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FINAL PROJECT
STRATEGIC HUMAN RESOURCE
MANAGEMENT
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TEAM
ZOBIA ARSHADSYED SANEEM MUSTAFA
ZORAIZ FAZAL
FLOW OF PRESENTATION
Recruitment
Training/Development
Compensation &Benefits
PerformanceManagement
OrientationSelection
ST.HRMST.HRM
MOBILINK GSMSTRATEGIC HUMAN RESOURCE MANAGEMENT
INTRODUCTION
Mobilink GSM a subsidiary of Orascom Telecom.
Started its operations in 1994, in Pakistan’s and became the leading cellular company of pakistan
Mobilink maintains market leadership through cutting-edge, integrated technology, and the largest portfolio of value added services in pakistan
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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.”
RECRUITMENT AT MOBILINK
Objective of Mobilink is to hire the best people that Fit to organization’s culture.
Mobilink has a very well defined and structured department:
44 HR professionals currently working at Mobilink .
10 are managers.
RECRUITMENT AT MOBILINK
Internal RecruitmentInternal candidates must be completed one year of
service.Selected candidates will start the job after getting
clearance.Spouse of an existing employee will not work for
direct competition.
CONDITIONS
Online registrationPsychometric TestsTwo Reference checks
Note:
If suitable person is not available go
for external hiring
EXTERNAL RECRUITMENT
Conditions:No candidate under the age of eighteen will be
considered.To avoid conflict of interest, hiring of close relations
will not be encouraged.Human Resources will advise Department Heads on
salary ranges.
SHORTLIST THE APPLICATIONS
Quality of early schoolingGrade obtainedExtra Curricular activitiesAgeTarget UniversityRelevant experience
RECRUITMENT METHOD AT MOBILINK
Internally or externally
Media advertising
Recruiting on Internet
Outsourcing to staffing agencies
MEDIA ADVERTISING
Hired the services of many advertising agency, to propagate their service web designers as texel, velocity
and symetry T.V jang magazine.
Outsourcing to staffing agencies
Such as career burg.HR Pakistan etc
Abacuscareers
RECRUITING ON INTERNET
www. jobs.mobilinkgsm.comRozee.pkalahadrecruitmentgroup.pk.linkedin.com
Internally or externally recruitingWord of mouth help to draw all
appropriate contacts they have.
SELECTION PROCESS
InterviewTesting:
Psychometric TestingCompetency Profiling
Design & Conduct AssessmentScreening Process Job OfferAppointment
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ORIENTATION
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PURPOSE OF ORIENTATION
It conveys three types of information:1. General information about daily work
routine.2. Review of organization’s history ,purpose
operations, and products or services and contribution of employee’s job to the organization’s needs.
3. Presentation of organization’s policies, work rules and employee benefit.
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ORIENTATION OF NEW EMPLOYEES IN MOBILINK GSM
Objective is to inform all new employees with the basic structure and rules of Mobilink.
Orientation CD regarding PMCL, Organizational charts.
With the first week of the employment employee go through Department orientation .
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CONT…
Within 30 days of employment all new employees attend a formal orientation program which includes:
1. Nature of business
2. History-philosophy and structure of company
3. Structure chain command within the company
4. Company benefit plans
5. Layout and facilities offered by the company .
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TRAINING & DEVELOPMENT
A process designed to maintain or improve current job performance.
Most training is directed at upgrading and improving an employee’s abilities or skills.
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TRAINING IN MOBILINK GSM
The purpose of training is to upgrade the capabilities and efficiency of all those employees and prepare them for more responsible positions in future.
Provide employees with greater opportunity to grow and succeed with in the company.
To strengthen management and professional teams at all organizational levels.
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DEVELOPMENT
The human resource department conducts a meeting with department heads at the end of the training program.
The purpose of this meting is to focus on the individual discipline and performance during the training program.
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CONT…Then on the basis of their performance they
give them advance jobs.
They fill every position vacancy with the best qualified person obtained.
They prefer their own employees and go outside only when fully qualified person is not obtainable.
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Performance Management
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STRATEGIC CHOICES
How systems will be usedWho evaluate?What to evaluate?How to evaluate?Measure of evaluate
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HOW SYSTEMS WILL BE USED
Performance management will be used:
To Identify training and development need.
To Motivate employees in improving their
performance.
In human resource planning.
To compensate and provide benefits.
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WHO EVALUATES
Mobilink uses 360 degree feedback system
Obtaining information from Boss, Peers, Internal
customers and External customers.
Time consuming and cost consuming.
It require lot of paper work.
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CONT…
Financial burden to organization.
Assessment is based on qualitative data.
It doesn't ensure observable and quantifiable format.
It require clear and specific goals.
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WHAT TO EVALUATE?
Mobilink evaluate employee
20% on traits
80% on performance
Too much depend on performance and outcomes.
some goals are unattainable and ignore critical
areas of performance
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CONT…
At least 50% evaluation should on behavior
Evaluating trait is subjective and difficult to defend.
50, 40 and 10 should be the ratio of behavior,
outcomes and trait evaluations respectively.
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HOW TO EVALUATE?
Mobilink uses absolute evaluation system.
It evaluates employee independently on basis of his
or her performance.
It motivate employees
But difficult to measure in group tasks
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MEANS OF EVALUATION
Objective based performance measurement Employees are involved in decision making
and setting goals.
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REWARDS SYSTEM
There is a list of policies regarding the reward system at Mobilink.
It offers both kinds of rewards: Intrinsic Extrinsic
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SALARY
salaries subject for review in January of each calendar year in the light of merit and inflation.
Attract & retain the services of competent qualified employees.
Provide fair and equitable compensation to each employee.
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CONT…Provide annual performance appraisal for
employees to improve their job.
performance and to encourage them.
Ensure that salaries are competitive and in line with salary levels that prevail in the industry.
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SETTING STARTING SALARIES
OBJECTIVE To ensure that each employee is given the
starting salary of the title level in which his / her position and experience fall.
To ensure that consideration is given to past experience and qualifications.
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FACTORS IN SETTING SALARY
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.
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Practices on Reward systems at Mobilink
Policies regarding the reward systems are practiced quite strictly.
Other rewards are also fast but they are mostly tenure based rather than performance based.
In policies it is mentioned that the rewards are totally performance based.
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CONT…
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.
Basic pays and increments then those are not performance based.
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