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The Compensation Strategies of the MOBILINK

The Mobilink that claims of the major market shareholder in telecom industry has shown
very traditional approach towards the compensation management. The leading organizations
always try best to have a best-fit strategic approach towards the Human Resource Management
within organization but unfortunately the leading organization like Mobilink is also use best
practice approach in compensating approach. During this research we also come to conclude that
these best practices are not fully implemented in whole soul but they are either partially
implemented or just remained in name.
Lets the incentives Plan being implemented in Mobilink are:

INCENTIVES PLAN
Incentives are designed to encourage employees to achieve objectives. They are intended to
direct motivation for present and future performance, promising do this and we will make it
worth your while. Incentives are generally financial but they can promise non-financial rewards
such as recognition, promotion or particularly interesting assignment.
INDIVIDUAL INCENTIVES PLAN:
Individual incentives plans are those that are concerned to compensate the individual efforts that
result in organizational outcomes. In Mobilink the individual incentives plans dont exist in any
form. Although this kind of incentives plan is only for the sales people in the form of
commission on sale. But we disagree with them because it is individual incentive plan because
this is pay at risk and where risk exists its not incentive.
One other form of incentives plan is that they are paying overtime to the lower management on
the hours basis they spent besides the duty hours. Further discussion revealed that they used to
give Departmental objectives that further divided into level objectives and finally individual
objectives, if the whole department objectives are met and the company performance enhanced
than they pay to all departments instead of paying right-to-right person. And if the company
objectives are not achieved and individual objectives are achieved, than in this case they dont
use to go for incentives to individual or group etc
GROUP INCENTIVES PLAN
The Mobilink prefer to team and group working. People are recognized from their respective
group or team with in organization. Like sales people, marketing team, finance analysis team,
finance allocation team, HR peoples, etc .The group incentives are based on the objectives being
assigned to each team or group. If they successfully achieved within the given constraints and
also these achievement led company performance to enhance than they will be entailed for group
incentives in following manner:

Per unit incentives


Monthly incentives
Continuous incentives
Remote areas incentive

The per-unit incentive


Are given mostly to the sales and production teams, the units they produced and similarly
to those the unit sold per/day or week. These per unit incentives are not paid to individual but to
the whole team.
The monthly incentives
Are for marketing team, Human Resource Management, and Finance for achieving their
excellent performance. The monthly incentives are mostly in the form of a bonus salary, house
rent or some other cash-based rewards, but mostly it is in the form of a bonus salary for every
member within the team.
The continuous Incentives
Are for those teams whose maintained and improved performances with increasing rate for three
or more than three months. These are in the form of cash bonus, salaries and other benefits
according to the impact of performance on overall organizational achievements.
The remote areas
where the basic facilities are limited, has little security etc likemountains, deserts and or like
FATA.The group incentives pattern is widely spread in Mobilink and they say that we are
concentrating on group incentives because to ensure internally and externally that we are unite
and the culture is collectivism not individualism.

ORGANIZATIONAL INCENTIVES
The organizational performance is measured in the form or increase in Annual sales, No of
subscribers, and increase in market share. The individual objectives are sequentially tied with the
company performance. When company succeed in achieving these objectives. These incentives
are in the form of
Upper Management: Three Gross Salary in a year
Lower management: Two gross salaries

SPECIAL INCENTIVES
According to the Mobilink Compensation Officer, There are very few and rare special
incentives because the group incentives and organization incentives plan are designed in such a
way that each and every individual is performing special. But few types of special incentives
plan are

Recognition: If someone extra ordinary perform in sales or production department, they


various types of recognition like
1. Man of the year which contain certificate and some other prizes.
2. Excellence certificate
3. Placing the name and Picture in organization top performers gallery
Appreciation: the individual is appreciated personally by the General manager either
meeting personally or through call or through email etc.
Special Cash Amount is given on the occasion when someone (mostly given toHR) for
attracting and hiring top performers of Competitors.

Pay Packages and Employee Benefits


Mobilink like other organization has three level of management.

Lower Management
Middle Management
Upper Management

The pay package and benefits are as under:

Lower management:
1. Basic Pay (unknown/confidential)
2. Utilities (foods, Cell phone connection and monthly allowance)
3. Transport facilities (only for females)
4. Annual Increment5.Subsidized rate (discount at company products)

Middle Management:
1. Basic Pay (unknown/confidential)
2. House rent
3. Utilities (foods, Cell phone connection and monthly allowance)
4. Transport facilities
5. Annual Increment
6. Medical allowance
7. Subsidized rate (discount at company products)
8. Cell phone (Blackberry)
9. Learning and growth opportunities
10. Training & Development11.Promotions

Upper Management (Managerial):


1. Basic Pay
2. Annual Increment
3. Annual Bonus
4. Medical allowance
5. Car (limited Fuel & Maintenance)
6. Utilities (foods, Cell phone connection and monthly allowance)
7. Cell Phone (Black berry)
8. Laptop
9. Learning and growth opportunities
10. Training & Development
11. Life insurance
12. Promotions
13. Subsidized rate (discount at company products)

Upper Management (Directors & VP)


1. Basic Pay
2. Annual Increment
3. Annual Bonus
4. Car (unlimited Fuel & maintenance)
5. House
6. Cell phone (Blackberry +postpaid connection)
7. Laptop
8. Training & Development
9. Promotion
10. Medical Allowance
11. Life Insurance
12. International trips
13. Social clubs memberships
The annual increment is subjected to the annual performance appraisal results. Therefore this
increment varies from individual to individual working on same position in same department or
other.

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