personal problems. Manage workforce diversity & culture Leave management Plan and conduct Training & development for new and existing employees Supervising the HR Operations team by setting objectives & conducting appraisals Responsible for Salary & Fund Transfers Management of Outsourced Employees salary processing, hiring approvals,

terminations etc

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Motivation potential score (MPS)

1. MPS of Warid(Task identity + task significance + skill variety) Autonomy x Feed back

3

= (4+ 5+3) 5*6 = 120 3

2. MPS of Mobilink(Task identity + task significance + skill variety) Autonomy x Feed back

3

= (3+ 5+4) 4*5 = 80 3

3. MPS of Ufone(Task identity + task significance + skill variety) Autonomy x Feed back

3

= (5+ 6+4) 5*5 = 125 3

4. MPS of Telenor(Task identity + task significance + skill variety) Autonomy x Feed back

3

= (3+ 5+4) 4*4 = 64 3

5. MPS of Zong(Task identity + task significance + skill variety) Autonomy x Feed back

3

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= (4+ 5+4) 6*5 = 130 3

Average MPS of 5 samples

Average = 120+80+125+64+130 5=103.8

Conclusion

This project has given me a realistic view of how Human Resource practices are followed in any organization. By completing this survey I came to conclude that Job Analysis is very important for HRM department. It also depicts the job worth i.e. measurable effectiveness of the job and contribution of job to the organization. Job analysis concentrates on what job holders are expected to do. The purposes of job analysis are to define Job Description & job specification.

In Telecommunication industry e.g. Warid, Telenor, Ufone, and Zong & Mobilink all HRM departments gives a lot of importance to Job Description & Job specification. But every industry has their own format of J.D. As far as the designation concerned HR Manager Duties & responsibilities are very much similar in these industries. The basic difference occurs in Job specification because every industry has their own requirement or set of rules and on the basis of that they set standard of their J.D.

For this report I collect data through MPS questionnaire & formal interviews. Motivating potential score describe the Motivation level of employee at their designation whether employees

are motivated or de-motivated from their jobs. MPS of Warid=120 MPS of Telenor=64 MPS of Ufone=125 MPS of Zong=130 MPS of Mobilink=80 Average MPS=103.8

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This graph shows that ufone, warid & zong are above the average score of MPS and they are getting motivated with their jobs & satisfied as well but telenor & Mobilink are below the average score of MPS that shows their low motivation in their jobs & they are not much satisfied with their jobs.

Learning Outcomes“Warid, Zong, Mobilink, Telenor and Ufone have very strong HR departments and make maximum contribution to provide me guidance”& they perform job analysis effectively. That is the reason I didn’t found much discrepancies in what management says, what policies state But There are some minor discrepancies but they are adjustable with little effort. Such as Job description is very confidential document so industries make it very confidential

& don’t share all the information. Job analysis is very important because directly outcomes of job analysis are job description

and job specification. Job description identifies what must be performed, how it will be performed, where it is to be

performed and who will perform it. Enhance job satisfaction and provide greater scheduling flexibility for the employee Increase employee empowerment Job Description can help in performance review Now a day’s qualitative job description convert into quantitative job description in order to

reduce biasness (implementation done in Warid & Ufone) No proper job Description, it will lead to confusion It helps in designing proper wage policies and rewards. Job Description guiding newly hired employees in what they are specifically expected to do

and providing a platform for appraisal. JD indicate the nature and purpose of the job JD should be brief, factual and precise The reporting relationships must be clearly stated that will help to guide new employee While designing Job Description HR manager should take care of organizational

requirements. Job Description describe the worth of a Job that how much a job contributes to an

organization Job description describes the skills required to perform a job. Enhance job satisfaction JD helps employee to understand their reporting relationship JD helps employee to know about their particular targets HR manager is responsible for the designing and implementation of JOB Description.

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As far as the designation concerned HR Manager Duties & responsibilities are very much similar in these industries. The basic difference occurs in Job specification because every industry has their own requirement or set of rules and on the basis of that they set standard of their J.D.

Workplace safety, employee absenteeism and health issues are also addressed by the human resources manager.

human resources manager is key in providing employee supervision and evaluations, retaining employees, as well as firing employees that are not meeting standards.

According to me the best job description did not limit employee infact it strech their experiences, grow their skills & develop abilities to contribute with in organization.

Recommendation

Interdepartmental communication I recommend that industry should focus on their interdepartmental communication so that all departments & its employees are well known about all the updates & information Right person should be at right place They should also give preference to fresh people for the managerial jobs Time management

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report of job analysis in telecommunication industry

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