Ufone Compensation Structure Development

8/6/2019 Ufone Compensation Structure Development

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UFONE COMPENSATION STRUCTURE DEVELOPMENT

EXECUTIVE SUMMARY

This project has been undertaken in order to highlight the Human Resource Practices of

Ufone. Its all about YOU its all about Ufone, a company very highly spoken of these days. A

company paying more attention to its customers delights rather then the customers

satisfaction. Ufone is a company starting from scratch and has shown utmost performance in

the last seven years. Ufone owes its success to its employees believing that providing

employees with job satisfaction motivates them to work hard and provide better results.

Company Introduction

Ufone PTML is a wholly owned subsidiary of PTCL established to operate cellular telephony.

The company commenced its operations, under the brand name of Ufone, from Islamabad on

January 29, 2001

During the year, as a consequence of PTCLs privatization, 26% of its shares were acquired by

Emirates Telecommunication Corporation (Etisalat). Being part of PTCL, the management of

Ufone has also been handed over to Etisalat. During the year July 2005 to June 2006, Ufone

continued on the path to success. The Company further expanded its coverage and has added

new cities and highways. Ufone has network coverage in more than 3475 locations and across

all major highways of the country.

Ufone currently caters for International Roaming to more than 200 live operators across 121

countries and introduced International roaming facility for Prepaid subscribers in Saudi Arabia,

United Kingdom, United Arab Emirates, Singapore, Portugal, Thailand, Cyprus, Bangladesh,



Uzbekistan, Tunisia and Kuwait with lowest rates, featuring no security deposit and activation

charges. GPRS Roaming facility is available with more than 100 Live Operators across 80

countries.

Mission Statement

To become the best cellular communication option available in the country for u.

Vision Statement

In order to evolve with our customers and to keep pace with your needs, we rejuvenated

and revamped our image by changing our visual identity. At Ufone we understand the value of

words and the need to communicate effectively and efficiently at all levels of society, which is

why our primary focus is on U, our valued customers bring strength to our company.

With a fresher look than is accepted and appreciated across the board by people of all ages, we

aim to connect with you and provide you state of the art services. No matter who you are,

where you are, what you want to say, how you want to say it or how you feel, you are our

focus. Because at Ufone, its all about U,

Services line of Ufone

There are two basic products of Ufone Ufone Prepaid and Ufone Post pay. Both of these

products are available at their franchise for public.

F Prepaid

F Post paid

COMPANY ANALYSES



Structure of Ufone

When a company wants to compete in innovation, it needs to maximize flexibility. Flexibility

is maximized by aggregating work into larger, holistic pieces that are executed by teams of

higher wages, high skilled workers. Giving the units their own support systems and decision-

making authority to take advantage of local opportunities in regional or specialized product

markets also enhances flexibility.

(click on the following image to enlarge)



Keeping in view of all these factors the structure of Ufone is designed i.e. the overall Structure of the

Ufone is Divisional (More flexible and innovative). Mainly Ufone has four regions and within those

regions the structure is functional .The decision making authority is centralized at the top but within the

regions it is decentralized i.e. regional heads have to inform top management before making any

decision.

Division of branches geographically (Location)

This is what Ufone looks from the organizational hierarchy point of view. There are eight different

departments each headed by a Project Director. They report directly to the CEO. There are four BU

(Business Unit) each Project Director is responsible for these eight divisions. BUs are divided

geographically into three divisions

F BU North (Peshawar to Jehlum) Islamabad (Head Office)

F BU Central-1 (Gujranwala till Sialkot)

F BU Central-2 (Multan till Rahim Yar Khan)

F BUM South (Sindh and Balochistan)

Departmental Division

In order to give a jump-start to the company, a comprehensive initiation plan has been made along with

aggressive customer acquisition, care and retention strategies. Ufone has the best integration of eight

departments each project director.

F Engineering

F Administration

F Business Analysis

F Marketing & Sales

F Customer Care



F Human Resource

F Finance

F Information Technology

Provision of quality service to the customers is of utmost importance for the progress of any service-

based company. At Ufone the management is mindful of the same and has been constantly endeavoring

to enhance the existing facilities. Therefore operations at Ufone are all planned and carried out in such a

way so as to maximize operational efficiency, customer satisfaction and employees motivation.

Although it is the subsidiary of the Pakistan Telecom Company Limited (PTCL), Ufone carries out its

operations autonomously under the license of Pakistan Telecom Mobiles Limited (PTML). The company

head office is established in Islamabad (F-7 Markaz), which serves as the center for all its strategic

activities.

Human Resource Department at Ufone

UFONE considers their employees to be the asset of the company, so in order to retain their employees

following practices are followed in the company.

HR PRACTICES

F Recruitment and selection

F Orientation

F Training and development

F Compensation and Benefits

F Performance Appraisal



WORK FORCE

HR at UFONE is divided into the following two major categories

Permanent Employees (1500-2000 Approximately)

Outsourced Employees (2000 Approximately)

Permanent employees

HR Permanent employees are further divided into following two categories.

Operation

Training and Development

Operational Department

It covers all the areas including hiring recruitment, selection and payroll etc. HR operation team

manages all the employee activities gathers all the information and make use of it for further processes.

Training and Development

HR team of training and development make a performance evaluation of all the employees and the see

where the gap occurs between the actual performance and the desired performance. Then training is

designed for area which needs to be improved. On the job and off the job both the trainings are given

according to the need of the employee.

Employee Benefit & Compensation

F Training & Development



F Employee Motivation

F Retention of Employees

F Career Planning/ Succession Planning

F Employee Relations/ Communication

F Employee Awards

F Employee Events Management

F Medical & Life Insurance

COMPENSATION AND BENEFITS

Ufone follow the performance base pay structure and pay for their performance and work output.

Compensation

The total returns which an employee gets against his or her work.

It maybe:

Employee Health Plans

Employee Insurance

Employee Leave

Employee Retirement Income Security Act

Executive Compensation

Maternity & Paternity Benefits

Pension & Retirement Plans

Wages & Salaries

Workplace Programs

Compensation strategies are usually market based and is linked with the performance with a greater



emphasis on variable pay. Salary adjustment is based on the performance, market movement and

internal/ external equity adjustment. Revision of compensation is based on total pay and monetization

of benefits.

Levels of Ufone:

Hierarchy

C.E.O

V.P

G.M

Senior Manager

Manager

Assistant Manager

Senior Executive

Permanent Executive

Outsourced Executive

M.T

Individual Salary Fixation:

The Ufone seeks the market trend and try to compete with market for individual salary fixation but they



also analyze their own financial positions and budgeting, it also varies from department to department.

Current Base Pay: (Job Based Structure and competitive)

The Ufone follows the job based structure, and compensate its employees for the work they have done,

for their tasks and duties they performed, their work content, behaviour and for their responsibilities.

To develop this structure Ufone conducts some surveys, to compete with others in the same industry.

Work Analysis

Evaluation & control

Market trends

Employee J.D

Surveys

Policy Lines

Total Compensation:

Example:

60% Basic Pay 15-k

30% House Rent 7.5-k

10% Utilities 2.5-k

OPD 2 Gross salaries

Hospitalization Employee siblings, Parents,

Wife / Spouse and childrens

Provident Fund 50% Employee, 50% Org



Gratuity If work for 10 Months

Bonuses 1.4% Of Gross salary

Incentives Only Sales department

depend upon their

performance.

Assistant Manager Level:

25000 Car allowance + 200 Liters petrol / Month

Manager level:

Car + Blackberry

Senior Manager:

Islamabad Club Membership + BMW Car + House + Foreign Tours

Further Ufone has developed some grades for employees.

A H

A is the minimum grade and H is the maximum grade and they compensate their employees on the basis

of their grades.

Grade A 500 minutes + 500 Rs mobile usage. Same like this all other benefits.

After every Two years Ufone give the amount of Rs 6000 to lower level employees if they want to

purchase a new mobile and this limit increases as grade increases. At each stage the amount is different.

Food Subsidy:

S.E, Exe, M.T so on

Rs 65

Rs 95 Company

A.M and Above



160 RS

Increments:

The increments are totally based on the performance of the employees and their seniority level.

If the scale is 15000-20000 then the increment is the 20% of the base pay, but if any employee shows

the performance then this may increase up to 35% to 50%.

Managers: Innovative ideas

Silent Warriors

Recognition of The work:

On Jan 29 (anniversary of Ufone).

Employees who is working in Ufone for seven years or more then seven years gets Cash Rewards,

Trophy, badges and other things.

Leave fair assistance

1 year 20 holidays 1 Gross salary

40 leaves 2LFAs

Permanent Employees:

Number of employees:

Around 1500 2000

Minimum scale starts from 15000 20000



Maximum C.E.O (Not disclosed by the organization)

UFONE focuses on providing a large number of the compensation and benefits to its employees in a

form of the following categories:

F Minimum wage: The minimum salary for Drivers is Rs.7000 for Tea Boys it is Rs.6500, for

Administrative Staff like HR, Finance, Marketing, etc it is Rs.20000 and for Engineering it is Rs.20000 to

25000.

F Medical Allowance: 1 gross salary per year is given to each employee; half is given in mid of the year

and remaining half will be given at the end of the year.

F Health Insurance: Like all other cellular companies Ufone also provides health insurance policy to its

employees.

F Loan Insurance: At Ufone loan insurance policy is also provided to their employees through banks.

F Transport allowance: Rs 2500 are given to female employees only, if they travel on local transport.

F House Rent: 10% of the basic salary is given to each senior/ executive level employee.

F Overtime: All employees are entitle for the overtime more then 130 hours per month .For overtime

UFONE have specific formula that apply on the employees gross salary, due to which every employee

have different per hour overtime rate.

F EOBI: EOBI is contributed as per the standard

F Children Education allowance: 1 gross salary per year

F Provident Fund: All permanent confirmed employees are eligible for membership of Ufone Employee

Provident Fund Scheme. An employee contributes 8.33% of month basic salary in a year and an

equivalent amount is being contributed by the employer.



F Leaves: 7 Casual and 10 sick leaves are given to each employee at all level.

F Travel Policy: Revised and categorized different levels such as the senior level, the middle level and the

junior level staff.

F Meal deduction Claims: Meal books are to be maintained of each employee who issues it, their name,

employee number, designation, signature and number of book and date at which it is issued has to be

recorded. The reason for maintaining the record is that the company pays 60% of the expense came

over the food while 40% has to be deducted from the employees salary.

F Expense Claim: The expense Claims are the expenses which an employee make on the behalf of the

company E.g. fuel used for business travel, overnight stays on a business tour etc, such claim are made

while returning back to the office , after the whole process the HR pay them back the next month along

with their salary.

F Overtime Claim: If an employee has worked for more than the regular time, they claim for the

overtime amount other than their salary which they receive the next month. Overtime claim have to be

approved through HR department.

F Medical Claim: Different medical facilities are provided to employees at different level of hierarchy, so

if any employees make use of this facility they can claim for the amounts to be return next the month

while submitting the hospital receipt. Their medical clearness is done by the HR department.

F Mobile deduction Claim: Such an expense claims which are made if an employee has made long

duration call for the official purpose and they have exceeded the limit given to them then they can make

a claim by attacking a copy of mobile bill and if its valid then HR department approved it and pay the

employee their claimed amount along with their monthly salary of the following month.

F Dispatching of Salary Slips: Vendor prepares the salary slip and dispatch it to the HR department,

further HR head office send it to the regional HR departments their concerned employees salary slip and

they either give their employees through cash or transfer to their accounts.



Salary Surveys

Collections of salary and market data, it includes average salaries, inflation indicators, cost of living

indicators, salary budget averages. Ufone conducts its own market survey and match its standards with

other telecommunication companies specifically with Mobilink and telenor.

(Research firms and personally)

Job Evaluation Method

The job evaluation method of Ufone is lined to appraisal system. Whenever the appraisal report of any

employee is generated he is being paid according to his performance. The job is evaluated on the basis

of appraisal reports. If any post is vacant those past performance on that post is evaluated and the

market conditions are observed and then the job is evaluated. The value for the job is concerned with

the performance report. The value of any job can be increased if the employee on certain post has

performed very well and his appraisal report is very outstanding then according to his performance

value of job is increased and this process is carried out by the HR department of Ufone. Moreover, the

job evaluation is linked with the merit. Any person who is employed on merit and is performing very

well will be given salary on the basis of his performance and merit.

The job evaluation method was not very much good in the past but now it is linked to appraisal system

of Ufone.

The present basic salary structure of Ufone is based on Job description (Tasks and duties performed).

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. It is proved that job analysis is almost first activity

of HR department to be done. Because on this, pay packages, compensations, job descriptions, job

specifications, job evaluation etc are made. So at Ufone experts do job analysis. They construct Job



Analysis form.

Ufone Job Analysis

Following steps should be taken by the Ufone.

Step1: Obtain Documentary information such as procedure manuals and written instruction.

Step 2: Ask about more general aspect such as the job purposes, the main activities.

Step 3: Ask the jobholders about the job.

Step 4: Observe the jobholders to see what they actually do.

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 job analysis

The Ufone conducts the job analysis to get the right person for the right job at the right time. If the

Ufone does not conduct the job analysis then there will be a huge chance of selecting the wrong person

or to reject the right person who is suitable for the job.

Knowing Who Does What



Major duties or activities required

Conditions under which the job is performed

Job analysis procedure of the Ufone

There are mostly following procedure of the Ufone about analysis of a job:

Direct Observations

Interviews

How Ufone formulate job description and specification

In Ufone most of the announcements for jobs are being done through newspapers having wide

circulation in the country. Whenever Ufone offers any job it also describes the responsibilities and duties

with in a job to be performed. The HR people after analyzing any job that has become vacant makes a

job description defining clearly what the jobholder will do and how it will be done. On the whole job

description defines characteristics of job, environmental conditions and responsibilities of the job.

The HR people define the job in such a way that it clearly describes the job and guides new employees

what to do etc. now they are moving towards E-Recruitment also to ensure best candidates apply for

the jobs and professional people are employed in the Organization.

Job specification

Ufone also has well developed criteria for each job in term of the job specification. In all the area of the

jobs the pre- requisite for the job are defined for example:

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 outcomes. Job analysis is done by analyzing

the past experience and emerging trends.

Ufone holds documents about terms, duties responsibilities, and specifications about each job. In job

description Ufone define the following:

Duties of HR manager is to select, hire and train employees

Responsibilities are to update records and processing insuring claims

Task is to complete the job related activities.

(click on the following image to enlarge)



PERFORMANCE MANAGEMENT SYSTEM

Objective of the Performance Management:

The basic objective for performance UFONE employees circles around the following:

F To look at Performance system as a means to an end

F Setting an individuals goal

F Aligning goals across the company

F Ensuring employees get coaching from managers

F Determining merit pay

F Identifying training and development needs

F Providing data for promotion decision

F Input from multiple source on worker performance

The Performance Appraisal Process:

The Performance appraisal system used by UFONE for reviewing the performance status of its employee

starts with identifying specific appraisal goals set by each Group for each cadre. After this a detail job

analysis is done with looking in account the job expectation and then matching the actual performance

with the desired performance. Afterward the performance is appraised according to the set standards

and this appraisal is not done by the supervisor alone, their major focus is on taking into the account the

employees perspective as well. Therefore whenever the appraisal is done employee is fully participative

in the process.

Performance Appraisal Method Use by UFONE

UFONE is using 180-Degree Performance Appraisal Method. Within this method, managers, peers,



customers or colleagues are asked to complete questionnaire on the employee being assessed. In

UFONE, performance of an employee is appraises twice a year. Once in June while other in December.

In the questionnaire there are five sections and in each section there are five questions related to the

performance of employee. There are total 100 points from which an employee gets.

Rewards Related to Performance

There is also a reward related to performance of the employees. For Customer Facilitation Agents

there 50% pay is based on their performance which is assessing every moth by their managers. For other

employees like in administration, engineering, finance, marketing, etc their performance is assessed

after every six and they get increased Rs.5000 in their salary as a reward. In each case employee have to

show consistent performance to win reward next time.



A bell shaped distribution comes out to show the performance

Compensation Responsibilities of Ufone HR Department

F Compensation Administration (designing and installing job evaluation program, pay structure,

analyzing jobs and their dollar-worth, maintaining suitable records, wage and salary surveys of the labor

market).

F Health and Safety (health programs, safety programs, Medical facility).

F Employee relations (wages, rates of pay, hours of work, conditions of employment, negotiation,

contract interpretation and administration, grievance handling, allocation of overtime).

F Benefits and Services (insurance programs, Transportation facility, sick leave pay plans, loan funds, LFA

salary, Yearly bonus programs along with special bonuses for achieving high targets).

Employees Reaction to the system

As mentioned above that Ufone follow the job based and competitive structure, so this thing is in the

nature of human that to react against any system because by implementing structure every body in the



organization thinks that he or she is doing much and organization is not treating them well with the

comparison of others. But at Ufone as we observed mostly of the permanent employees are quite

satisfied with this system as compared to the contractual employees. Their reaction towards the system

is cooperative because of their appraisal system; the Ufone performance appraisal system is very

effective after every six months every body knows that what their score is. Ufone is a performance

oriented organization so they compensate their employees on the basis of their performance so every

body know that if they show the results then the organization will compensate them good if not then

they will never expect, This is a good approach for performance oriented organizations to implement

the system like this because of this system every body interests involves in it. And the Ufone also

adopted the Competitive approach for compensation, because of this system every employee know

what the other organizations are paying for the same job and what they are getting is fair or not.

Some are not satisfied because they think that we are very senior and the organization should have to

compensate us for our seniority not for our work done, (Loyalty factor involves).

Principal fault lines and some suggestions for improvement

While answering a question the manager of H.R expressed his thoughts that the employees who are

hired by third party and working in organization on contractual basis, the manager answered we dont

want them so we are not bound to compensate them equally in comparison with our permanent

employees.

In our point of view as we see the organization size figures that show there are more then 2000

employees are on contractual basis which are more then the 55% of the overall size of the organization.

And all those employees are not much satisfied because of these criteria and they are a big part of the

organization, they are stressed with their job because they are getting only salary not benefits or any

other compensation tools against their work.



This thing shows that there is a lack of motivational factor among contractual employees and cause

increase in turnover rate. These things increase the cost of new hiring and training of new employees.

We observed another important point with the prospective of Human Resource practices that in

organization the concept of relational return is not very satisfactory but this matter a lot in organizations

like Ufone.

Third setback is that they have some problem with their payroll; the organization size is more the 4000

employees but they have only two executives who are working for the pay roll and on the compensation

so there are many troubles to run the payroll accurately and compensate every one fairly on the basis of

their performance, because of work burden.

We think the Ufone should have to focus on the contractual employees and needs to motivate them by

compensating fairly, with communication and make them understand that what they are getting is fair.

They have to provide them some necessary benefits, bonuses and incentives according to their J.D.

Ufone should have to start some career development programs to attract and retain most valuable

employees, once if the employee feels that they have some career growth in the organization they are

motivated and loyal to the organization.

HR Department must also forecast for long-term Human Resource needs.

It is also found that no referral bonus was given to contractual employees who refer competent, skilled

and knowledgeable candidate. The HR Department must convince the higher management to give such

bonus which not only motivated the employees but the organization can in this way get competent,

skilled and experienced worker which may participate in the success of the organization.

Ufone HR Department must clearly communicate its promotion policy to all employees

Ufone Compensation Structure Development

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