Mobilink Final Presentation
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Transcript of Mobilink Final Presentation
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Sidra Safdar Jaffery
Sadaf Safdar Jafferi
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HRM MOBILINK
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Our project and its purpose
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Preview
Overview of organization
HRM practices implicated at Mobilink
Critical gaps between theory andpractice
Conclusion
Recommendations
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Why mobilink?
The reasons for selecting Mobilink are;
Multi-national firm
Well-developed HR department
Friendly environment
Co-operative employees
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Overview of the organization.
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To be the leading telecommunication services provider in Pakistan by
offering innovative communication solutions of our customers whileexceeding shareholder value and employee expectations
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Mission statement
To be the unmatchable mobile system of Communications in Pakistan thisprovides the best value to its customers, employees, business partners and
shareholders.
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Mission statement of HR department
To lead the organization in enhancing its human capital and creating a
winning environment where everyone enjoys contributing to the best of
ones ability.
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HR department sections.
Employee services
OD and effectiveness
Staffing and compensation
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HR practices at Mobilink.
Planning
Recruitment
Selection
Training & Development
Compensation
Performance Appraisal System Occupational Health and Safety
measures
Career Planning and Development
Research and Development
Reward Management
Employee Relations
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Our main focus..
Recruitment and selection.
Training and development.
Safety and health.
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Recruitment and selection.
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Sources for recruitment
Internal Advertisement.
Employment agencies
Job fairs
Campus recruiting
Internet recruiting Advertising
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Selection
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Selection
Computer based tests
Multiple choice questions
Job relevant knowledge
Traditional tests Intelligence tests
Physical ability tests
Employee referrals
Background investigation
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Critical gap b/w theory and practice!
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Training and development.
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Training
On a general basis the training done
in Mobilink can be divided into two
categories:
Soft skill training
Technical Training
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Training methods
All types of training methods are reviewed with
managers on monthly basis, most adopted are :
Orientation sessions
In-house training
Foreign Training Programs
Product training
job transfer/ rotation
Overseas training
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Critical gaps!
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Safety and health.
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Safety
Functions of Safety Committee
The functions of the SafetyCommittee are:
1. Development of policyrecommendations.
2. Encouraging safety efforts.
3. Proper enforcement of safetyneeds.
4. Frank and constructivediscussion on safety programs.
5. Cooperation with otherCompanies.
6. Training regarding safety.
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Promoting safety..
Evacuation drills
Handbooks
Email communication
Terrorist cover
Group life insurance policies
Accidental death insurance policies Employee old age benefit institution
Discrimination and harassmentpolicy
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Health
Hospitalization
Day surgery
Angiography
Angioplasty
In patient benefits
Critical diseases
Outdoor treatments
Vacations
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Hospitilization
Mobilink pay 100% of the premium for employees and dependents.
Hospital room charges for confinement Miscellaneous hospital services and supplies during confinement such
as:
Physicians or surgeons visits.
Prescription drugs
Prescribed Pathological and Radiological investigations
Prescribed ECGs, ETT, Echo, Angiographys, M.R.I, and CT Scan
Ultrasounds or any other diagnostic tests required.
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Continued
Blood Transfusions
Operating Theater charges
Anesthetists fees
Stitching material
Physiotherapy
Radiotherapy and Chemotherapy
Instruments required in thetreatment
Cutting operations
Diagnostic or therapeuticendoscope procedures
Posthospitalization medical care.
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Critical gaps!
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Recommendations & suggestions.
HR Department of Mobilink should provide rent
facility to all employees. HR Department should introduce an online system
in which employees must get complete informationabout their performances .
Pending processes should be on lined to facilitatethe employees.
HR Department should train the employees in such a
way that they could be able to face technicalchallenges.
There should be a proper platform for employees togive suggestions to improve the HR system of theorganization.
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Conclusion.
There is no doubt about the Company which is the pioneer in the telecomindustry in Pakistan and grooming with a tremendous growth rate.
However, due to high competition in Telecommunication sector the turnoverrate of employees is high; the employer should also focus on the externalhiring.
By this they will have a fleet of matured and professional people across theboard and even if they hire fresh graduates or internees they will polish themaccording to their requirements.
The point is you cannot hold the people for ever or buy their loyalty.
Second important thing is the Company should also focus on the CorporateSocial Responsibility Programs.
When the deficiencies will be overcome, the revenues will increase and there
wont be budget constraints.
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ANY QUESTION?