“Human Resource Management”

Submitted to:
Dr. Shazia Akhter

Submitted by:
Moonum Arshad
Sadaf Noor
Mahnoor
Waqas Hassan

Date: Oct 13, 2010

 HUMAN RESOURCE MANAGEMENT
HR managers are particularly individuals responsible for all HRM processes starting from
workforce planning to appraising and compensating the employees. To identify what
values these individuals possess and how these are actually demonstrated in their
respective roles we personally visited Mrs. Ayesha Younas, Senior Executive, OD
(organizational development) ,HR dept. U-FONE. The HR department of Ufone is
segregated in to two divisions, the operations and secondly the OD (organizational
development) which Mrs. Ayesha was handling. The operations department deals with
the recruitment, compensation and outsourcing employees, where as the OD manages
employee relations, strategic HR and training and development of employees.
In response to the question, of what values an HR manager must possess, Mrs. Ayesha
identified personal values as well as professional values. Personal values included
proactive ness (taking initiatives), maturity in judgment, and analytical ability. Managers
must have intellectual integrity and should be thorough with labor laws. The HR manager
must be familiar with human needs, values and aspirations; he should be calm and cool
tempered so that he might develop a good relationship with his team, as in larger
corporations team effort is the main concern and has to be taken together. Apart from it
education, intelligence and past working experience counts a lot. Professional values
include having patience and understanding with co-workers, and ability to listen before
offering advice. Furthermore HR managers must have the knowledge of various
disciplines like technology, engineering, management, sociology, philosophy and law.

Responsibilities of Human Resource Manager at Ufone

As we have conducted interview from Mrs. Ayesha Younas, working in organizational

development unit. She is basically assigned to do three major tasks that are:
1. Employee Relations
2. Strategic HRM
3. Training and development
Employee Relations

According to Mrs. Ayesha Younas; she is concerned with preventing and resolving
problems involving individuals which arise out of or affect work situations. It also
involves the body of work concerned with maintaining employer-employee relationships
that contribute to satisfactory productivity, motivation, and morale. She arranges different
kinds of motivational or recognition programmes which boost up the employees and
finally results in increasing the Ufone profits. Appraisal ceremony is being arranged
usually after every six months in which awards are specially given to them for their
performance, especially for silent warriors who works in remote areas under high risk.

Strategic Human Resource Management

Strategic HRM is the proactive management of employees which requires thinking ahead,
and planning ways to better meet the needs of its employees and organization itself. This
can affect the way things are done at a business site, improving everything from hiring
practices and employee training programs to assessment techniques and discipline. It is
designed to help organizations best meet the needs of their employees while promoting
organizational goals. HRM deals with any aspects of a business that affects employees,
such as hiring and firing, pay, benefits, training, and administration. Human resources
may also provide work incentives, safety procedure information, and sick or vacation
days.

Training and development

There are different kinds of trainings which are practiced at Ufone that are stress and time
management, communication and presentation skills, employee’s development. This
process begins when their applicants are being recruited and interviewed. Improved
interviewing techniques can help to weed out applicants that may not be a good match for
the organization. After being hired on, a strong training and mentoring program begins
which can help a new member of the staff get up to speed on organization policies and
any current or ongoing projects they will be working on.
Qualities HR Manager should have:

In my view, the job of HR Manager is one of the most complex, challenging and
rewarding. It is because there is no 'product' more complex than people and HR
Managers. They must assess, reward, retain and develop an unfathomably wide spectrum
of people, skills, needs and ambitions every day. HR manager is very important part of
the organization because s/he’s the one responsible for all the employees if s/he does not
have the right attitude that HR manager is likely to have it get very difficult not only for
the manager himself but also for the employees as they quit their jobs or clashes start
within the organization.
In an organization like Ufone HR department is the most important because they have to
deal with different things the whole day so the qualities they try to find a person while
doing the interview are the following:

• CAPABILTY OF UNDERSTANDING:

In order to be help your employees the HR manager should be capable of knowing

or reading the psyche of his employees. In other words we can say that he should
be a psychologist because then it would become easy for him to deal with
different people and how to treat its employees according to their psyches.

• PRESSURE HOLDING:

Many ups and down come in an organization and they have to face many
problems and have to work in pressure so an HR manager should be a person who
could easily bear the pressure and still can perform his work effectively and
efficiently.

• ACTIVE THINKER:
 Situations come when a manager does not a time to think about the new strategy
or solution of a problem in these situations HR manager should be an active
thinker so that they can easily solve the problem or can come up with new ideas of
innovation etc.

• RELATIONSHIP BUILDER:

In any company it is very important that an HR manger should have very good
relation with the staff members as well as with the employees. Not only that they
should also be active in solving the conflicts between the employees in order to
make a co operative environment to work in. For that they should have the
capability of directly talking to them or they he can arrange a team work activity
for them so that they could understand each other better and can perform
enhanced in the organization.

• TIME MANAGEMENT:

A very important quality that every organization wishes to see in their manager is
of time management. Every project and assignment should be done on time as
well as they should do everything on time because time is very precious for an
organization.

• RECORD:

HR department is also responsible for keeping the record of their employees and
an HR manager should know its employee personally. It’s very important because
it breaks the barriers between the employee and the manager.

• TOLERENCE:
 A very good manager knows how to control his/her temper because it can destroy
the communication barrier and the organization’s environment. Every
organization tries to built a very friendly environment an in order to maintain that
the manger himself/herself should be calm and cool.

• EMPLOYEE TRUST:

An effective HR professional will foster an open environment in which employees can

safely voice their concerns. At the same time, they must enforce top management’s
policies. He should be able to gain trust of its employees by keeping their personal
matters confidential and not discussing with others by this he/she can gain the
trust of the employees but also the employee listen to them more carefully and the
work better.

• CONVINCING POWER:

He should have such charismatic effect that anything the manger say to its
employees should impress them and can convince them to do any task. In order to
do that there should not be any communication barrier between the manager and
the employee.

• MOTIVATION:

They should be able to motivate people so that they work effectively and
efficiently by using different tactics i.e. by awarding them or by moral boosting
that they can do that particular job etc.

• EQUITY:
 HR professional will communicate clearly and fairly. They will hear people's
points of view equally, follow policies, procedures and laws to
the letter and they will respect and maintain privacy always.

DEDICATION TO CONTINUOUS IMPROVEMENT:

HR professionals need to help managers coach and develop their employees. The
goal is continued improvement and innovation as well as remediation. They
should also look to improve the HR function by utilizing new technology or other
means.

All these qualities are very essential for an HR manager because most of the employees
depend on their managers and if the manager doesn’t possess these qualities he can not
only ruin the department but along with it the whole organization. That’s why while
interviewing all these qualities given the importance.

Human Resource Department Ufone

Ufone focuses a lot on its HR department and for that the HR manager ensures:
• Collaborative and mutually supportive work environment is created that
encourages people to grow.
• Team of professionals is built which delivers expertise by participating in
business decisions.
• Performance Management and Reward Systems are developed which underlies
the Business strategy of Ufone.
• A clearly defined Recruitment & Selection policy is defined.
• The need for Training & Development of employees is assessed.
• Compensation & Benefit plan is developed which ensures that employees are
motivated.
• Right systems are placed to encourage people to develop to their full potential.
LIMITATIONS
There were several obstacles which we have faced during preparation of our presentation.
These are as follows:

Locality confusion: when we went to visit Mrs. Ayesha Younas, almost an hour had
been wasted just because of locality confusion. Even she herself don’t know exactly that
where her office is. We were kept on searching her office due to misunderstanding which
leads us to time constraint.

Video restriction: We wanted to make a video of interview which we have conducted by

Ufone HR manager but she didn’t allow us because of some organizational rules.

Uncomfortable discussing the policies: She was not comfortable at all while discussing
her organizational policies with us, In fact she was in the mood to refused us if we had
directly asked her about it because at start when we planning to visit her for interview, the
response she gave was like that questions should not be related to our policies. She was
even trying to hide her personal information and organizational values.