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
Mission Statement
TO BE THE NUMBER
ONE CELLULAR
OPERATOR IN
PAKISTAN
Vision Statement
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
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
Developmental programs are
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
Rewards System
Promotion ; Performance
PMO (Project management office)