GROUP MEMBERS

Muhammad Hamail
Muhammad Yousaf
Muhammad Tuseef
Muhammad Farooq
Ammanatullah

PRESENTATION
LAYOUT

Company Introduction (mission and Vision)

Organizational Structure
Human Resource Management
Human Resource Functions
Recommendation
Conclusion

INTRODUCTION
Pakistan Telecom Mobile Limited (PTML) is
a wholly owned subsidiary of Pakistan
Telecommunication Corporation Limited
(PTCL) that started its operations in
January 2001 under the brand name
Ufone.
As a result of PTCLs privatization 26% of
company shares along Ufone became
part of the Emirates Telecommunication
Corporation Group (Etisalat) in 2006.

INTRODUCTION
cont

Ufone has network coverage in 10,000

locations and present across all major
highways of Pakistan.
Ufone currently caters for International
Roaming to more than 288 live operators
in more than 160 countries.
Ufone also offers Pakistans largest GPRS &
blackberry Roaming coverage available
with more than 200 Live Operators across
122 countries.

INTRODUCTION cont
It is currently owned by Etisalat with the
customer base of more than 20.5 million
subscribers which is tripled from last fiscal
year
Total current investment of over $350
Million, including a recent contract of $161
Million for expansion & capacity building
Currently, with a market share of over 24%
.

INTRODUCTION

cont

More recently, Ufone has become a

focused and intensive leader in VAS,
constantly introducing innovative services,
which have been the first of their kind in
the Pakistani cellular industry.
As the world of telecommunications
advances, Ufone promises its customers
to stay ahead, developing and evolving, to
go beyond their expectations, because at
Ufone, its all about U.

MISSION STATEMENT
To be the best cellular option
available for U

Vision Statement
To be the quality cellular service provider of
choice, using sound business practices
while enhancing the quality of life of the
community and providing a strong return
for our stakeholder

Ufone Objectives

To be Affordable
Best Coverage throughout Pakistan
Advanced & innovative service
Best employment option for peoples

Organizational Structure
Geographical division:
North
Central
South

Departmental
Division

Marketing Department
Finance Department
Human Resource Department
Customer Care Department
Information System Department
Engineering Department
Quality Assurance
Information Technology

nizational

Structure con
Board Of Directors
CEO
Project Director

Marketing
&
Sales

Customer
Care

HR
&
Admin

Information
System

Information
technology

Finance

Quality
Assurance

Engineering

ational

Structure Analysis

Hybrid Organizational Structure.

Formal Control on every one.
Decentralization.
Chain of Command.

Human Resource
Management

Human capital act as nerves system of the

organization.
Their people are their greatest asset

with special Reference to human resource

management (HRM) our main focus was remained
on how the human capital at ufone is being:
Recruited.
Selected.
Utilized.
Compensated.
Evaluated & Trained to achieve company goals.

Human Resource
HR
Management
con..
M

Compensation &
Benefit plan is
developed to
ensures
employees
motivation.
They Believe to
Train & Develop
employees

Clearly defined
Recruitment &
Selection Policy

Staff of Ufone
consists of world
class Professionals

Collaborative and
mutually
supportive work
environment

Team of
professionals for
Expertise &
Collaboration

Performance
Management and
Reward System

HR Internal
Departmental Division
HR
Department

Training
&
Developm
ent

HR
Operation
s

Outsourc
e
Operatio
n

Human Capital

at

Ufone

1700 permanent employees as well as more than

2500 contractual employees working nationwide
Ufone Complies with equal employment
opportunity organization. Almost 70% of its
employees are male and 30% are female.
Predefined job description
Annual and Six month Performance Apraisals
Average age of Ufone employee is 32 years
Average Salary is 15000
HRIS

Functions

of

hrm

Human Resource
Function
Primary Functions:
Staffing:
Job analysis
Human resource planning
Recruitment & selection

Training and Development

Organization development
Career development
Performance Appraisals

Compensation management
Monetary Benefits
Non monetary Benefits

Safety & Health

Human Resource

Function

con..

Secondary functions:
Interaction of Human Resource
Research & Development in HR

Implementation of
HR

HR department at ufone is very much

involved in
Analyzing,
managing,
evaluating and improving performance of
employees
keep complete check on human capital to
get the things done

Sta
ffing

Job Analysis:
Job analysis is systematic exploration of activities
within a job. It is a technical procedure used to
define
the
duties,
responsibilities,
and
accountabilities of job.
Experts
do
Job
Analysis
after
acquiring
information from candidates through interviews
through form
At ufone pay packages, compensations, job
descriptions, job specifications, job evaluation are
made on the bases of Job Analysis

Job Analysis at ufone

Following steps are taken:
Obtain Documentary information such as
procedure manuals and written instruction.
Ask about more general aspect such as the job
purposes, main activities.
Ask the jobholders about the job.
Observe the job holders to see what they actually
do.(vidual techniques)

Information Collected
in Job Analysis
Work activities
Worker-oriented activities
Machines, tools, equipment, and work
aids used
Job-related tangibles and intangibles
Work performance
Job content
Personal requirements for the job

Why Ufone conducts J.

A:

the right person for the right job at the

right time
Reduced Chances of Wrong Hiring
Knowing Who Does What
Major duties or activities required
Conditions under which the job is
performed

Job Analysis Procedure:

Direct Observations
Interviews
Questioners

Job Specification
All the prerequisites of job are defined:
Qualification required for a job
Skill required for a job
Experience required for a job

Job Description
Human Resource Division analyzes each
job and its required out comes. Job
analysis is done by analyzing the past
experience and emerging trends.
Ufone holds documents about terms,
duties responsibilities about each job

Human Resource Planning

Actual Need Analysis
Supply Inside Candidates
Supply Outside Candidates
At ufone Supply inside is Prefer and
Position
Replacement
Charts
are
Maintained to find out right person on
right job

Need Analysis
At ufone human resource need is analyzed on the
bases of following points:
How type of person we need?
How much organization can spend on that
particular person for particular job?
What type of job knowledge and skills needed for
particular position?
What kind of methods will be used for performing
job analysis for particular position?
What level of employee we needed (corporate,
business or functional)?

Supply Inside
Candidates

Sources of Supply inside candidates:

Promotion
Rehiring
Job posting
Succession planning

Supply Outside
C
andidates

Referral hiring
Internet
Advertisements
HRIMS
Employments Agencies
Out sourcing (Dencom)
College Recruitment
Head Hunters (for top level management)

Recruitment &
Selection

Qualified professionals from outside

have been hired
Many benefits are provided but
Employee Retention is quite low due
to heavy Burdon of their job
Low Flexibility In Performance
Thats why ufone HR department is
continually engage in recruitment &
slection Procedure

Recruitment At

Ufone

Generating Recruitment Pool:

Internal Recruitment
External Recruitment

Direct applicants
Referrals
Advertisements (ever media, Interflow)
Private Employment Agencies
Out sourcing (DENCOM, lower management)
Electronic Recruitment

Scheduling Interview
First interview
Second interview
Third Interview

RECRUITMENT
UFONE

AT

Recruitment is done in Ufone include

both:
Internal Recruitment
External Recruitment

INTERNAL
RECRUITMENT
In the case of internal recruitment people
from within the organization are promoted
to fill the vacant vacancy. The HR
department and the relevant department
in which the vacancy exists, analyze
whether there an employee within the
organization exists, who most
appropriately meets the requirements of
the particular vacancy

INTERNAL

RECRUITMENT

Promotion
Job posting for any vacant position
Rehiring

RECRUITMENT AT
UFONE

EXTERNAL RECRUITMENT
Employment agencies
Referrals
Advertising via Internet (careers @
Ufone)
Direct Applicants
Outsourcing
Inventory management system

RECRUITMENT
UFONE
Apply Online

AT

SELECTION
Ufone take into consideration the following
factors during selection process:

Education
Experience (related to work)
Performance in the previous work
Domain knowledge
Abilities

SELECTION PROCESS
1.
2.
3.
4.
5.
6.

Screening aplications
Employment Test
Employment Interview
Job Offer
Medical Test
Reference checks

TRAINING & DEVELOPMENT

TRAINING & DEVELOPMENT

ORIENTATION OF EMPLOYEE:
At Ufone orientation plan covers the following points:
Visits to different departments of the company
Companys Policies, Rules and Regulations

TRAINING & DEVELOPMENT

TRAINING METHODS
Two types of trainings are conducted at Ufone:
On-the-job Training
Coaching and understudy
Off-the-job Training

PERFORMANCE APPRAISAL
Appraisal Method:
Management by Objective (MBO)
Ufone philosophy
Impact is no longer about
counting heads;
its about making each Head count

PERFORMANCE APPRAISAL
FEEDBACK
360-Degree feedback is conducted. It not
only contains opinion from the immediate
supervisor and subordinates but also from
customers and manufactures.

COMPENSATION

STRATEGIC PAY PLANS

Direct financial payments

Salaries
Incentives
Commissions
Bonuses
Rewards

STRATEGIC PAY PLANS

In-Direct payments

Medical allowances/ hospitalization

Conveyance allowances
Vacations
Education allowances
Pension Plans

BENEFITS AND SERVICES

EMPLOYEES MOTIVATION
Employees are motivated at Ufone by
conducting events such as
Annual employee day
Birthday celebration

BENEFITS AND SERVICES

Flexible Benefits Program

Cafeteria
Gym
TV lounge
Sports club
Exertion trip

BENEFITS AND SERVICES

Retirement Benefits
Age of 55 60 years
Provident fund
Gratuity

RECOMANDATIONS

RECOMMENDATIONS

Decentralization
Enterprise resource planning (ERP)
Job rotation
Manage employees turnover
Improve pay structure
Overtime compensation

Thank U

Now its all about you

if you have any
questions
say it
all