Project

Of
Human Resource Management
Submited To:
Prof: Dr.usman awan

Submited by:
Ilyas Ahmad Farooqi

(L1F10MCOM0155)

Javaria Naveed

(L1F10MCOM0154)

Aysha Shahid

(L1F10BCOM0015)

Adnan Afzal

(L1F10BCOM00)

Zulqarnain Shafiq

(L1F10BCOM0008)

Mehmoona Anwar

(L1F10MCOM016)

Topic to be discuses:
HR strategy of Mobilink

2
Acknowledgement

We think if any of us honestly reflects on who we are, how we got

here, what we think we might do well, and so forth, we discover a debt to others that spans written
history. The work of some unknown person makes our lives easier every day. We believe it's
appropriate to acknowledge all of these unknown persons; but it is also necessary to acknowledge
those people we know have directly shaped our lives and our work.

First of all we would like to thank our teacher Dr. Usman Awan for their guidance throughout the
semester.

Then we would like to thank our friend and Group Members for providing us the information that
was required for completion of this project.
1.
2.
3.
4.
5.
6.

Ilyas Ahmad Farooqi

Javaria Naveed
Adnan Afzal
Aysha Shahid
Zulqarnain Shafaiq
Mehmoona Anwar

Report on Mobilinks HR strategy

To conclude Mobilink has a strong

HR system. That is the reason we didnt found much discrepancies in what
management says, what policies state and what employees say. 90 % of the times they
were same. There are some minor discrepancies but they are adjustable with little
effort.
Recommendations:
To establish core competence and to bring competitiveness,
Mobilink should implement numerous effective plans to improve the performance of
its various departments. Supervisors must manage employee performance well in
order for Mobilink to accomplish its mission and achieve its goals.
Following are some recommendations for Mobilink, which we Personally feel can be
useful for the organization, its employees and the customers.
Effective Performance Management
Performance management is one of the most
important parts of a Supervisors or team leaders job. Developing skills in
performance Management is wise investments that will help Mobilink achieve its
Goals.
Managing employee performance includes:

Planning work and setting expectations

Monitoring and measuring performance
Developing the capacity to perform
Periodically rating performance in a summary fashion
Recognizing and rewarding good performance
Practicing good performance management requires proficiency in certain
competencies. Competencies are observable, measurable Patterns of skills,
knowledge, abilities, behaviors and other Characteristics that an individual needs to
perform work roles or Occupational functions successfully. Performance management
Competencies that all supervisors (and team leaders) at Mobilink Should develop and
demonstrate include:

Communication.

Establishing and
maintaining effective communications with each Employee not only requires good
oral and written communications Skills, but it also includes the ability to establish
good working Relationships. To communicate effectively with employees,
Supervisors must establish an environment that promotes an open Door atmosphere,
the sharing of ideas, and employee involvement in decision making processes.
Setting Goals.
Setting long and short-term goals with employees gives focus to
Employee efforts. When goal setting is done correctly, employees strive to accomplish
those goals and feel confident in achieving them. When goal setting is done poorly,
work does not progress as desired. Knowing how to set goals effectively is an
important part of Performance management. To do this well, supervisors need to be
able to clarify expectations and to set realistic standards and targets.

Measuring Employee Performance.

Credible measures of performance that employees
understand and accept are critical for achieving high level performance. Measuring
employee accomplishments, using both qualitative and quantitative measures,
provides the information that supervisors and employees need in order to monitor
performance.

Giving Feed Back.

Feedback should inform, enlighten, and suggest improvements to
employees regarding their performance. Supervisors should describe specific work
related behavior or results they observe as close to the event as possible.

Coaching & Developing.

Using their coaching skills, supervisors evaluate and address
the developmental needs of their employees and help them select diverse experiences
to gain necessary skills. Supervisors and employees create development plans that
might include training, new assignment, job enrichment, self study or work details.