Professional Documents
Culture Documents
ACKNOWLEDGEMENT
First of all, we would like to thank Almighty Allah for granting us the
wisdom and knowledge to do this project.
We express our sincere gratitude to our teacher Sir Syed Ali Abdullah
Mahboob who inculcated the basics of Staffing Management that guided
us all through our work.
ABSTRACT
TABLE OF CONTENTS
ACKNOWLEDGEMENT PAGE 01
ABSTRACT PAGE 02
INTRODUCTION PAGE 05
PAGE 18
CONCLUSION PAGE 27
RECOMMENDATIONS PAGE 28
INTRODUCTION
MISSION STATEMENT
MOBILINK'S VISION
MOBILINK'S VALUES
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:
Top Managers 75
Director 01
Vise President 04
Middle Managers 16
Line Managers 26
HIERARCHY OF HR DEPARTMENT
HRM DEPARTMENT
HR Mission Statement
“To lead the organization in enhancing its human capital and creating a
winning environment where everyone enjoys contributing to the best of
one’s ability.”
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 world’s 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.
HR DEPARTMENT 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
REWARDS SYSTEM
SALARY
Objectives:
Policy Guidelines:
The Company will pay salaries of the employees and all other amounts
due to them during office hours and on the job site as follows:
Upon termination of service (end of service), the employee will receive his
/ her salary within 15 working days up to the time of date of his / her last
working day.
Upon resignation, the employee will be paid his / her dues during a
maximum period of 15 working days from the date he / she left the job.
Salary Objective:
4. Ensure that salaries are competitive and in line with salary levels that
prevail in the industry.
Salary Outline:
The HR Department will analyze each job and assign a job code,
hire rate, minimum, mid and maximum point rate. (Salary
Structure)
Salary Scale:
Objective:
To ensure that each employee is given the starting salary of the title level
in which his / her position and experience fall. Also to ensure that
consideration is given to past experience and qualifications when setting
starting salaries
Factors to be put into consideration for setting salaries within the range
determined by the departmental Head & the HR department
The particular job level for which the job offer is being made
The candidate’s education, experience, qualifications as compared
to the minimum qualifications required by the job specification
and prevailing industry rates.
Recruits, transferees
Promotion and increments
Allowances, bonuses and incentives
Discipline
Review the all documents affecting salaries.
Besides there are other intrinsic and extrinsic awards that leads towards
one objective only and that is: To compensate employee sufficiently so
that he may be motivated and constitutes an integral part of Human
resource of organization.
Bonuses
Smart/Quality work
Exceptional performance in a project
Targets achievements
Special assignments
Medical care
Life insurance
Vacations
Relocation
Credit advance policy provident policy/advance against provident
fund and a capping of gratuity
Recreation
Club Policy Travel
Education assistance policy
Mobile phone
Business mobile phone policy
Official Blackberry Policy
Life insurance
Medical entitlement
Life insurance
Vacations
Relocation
Credit advance policy provident policy/advance against provident
fund and
gratuity
EOI
Recreation
Club Policy Travel
Education assistance policy
Mobile phone
Business mobile phone policy
Official Blackberry Policy
However, this policy is not that much followed strictly. Rewards are
mostly determined by the organizational membership and seniority rather
then by performance. Promotion is given on the basis of performance, as
well as tenure.
Promotions
Promotion Policies
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.
Mobilink faces much competition in the telecom industry so now they are
focusing on career Management of their employees in which they enable
the employees to better understand and develop their career skills and
interests and to use these skills and interests most effectively both within
the company and after they leave the firm. Career planning is the
deliberate process through which someone becomes aware of personal
skills, interests knowledge, motivation, and other characteristics;
acquires information about other opportunities and choices; identifies
career related goals and establishes action plans to attain specific goals.
As far as the practices are concerned, all the employees were reluctant to
talk about this during our interview. However, what we analyzed is that
career development is practiced but not that openly. Specially, in case if
some employee is considering of joining the competitor’s firm. If such is a
case then organization has discipline policies for that even.
MEASURES:
Proper First Aid Kit will be available at all Mobilink Offices including
remote locations.
CRITICAL REVIEW
Reward system at Mobilink is quite complicate. The reason for this is that
there are many intrinsic and extrinsic, direct and indirect, compensating
and non-compensating rewards. There is even a department that looks
after the motivational aspect of the employees. How motivation level of
employees can be kept to a level so that they can be more productive.
PMO (Project management office) introduces many club memberships,
game shows, lunch arrangement and many more for employee to be
motivated. Similarly, there are special achievement awards at each
individual level. Then there are even team awards, department awards
and division awards.
One thing to mention is criteria for rewards. As mentioned earlier in
policies, rewards are performance based. But this is true only in case of
achievement awards, group awards etc. If we observe basic pays and
increments then those are not performance based. Those are more of
tenure based. Mobilink does say that all rewards are performance based.
However, it is not the case in practice.
Well the answer is simple. Policies are going pretty well. Numerically, I
can say more than 90%. How? Well because these are being practices in
the same manner as was expected during the policy formulation time.
Moreover, see the results. Mobilink is considered to have the best HR in
Pakistan and they have retained this edge. So, it’s so obvious that all
overall policies are good and they are also being followed exactly the
same way as required to achieve organizational goals.
CONCLUSION
RECOMMENDATIONS
2. One thing we observed during our project was that employees were not
aware of the in depth policies. The main reason that we have 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.
4. The decision making is delegated to managers with goals set for each
term promotion, hiring and firing is virtually in the immediate boss’s
hand. This practice can cause disharmony among employees for power.
Team based structure (like the one at PMO) should be preferred in all
departments.
7. 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
“that’s 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.