UFONE HRM Report

Contents
Project Information
Introduction of the Company
Mission, Vision and Code of Ethics
Company information
Board of Directors
HR Department Information
Functions of the Organization
Human Resource Management
Functions of HR Department
Recruitment and Selection
Training and Development
Compensations
Benefits
Performance Management System
Performance Appraisal
Conclusion
Questionnaires
Hailey College Of Banking & Finance
DEDICATION
We dedicate this accomplishment to our beloved
and caring parents, and to our teachers with
the support of whom we are standing at this
step of our life stairs.
ACKNOWLEDGEMENT
We bow our heads before ALMIGHTY ALLAH in gratitude,

which blessed us with sound health, talented teachers, sympathetic
Friends and sufficient opportunity to complete our esteemed Project on
Human Resource Management.
It is our privilege and honor to express our deep gratitude

and in calculating thanks to Prof. RIAZ AHMAD MIAN and other staf
members of Hailey College of Banking & Finance Who gave us an
opportunity to benefit from their immense knowledge and experience
without which the work described in this project would not have been
possible.
We feels pleasure in acknowledging with profound sense of

indebtedness, the cooperation and general help of our class fellows
during preparation of this project. We submit my earnest thanks to our
afectionate parents for their moral boosting, financial and spiritual
support during our studies.
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.
About the Project
This report presents the investigated Human Resource Management

of Ufone. In the modern age of competition human resource management must
be managed efficiently and efficiently.
Throughout the report, the proven fundamentals of HRM are
emphasized. It will be useful to officers who want to work more effectively with
their personnel departments. It will also be useful to human resources
professional who must often assume the role of trainer.
This report may appears to be a strategic resource that will make the
managers job a little easier by demonstrating how to use the tool of effective
human resource management.
HUMAN RESOURCE MANAGEMENT (HRM)
HRM is the process of recruiting, training, appraising, compensating
employees and attending to their labor relations, health, safety and fairness
concerns. Personnel is the key department in any organization, so in the case
with Ufone Personnel department has to care all the important activities. It is
engaged in the process of hiring, firing, training, development and all other
related activities are carried out. Human resource department is also engaged in
process of designing and evaluating the jobs and determining a pay structure for
the jobs.
PURPOSE
The main objective of this project is to analyze a HRM department of a limited
company from various aspects. Discuss the strengths weakness of its policies.
a)
b)
c)
d)
e)
f)
g)
recruitment and selection

Training and development
Employee services, safety, health and welfare
Manpower planning
Salary administration
Systems of communication
Terms and conditions of employment, etc.
About the Company
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.
Vision
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,
Mission
To be the best cellular option

for 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.
Prepaid
Post paid
10
COMPANY ANALYSIS
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.
11
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
12
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
BU North (Peshawar to Jehlum) Islamabad (Head Office)
BU Central-1 (Gujranwala till Sialkot)
BU Central-2 (Multan till Rahim Yar Khan)
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.
Engineering
Administration
Business Analysis
Marketing & Sales
Customer Care
Human Resource
Finance
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.
13
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
14
Recruitment and selection

Orientation
Training and development
Compensation and Benefits
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
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
15
processes.

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
16
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
17
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.
18
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
30% House Rent
10% Utilities
OPD
Hospitalization
Provident Fund
15-k
7.5-k
2.5-k
2 Gross salaries
Employee siblings,
Parents, Wife / Spouse
and childrens
50% Employee, 50%
19
Gratuity
Bonuses
Incentives
Org
If work for 10 Months
1.4% Of Gross salary
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 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:
20
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:
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.
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.
Health Insurance: Like all other cellular companies Ufone also provides health
insurance policy to its employees.
Loan Insurance: At Ufone loan insurance policy is also provided to their employees
through banks.
Transport allowance: Rs 2500 are given to female employees only, if they travel
on local transport.
House Rent: 10% of the basic salary is given to each senior/ executive level
employee.
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.
21
EOBI: EOBI is contributed as per the standard
Children Education allowance: 1 gross salary per year
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.
Leaves: 7 Casual and 10 sick leaves are given to each employee at all level.
Travel Policy: Revised and categorized different levels such as the senior level, the
middle level and the junior level staff.
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.
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.
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.
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.
22
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.
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)
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
23
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.
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.
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
24
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 ERecruitment 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:
25
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
26
Task is to complete the job related activities.
27
PERFORMANCE MANAGEMENT
SYSTEM
Objective of the Performance
Management:
The basic objective for performance UFONE
employees circles around the following:
To look at Performance system as a means to an end
Setting an individuals goal
Aligning goals across the company
Ensuring employees get coaching from managers
Determining merit pay
Identifying training and development needs
Providing data for promotion decision
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
28
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
29
employee have to showconsistent performance to win reward next time.
30
31
Compensation Responsibilities of Ufone

HR Department
32
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).
Health and Safety (health programs, safety
programs, Medical facility).
Employee relations (wages, rates of pay, hours of
work, conditions of employment, negotiation,
contract interpretation and administration,
grievance handling, allocation of overtime).
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
33
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).
34
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.
35
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.
36
CONCLUSION
Ufone
Pakistans
Largest
Communication
Companu. In order to run and manage such company, we

have employed large number of professionals in all fields
i.e. Marketing, Finance/Accounts, General Management &
Administrations. To manage and motivate all these
people has highly qualified team in HR Department. The
company
provides
excellent
training
programs
for
employees HR training centre. And all other functions of

hr
department
such
as
compensation
alary,
communication systems, and labor union relationship are

beautifully performed
37
QUESTIONARE
Questions: Recruitment and Selection.
Q: 1 What is your selection procedure?
___________________________________________________________________________
___________________________________________________________________________
Q: 2 What is your selection criteria?
___________________________________________________________________________
___________________________________________________________________________
Q: 3 What type of hiring you prefer internal or external?
___________________________________________________________________________
___________________________________________________________________________
Q: 4 What type of interviews you conduct?
___________________________________________________________________________
___________________________________________________________________________
Q: 5 Who conduct the interviews?
___________________________________________________________________________
___________________________________________________________________________
Q: 6 Where you advertise the vacancies?
___________________________________________________________________________
___________________________________________________________________________
38
Questions: Training and Development.
Q: 1 Is there any training and development plan for the employees?

___________________________________________________________________________
___________________________________________________________________________
Q: 2 What type of trainings are provided to the employees?
___________________________________________________________________________
___________________________________________________________________________
Q: 3 Are the trainings delivering the desired results?
___________________________________________________________________________
___________________________________________________________________________
Q: 4 Are the training internal or external?
___________________________________________________________________________
___________________________________________________________________________
Q: 5 Is there any educational or professional assistance plan for the
employees?
___________________________________________________________________________
___________________________________________________________________________
Q: 6 Is there any training regarding safety, social and based on behavior
attitudes?
___________________________________________________________________________
___________________________________________________________________________
39
Questions: Employees Services Safety, Health & Welfare.
Q: 1 Is there any occupational health & safety policy of the company?

___________________________________________________________________________
___________________________________________________________________________
Q: 2 Is there any Health plan for the employees?
___________________________________________________________________________
___________________________________________________________________________
Q: 3 What types of medical facilities are available to the employees?
___________________________________________________________________________
___________________________________________________________________________
Q: 4 What types of benefits are given to the employees on recruitment?
___________________________________________________________________________
___________________________________________________________________________
Q: 5 What types of loans your company ofers to the employees?
___________________________________________________________________________
___________________________________________________________________________
40
Question: Salary Administration.
Q: 1 What is your salary structure?

___________________________________________________________________________
___________________________________________________________________________
Q: 2 Is your salary market base and how you define it?
___________________________________________________________________________
___________________________________________________________________________
Q: 3 At what date you pay the salary to the employees?
___________________________________________________________________________
___________________________________________________________________________
Q: 4 Can any employee get salary in advance?
___________________________________________________________________________
___________________________________________________________________________
Q: 5 What is the procedure to pay the salary to the employees?
41
Questions: System of Communication.
Q: 1 What do you mean by systems of communications?

___________________________________________________________________________
___________________________________________________________________________
Q: 2 What are the forms of communication in the workplace?
___________________________________________________________________________
___________________________________________________________________________
Q: 3 What are the forms of communication in the company?
___________________________________________________________________________
___________________________________________________________________________
Q: 4 What is the acceptable use of communication systems?
___________________________________________________________________________
___________________________________________________________________________
Q: 5 What types of disciplinary actions can be taken for unacceptable use of
communication systems?
___________________________________________________________________________
___________________________________________________________________________
42
Questions: Negotiation with Union.
Q: 1 Have the workers right to form or join a union?

___________________________________________________________________________
___________________________________________________________________________
Questions: Terms & Conditions of Employment.
Q: 1 What are the general conditions for selection of a candidate?

___________________________________________________________________________
___________________________________________________________________________
Q: 2 What type of information Company collects from the candidate?
___________________________________________________________________________
___________________________________________________________________________
Q: 3 Are there any probationary period for the job and what is it time duration?
___________________________________________________________________________
___________________________________________________________________________
Q: 4 How the company decides the salary of newly appointed employee?
___________________________________________________________________________
___________________________________________________________________________
Q: 5 Is any written job responsibilities are given to the employee?
43
___________________________________________________________________________
___________________________________________________________________________
Q: 6 What is your total remuneration package for the employee?
___________________________________________________________________________
___________________________________________________________________________
Q: 7 What is employee transfer and relocation policy?
___________________________________________________________________________
___________________________________________________________________________
Q: 8 What is the termination procedure of the company?
___________________________________________________________________________
___________________________________________________________________________
44

UFONE HRM Report

Загружено:

Сведения о документе

Авторское право

Доступные форматы

Поделиться этим документом

Поделиться или встроить документ

Параметры публикации

Этот документ был вам полезен?

Это неприемлемый материал?

Авторское право:

Доступные форматы

UFONE HRM Report

Загружено:

Авторское право:

Доступные форматы

Contents

Hailey College Of Banking & Finance

Hailey College Of Banking & Finance

We bow our heads before ALMIGHTY ALLAH in gratitude,

It is our privilege and honor to express our deep gratitude

We feels pleasure in acknowledging with profound sense of

This project has been undertaken in order to highlight the Human

About the Project

Hailey College Of Banking & Finance

This report presents the investigated Human Resource Management

recruitment and selection

Hailey College Of Banking & Finance

About the Company

Ufone PTML is a wholly owned subsidiary of PTCL established to

Hailey College Of Banking & Finance

Hailey College Of Banking & Finance

To be the best cellular option

Hailey College Of Banking & Finance

Services line of Ufone

Hailey College Of Banking & Finance

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

Hailey College Of Banking & Finance

Keeping in view of all these factors the structure of Ufone is designed

Hailey College Of Banking & Finance

structure is functional .The decision making authority is centralized at

Hailey College Of Banking & Finance

Human Resource Department at

Hailey College Of Banking & Finance

Recruitment and selection

Permanent Employees (1500-2000

Outsourced Employees (2000 Approximately)

Hailey College Of Banking & Finance

Training and Development

COMPENSATION AND BENEFITS

Hailey College Of Banking & Finance

Employee Retirement Income Security Act

Levels of Ufone: Hierarchy

Hailey College Of Banking & Finance

Individual Salary Fixation:

Hailey College Of Banking & Finance

Current Base Pay: (Job Based Structure and competitive)

Hailey College Of Banking & Finance

Assistant Manager Level:

Recognition of The work:

Hailey College Of Banking & Finance

On Jan 29 (anniversary of Ufone).

Hailey College Of Banking & Finance

EOBI: EOBI is contributed as per the standard

Children Education allowance: 1 gross salary per year

Meal deduction Claims: Meal books are to be maintained of each employee

Medical Claim: Different medical facilities are provided to employees at different

Hailey College Of Banking & Finance

Mobile deduction Claim: Such an expense claims which are made if an

Hailey College Of Banking & Finance

Job analysis is systematic exploration of activities within

Following steps should be taken by the Ufone.

Hailey College Of Banking & Finance

Job analysis procedure of the Ufone

How Ufone formulate job description and specification

Hailey College Of Banking & Finance

Qualification required for a job

Human Resource Division analyzes each job and its

Hailey College Of Banking & Finance

Task is to complete the job related activities.