HRM PROJECT ON MOBILINK

SUBMITTED BY
M. kashif
Ahmad Sadiq
Umer shahid
Shakeel iftikhar
Haroon younis
MBA- IV
Session Aug. 2009- 2011

SUBMITTED TO
Mr. Noor Talpur

QUAID-E-AZAM SCHOOL OF MANAGEMENT SCIENCES,

QUAID-E-AZAM UNIVERSITY ISLAMABAD
PAKISTAN

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Table of Contents
Table of Contents..............................................................................................................2
MISSION STATEMENT.................................................................................................4
Mobilink's Vision..............................................................................................................4
Mobilink's Values:............................................................................................................5
Total Customer Satisfaction:........................................................................................5
Business Excellence......................................................................................................5
Trust & Integrity:..........................................................................................................5
Respect for People:.......................................................................................................5
Corporate Social Responsibility:..................................................................................5
Head Office Location:......................................................................................................6
Branch Offices: ................................................................................................................6
Principal area of Business:................................................................................................6
Mobilink have two products ........................................................................................6
Jazz................................................................................................................................6
Indigo............................................................................................................................6
Services offered:...............................................................................................................7
Major Clients/Customers:.................................................................................................8
Number of customers:...................................................................................................8
Type of customers.........................................................................................................8
Customer services centers:............................................................................................8
Competition:.....................................................................................................................8
Major competitors of Mobilink include........................................................................9
Level of Technology Used:...............................................................................................9
Major Departments...........................................................................................................9
CHAPTER N0.2......................................................................................11
HRM DEPARTMENT:..................................................................................................11
HR Mission Statement................................................................................................11
HR DEPARTMENT SECTIONS:..................................................................................12
Employee services......................................................................................................12
OD and Effectiveness.................................................................................................12
Staffing and compensation..........................................................................................12
HR Strategies:.................................................................................................................13
HR Practices at Mobilink:...............................................................................................14
Planning:.....................................................................................................................15
Recruitment and Selection:.........................................................................................15
Measures to improve competences and employee Skills:..........................................18
Orientation:.................................................................................................................18
Training:......................................................................................................................18
Types of Training in Mobilink: .............................................................................19
Performance Appraisal:..............................................................................................21
To measure the work performance ................................................................................21
To identify employees with high potentials for advancements......................................21

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 Performance Review: .................................................................................................21
Appraisal categories........................................................................................................22
Feedback:................................................................................................................23
CAREER PLANNING & DEVELOPMENT: ..........................................................23
Promotion Policies......................................................................................................24
Reward System:..........................................................................................................25
Compensation and benefit plans:................................................................................25
Health & Safety Policies.............................................................................................27
Employee Relations:...................................................................................................28
Stage 2 - Written warning: 06 months .....................................................................30
Penalties: ....................................................................................................................30
Motivation:......................................................................................................................31
Motivational factors:...................................................................................................32
CONCLUSION: ............................................................................................................32
To conclude Mobilink has a strong HR system. That is the reason we didn’t found E 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................................................................................................................................32
Recommendations: .........................................................................................................32
References:......................................................................................................................34

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 MISSION STATEMENT

“To be the unmatchable mobile system of communications in Pakistan this

provides the best value to its customers, employees, business partners and
shareholders.”

Mobilink's Vision
“To be the leading telecommunication services provider in Pakistan by
offering innovative communication solutions of our customers while
exceeding shareholder value and employee expectations”

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Mobilink's Values:

Total Customer Satisfaction:

Customers are at the heart of our success. They have placed their trust and confidence
in us. In return, we strive to anticipate their needs and deliver service, quality and value
beyond their expectations.

Business Excellence

We strive for excellence in all that we do. We aspire to the highest standards and raise
the bar for ourselves everyday. This commitment to delivering world-class quality
translates into unmatched service and value for our customers and all stakeholders.

Trust & Integrity:

At Mobilink, we take pride in practicing the highest ethical standards in an open and
honest environment, and by honoring our commitments. We take personal
responsibility for our actions, and treat everyone fairly, and with trust and respect.
Respect for People:

Our relationships drive our business. We respect and esteem our employees and all
stakeholders. We believe in teamwork, empowerment and honor.

Corporate Social Responsibility:

As the market leader, we recognize and fulfill our responsibility towards our country
and the environment we operate in. We contribute to worthy causes and are dedicated
to the development and progress of the society.

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Head Office Location:
The head office of Mobilink is located at KULSUM Plaza, blue area, Islamabad.

Branch Offices:
Its branch offices are located in Lahore, Karachi, Faisalabad, Rahim Yar Khan,
Sukkur, Peshwar, Quetta, Swat, and Kohat. Moblink has three main contact centers
in three regions of Pakistan. As for the customers centers there are about 2000-2500
customers service centers all over Pakistan.

Principal area of Business:

Mobilink have two products

Jazz

Indigo

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Services offered:

MOBILINK GSM has always been the market leader when it comes to introducing
state-of-the-art communication solutions for its customers. they are continuously
adding up to the range of their Value Added Services, all for your convenience.

The Value Added Services (VAS) Section will familiarize you with the new services
you can now benefit from, which will give you all the freedom you need, making
mobile communications more exciting, convenient and enjoyable. This section will
walk you through services, which are not only useful but also cost-effective for both
your business as well as personal use. These include the very basic yet indispensable
services like Voice Mail to the more innovative and sophisticated ones like G-Mail.

They are confident that their innovative and exciting new services will bring
about a revolution in the way you look at mobile communications.

Following are the major services

• Caller time identification

• Call waiting
• Call holding
• Call forwarding
• Short messaging services
• Fax and data services
• International rooming
• News information services
• Mobilink(GSM)G mail
• Superior security in billing
• Mobile TV
• Entertainment & many more

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Major Clients/Customers:
Mobilink has about 53% market share.

Number of customers:
Total numbers of subscribers are about 12 Million. The major customers are
from jazz package.
Type of customers
 Major part of corporate sectors

 Armed forces

 Business community

 Govt. organizations

 Teen agars using JAZZ

 Students

 Shopkeepers

 Bankers

Customer services centers:

Mobilink currently has 10 CS centers all over the Pakistan.

Competition:

Company is facing competition from all the operators in telecom that includes all the
face SGM (Global System of mobile) operators, CDMA operators and LDI operators
and land line operators. All these telecom companies Human Resource Departments
are in constant need of new employees. So there is stiff competition in the telecom
market for Mobilink.

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Major competitors of Mobilink include
 Telenor

 Ufone

 Warid

 Zong

 others

Level of Technology Used:

Mobilink is using high IT based technology for operations. Mobilink uses
Motorola’s infrastructure mostly at radio based stations, but now it has been
exceedingly using Alchatel equipment too. Switching equipment is of Siemens and
Alchatel, billing system from Telesens KSCL and Ericsson, Intelligent network from
Siemens, Microwave equipement DMC. The GSM (Global System of Mobile
communication) band that is used by Mobilink is in 900/1800 MHz.

Major Departments

1. Finance Department
o Credit and collection
o Procurement imports
o Revenue assurance
2. Customer Services Department
o Customer services operations
o Customer services system
3. Commercial Department
o Marketing

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 o Direct sales
o Indirect sales

4. Technical Department
o Switching
o Operations / operation support
o Logistics
o Infrastructure
o Systems planning
5. Information Technology Department
o Billing
o IT
6. Human resources
7. Administration and legal affairs & government relation department
8. Internal audit department
9. Customer services

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 CHAPTER N0.2
HRM DEPARTMENT:

HR Mission Statement

“To lead the organization in enhancing its human capital and creating a winning
environment where everyone enjoys contributing to the best of one’s ability.”

Mobilink will achieve this by:

• Inspiring and motivating its people.

• Developing its people to strive for higher standards.
• Driving an open minded and enterprising corporate culture where people
through leadership at all levels dare to dream, dare to try, dare to fail and dare to
succeed.
• Attracting and recruiting the best talent

Mobilink has a very defined and well structured department and its various policies of
keeping each employee productive part of the organization are intoned with the
corporate world’s requirement.

Employees in the company are largely committed to their organization and have shown
progress in the company. Employees are satisfied with the HR department of Mobilink
GSM Company.

Humans are the basic tool for having competitive edge in the market for most of the
organizations and Mobilink is one of these. Mobilink has one of the best HR systems in
Pakistan that gives it an edge over its competitors.

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HR DEPARTMENT SECTIONS:

HR department of Mobilink has three sections.

Employee services

o Payroll information
o Leave and medical record
o Final settlements and provident fund
o Policies and procedures
o Employees record and recreation

OD and Effectiveness

o Training plan
o Talent management
o Performance management
o Employees retentation
o Orientation employee communication

Staffing and compensation

o Staffing plan and HR budgeting
o Management trainee and internship program
o Interviewing and selection
o Headhunters
o Compensation, benefits and incentive

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HR Strategies:

Human resource department is putting its efforts towards nurturing a winning corporate
culture and building organizational capabilities by ensuring that its people at all levels
are both able and willing to perform at consistently exceptional levels. At MOBILINK
the people have been empowered to a large degree by minimizing out dated rules
/regulations and plan to further eliminate the bureaucratic barriers to capitalize on their
ingenuity and talent.

HR strategy refers to the specific human resource management course of actions that a
company pursues to achieve its objectives.

But how these strategies/policies/practices are formulated and implemented at

Mobilink. There is a whole process behind this.

The top team continues to play its role in providing the guidance and support to people
at all levels. The HR (people’s) function ensures that it leads the transformational
change by nurturing a climate, which would help in converting the huge potential at
disposal of the company into world-class performance.

The active and effective role played by HR in people development at different

levels organizational, departmental and individual is considered in MOBILINK to be
one of the most critical factors leading to the development of a winning corporate
culture. The effort continues to be directed towards developing the skills of the shop
floor employees, improving competencies of Business Support Officers (BSOs), and
enhancing the leadership qualities of managers.
Like most big organizations, the development of HR Strategies is also done in
accordance with company’s mission. First, Strategic planners analyze what actually is
the prevalent culture of the organization, what are the strengths, weaknesses,
opportunities, threats (SWOT analysis) of business and its market, and on the basis of

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all the above analysis, company’s strategic plan is established. In the end HR strategies
are formulated in accordance with this overall business’/companies’ strategic plans.
Based on these HR strategies, HR policies and practices are also formed and
implemented. Any abrupt change in the market requires the organization to follow this
analysis in order to be successful. That why organizations continuously keeps on
updating their strategies and policies.

HR Practices at Mobilink:

These are few of the HR practices that we have learned from our resource person.

 Planning

 Recruitment

 Selection

 Training & Development

 Compensation

 Performance Appraisal System

 Occupational Health and Safety measures

 Career Planning and Development

 Research and Development

 Reward Management

 Employee Relations

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Planning:

After the emergence of new telecom companies, market has become much more
competitive and employees are less loyal to the company. Whenever they get any
opportunity better than the existing job, they just opt for that. Which is there right,
however Mobilink is aware of this fact and that’s why they do not have any formal
strategy for succession planning. They do consider the people from inside but proper
succession planning is not practiced in Mobilink these days. When they entered into the
market they used to have strategy regarding this matter.

But now due to market trends they have transformed there new strategies.
According to the management it’s not useful to invest a lot in the employee at a larger
extent. They do develop employees for there career planning but no formal succession
planning is practiced.
Recruitment and Selection:

In MOBILINK, the activity to fill a vacancy or a new job starts with the requirement
communicated by the respective managers to the HR department. The HR department
then looks for the possibilities of internal and external recruitment.

Internal Recruitment:

In MOBILINK, internal recruitment is done for the managers of the higher grade and
directors. When a position is vacant, the HR department views the past performance of
the people working at lower levels than the vacant position and chooses the right person
who is promoted to that position.

At the manager and director level, the internal recruitment process is mostly carried out
but when managerial position is vacant and a suitable person is not available for the
desired post from with in the organization then external recruitment is carried out.

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External Recruitment:

For external recruitment in MOBILINK, the line managers are required to make a
requisition form for the job in which they have to mention their need taking in account
the budget for establishment and salaries for the position of Management, Business
Support Officers and Workers. Role profile for the specified job is also prepared
matching up the requirement and the grade of the job. Training period is also specified
on the requisition form.

The requisition form along with the role profile is sent by the line manager to the
functional director for his approval and then forwarded to HR Manager. The HR
manager confirms the availability of budgets required for establishment, salaries and
cost of advertisement for the job. After all this, the requisition form along with the job
profile and the budget forecast is sent to the HR Director for his final approval.

After approval from the HR director the HR manager and the line manager work hand
in hand to prepare job and person specifications for advertising or giving to the head
hunters.

The sources that MOBILINK uses to attract applicants are:

• Inviting applications through advertisement
• Recommendations from the head hunters
• Applications obtained from the data bank of MOBILINK where direct
applications are received from time to time.

After a substantial amount of applications have been received, the line and the HR
managers again work together to shortlist the applications. This is done by carefully
going through all the application and by giving different weightage to the following
criteria:
• Quality of early schooling

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 • Grade obtained
• Extra Curricular activities
• Overseas travel and education
• Age
• Target University
• Relevant experience

The HR Department then issue call letters to the short listed candidates along with
blank application forms by Date, time and venue for the preliminary interview is
advised and candidates are asked to bring along completed application forms. A two-
member panel of HR and line management carries out competency-based interviews
focusing on functional skills and managerial and supervisory skills.

After the preliminary interview is cleared people applying for different jobs are tested
in different ways. The following management competencies are assessed by a panel of
cross functional assessors In the case of management selection:
• Communication skills
• Resource management
• Rational decision making
• Influencing
• Creative thinking
• Business development

The HR department is responsible for overall administration of the assessment centre

including training of the assessors.
.
The HR department provides details of remuneration package and terms and conditions
of service. The HR department also prepares appointment letter, service agreement and
finalizes other documentation for service record.

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Measures to improve competences and employee Skills:

In order to make its human resource productive and efficient, Mobilink aggressively
work in developing its human resource capital through international and local trainings
as well as structured employee ‘well-being’ programs, making it one of the most sought
after companies to work for in Pakistan. Mobilink conducts several training program in
order to improve the competencies and skills of employees.

Orientation:

Mobilink has a very well organized and well established HR department that practices
all the HR strategies which are beneficial for the organization. As other departments are
well established and operational for there matters, HR department is empowered to
develop and plan what so ever is required for the company.

Orientation and induction is required for employee familiarization with the

organization and Mobilink is well aware of this fact. Affiliation with organization is
only possible if the employees are informed about each and everything. When the
employee is hired he get proper orientation and that orientation may exceed to few
months until he get the feeling of affiliation and get to know the organization well.

Training:

Training is a planned effort by a company to facilitate employees learning of job-

related competencies. These competencies include knowledge, skills or behaviors that
are critical for the successful job performance.

At MOBILINK, there is a continuous assessment of the technical and managerial skills.

For the further enhancement of these skills formal training programmes offered at all
levels. The employees are provided with opportunities to put these skills into practice,
in preparation for the move to a managerial role.

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Training is viewed at MOBILINK as a way of creating intellectual capital. Employees
are expected to acquire new skills and knowledge, apply them on job and share this
information with other employees. The training is cross-functional for sharing of skills.

The employee are trained periodically either locally or abroad according to preplanned
schedules. The objective of such training is to upgrade the capabilities of employees.
If an employee attends an overseas training then he/she has to serve the company for a
certain period after the date of completion of training subject to the cost and duration of
training itself. In case an employee leaves the company during this period he/she will
have to pay the amount specified at that point in time.

Training Methods
• On Job Training
• Special Training Sessions
• Team Building
• Problem Based
• Refresher Courses

Types of Training in Mobilink:

On a general basis the training done in Mobilink can be divided into two categories:

• Soft skill training

• Technical Training

Soft Skill Training:

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Helping your employees develop a stronger base of knowledge on topics that affect
their personal lives can make them more productive and less distracted in their jobs.
Soft skill development courses in areas like personal finance and childcare can help
your team better manage the most important areas in their personal lives.

This may include the following things for e.g.

• Conflict management training

• People management training

• Communication skills

• Anger management

• Time management training

• Teamwork training etc

Technical Training:

This type of training has direct effect on the job of the employee. Specific skills are
focused and developed accordingly. The engineering trainings of Mobilink are also
included with this along with

• Customer Services training

• Sales related training

• Marketing and technology training etc.

All these types of training are done to enhance the employees job skills at the level
he is at.

Training programs leads to:

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 • Leadership
• Influencing
• Creative Problem Solving
Performance Appraisal:
Reviewing performance and taking positive steps to develop employees further is a key
function of management and is a major component in ensuring the success of the
company through effective employee performance.

A review is about ensuring people know what levels of performance are expected of
them and then taking action to ensure they are trained and developed to perform
effectively.
Objectives of Performance Appraisals

To measure the work performance

• To motivate and assist employees in improving their performance
• And achieving there professional goals

To identify employees with high potentials for advancements

• To identify employees training and development needs
• To provide a solid path for career planning for each individual

Appraisal Policy:

The intent of these appraisals is to review current job performance and responsibilities,
set goals and discuss further opportunities with reference to past performance at
Mobilink.

Performance Review:

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At MOBILINK a review is intended to be an open and frank discussion between an
employee and their Team Leader/Manager. Generally there are two elements: first is
the element in which discussion takes place over the strengths and areas which need to
be developed as displayed by the job holder over the past 12 months. The performance
is of course judged comparing the performance against the core indicators of Job. The
second element is concerned with discussing the training needs/inputs activities that are
considered to be appropriate to help the jobholder overcome some of development
areas discussed in the review and also those activities that are deemed appropriate to
build upon their current strengths.

Appraisal categories

% Of total numbers of
Appraisal category Definition of category employees which can be
rated in this category
1.expert Indicates exceptional 15%
performance
2.very Good Indicate performance that 10%
consistently meets the
requirements of the
position,” very good”
indicates the individual is
on track for
advancements
3. Good Indicated performance 8%
that requires
improvement (i.e. meet
requirements without
initiative or
advancement)
4. Basic Performance to be 5%
improved (hardly meets

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 requirements)

Sources of Performance Appraisal:

At MOBILINK the primary sources of performance appraisal are the managers and
secondary sources are employees themselves. Though the peers also give their opinion
but it usually does not have any weightage unless a conflict arises between the manager
and the employee.

Feedback:
Workers at MOBILINK are informed of their performance and given the opportunity to
express their opinion over their own level of performance against each competence.
This serves the following two main purposes:
• It enables the reviewer to redefine whether the initial assessment was correct, as
circumstances may exist that the reviewer is unaware of.
• By asking the worker what he sees to be his own strengths and development areas
often help to reduce negative responses and makes planning training needs/inputs
activities easier if the person is able to express for himself the areas in which he
feels he can improve.
CAREER PLANNING & DEVELOPMENT:

Mobilink faces much competition in the telecom industry so now they are focusing on
career Management of their employees in which they enable the employees to better
understand and develop their career skills and interests and to use these skills and
interests most effectively both within the company and after they leave the firm. Career
planning is the deliberate process through which someone becomes aware of personal
skills, interests knowledge, motivation, and other characteristics; acquires information
about other opportunities and choices; identifies career related goals and establishes
action plans to attain specific goals. Career development is the lifelong series of
activities (such as workshops) that contributes to a person career exploration,
establishment, and success ad fulfillment.

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 Mobilink gives promotion to their employees on the performance basis. The
Mobilink HR department develops the employee’s career development plans in which
the HR department predicts the next logical step for their employees within five years.

Importance of Career planning in today’s competitive world is as important as any

other HR function. Retaining your valuable Human resource today is one of the biggest
challenges that organizations are facing. So, HR needs to come up with new strategies.
Career planning and development is one of the basic tool and strategy organizations are
using for retaining their employees. This function actually makes employees feel that
they are important to the organization and Mobilink wants them to be at the top in their
careers.

However, at Mobilink this function is not fully performed or we should say this
function is not performed satisfactorily. There are some policies on these but those are
not recognized that well. One point of policy is found along with the compensation
other with the recruitment. There should have been separate head for these policies.

As far as the practices are concerned, all the employees were reluctant to talk about this
during our interview. However, what we analyzed is that career development is
practiced but not that openly. Specially, in case if some employee is considering of
joining the competitor’s firm. If such is a case then organization has discipline policies
for that even.

Promotion Policies

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The new company structure is in five layers, comprising associates, specialists,
managers, directors and chief officers------in that order starting from the bottom and
working towards the top rung of the ladder.

Until approved otherwise, it would be mandatory for the employees to spend the
following maximum period at each level before a promotion to the next level
depending upon availability of a slot:

Associate 3-4 years

Specialist 3-4 years
Manager 2-3 years
Director According to the president decision
Chiefs According to the president decision
However, employees who may not get a chance of promotion due to the non
availability of an existing slot, will be compensated by being “moved over” with in the
new salary range specified by the company
Reward System:

MOBILINK considers its employees not just as a cost but also as a resource in which
the company has invested from which it expects valuable returns. Pay policies and
programs are one of the most important human resource tools for encouraging desired
employee behaviors. The advantage of paying above the market average is the ability to
attract and retain the top talent available, which can translate into highly effective and
productive work force.

The incentive schemes and incentive objective have been clearly communicated to all
individuals and weekly progress report is also communicated to all concerned.

Compensation and benefit plans:

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Mobilink has a separate department for compensation. That department deals in staffing
and compensation planning. First of all this department has all the information
regarding who is being employed and how it is performing. What so ever promises are
made to the employees, they know that. So it’s easy for them to design compensation
plans because they know every employee which is being hired.
Compensation and benefit plans are particularly based on performance.
If performance is up to the standards of Mobilink and the employee has good conducts
he is rewarded. After performance evaluation, results are rechecked and matched with
the standards. Based on that, proper compensation plans are designed.

Salary policy
The company will pay salaries of the employees as fallows
o All new employees have to open bank accounts in specified banks prescribed by
the company so that their salary will be credited at the end of each month.
o After opening account with the bank employees should forward his account
number to HR.
o Upon termination of services the employee will receive his salary within 15
days up to the time of date of his last working day.
o Upon resignation the employee will be paid his dues during a maximum period
of 15 days from the date he left the job.
Promotions
Promotions are also reward management technique to motivate employees. In
MOBILINK promotions are based on the merit and seniority (experience) basis. The
one who performs well consistently over time gets reward in the form of promotion.
Bonuses
The employee may receive 1 to 3 month bonus subject to evaluation of accomplished
objectives.

In Mobilink the reward system is based on the individual performance and individual
employee performance is judged for the reward. The manager of respective
departments recommends a candidate from his section for the reward purpose to HR.

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Reward Categories at Mobilink
Intrinsic and Extrinsic rewards include:
 Smart/Quality work
 Exceptional performance in a project
 Targets achievements

 Special assignments

 Medical care
 Life insurance
 Vacations
 Relocation
 Credit advance policy provident policy/advance against provident fund and a
capping of gratuity
 Recreation
 Club Policy Travel
 Education assistance policy
 Mobile phone
 Business mobile phone policy
 Official Blackberry Policy
 Life insurance
 Medical entitlement
Health & Safety Policies

The safety of employees is everyone’s responsibility. Accidents, precaution and

efficient work go hand in hand. All levels of employees have a primary responsibility
for the safety and well being of all of us.

Therefore, interest in practicing safety prevention must be encouraged by:

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 a) Setting good examples.
b) Acting upon safety records.
c) Reviewing safety programs.
d) Holding personal interviews or group conferences.
e) Starting activities that will stimulate and maintain employee’s interests.

No phase of operation of administration is of greater importance than accident

prevention. It is the policy of the Company to provide and maintain safe and healthy
working conditions and to follow operating practices that safeguard all employees and
result in safe working conditions and efficient operations. Proper First Aid Kit will be
available at all Mobilink Offices including remote locations.
There is no need for such measures at Mobilink as maximum jobs do not expose you to
the health hazards and are not such that require safety measures. However, there is a
tendency of being safe in every human and that shows when you visit some Mobilink
officer to meet someone of a high designation level. You need to fulfill various safety
measures.
Employee Relations:

It is the company policy to ensure that the required standards of performance and
conduct are maintained. The disciplinary procedure is intended only as a statement of
Company policy and management guidelines. It does not form part of the contract of
employment or otherwise have contractual effect.

Discipline Procedure:

• Warning may be addressed to the employees verbally and in written through

their immediate supervisor. The warning shall refer to the contraventions

committed by the employee and will serve to remind the employees the
he/she abide by the company rules and regulations in performing his/her
work, and that this contravention should not be repeated in future.

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 • A written letter may be addressed to the employee describing the
contravention committed. The employee will also be notified that a higher
penalty may be inflicted on him in the contravention is repeated in future.
The warning letter may be registered in the employees personal file
.issuance of written warning can be recommended by the respective
supervisor and HOD. It will be issued by the HR department after approval
of VP HR.

• Deduction from the salary will be an amount of employee salary depending

on the type offence and decision taken accordingly.

• The employee may be suspended from performing his or her duties for a
period of time as conveyed in written.
• Unauthorized absence of more then two times in Six month can result in
termination of employment.
• An employee who is absent from the job with out satisfactory explanation is
considered to be an unauthorized unpaid absence.

• Discrimination, intimidation and harassment based on sex, race, religion,

age, color, disability, sexual orientation and cultural background is

prohibited at the workplace.

The Head of Department should maintain direct control of all disciplinary records. A
copy of all records must be placed on the employee's personal file in the Human
Resources Department.

All warnings will remain upon the employee's personal file indefinitely, but will
normally be disregarded for disciplinary purposes after the following periods:

• Stage 1 - Verbal warning: 03 months

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Stage 2 - Written warning: 06 months
• Stage 3 - Final written warning: 12 months

• Stage 4 - Dismissal

These time periods may however be extended in appropriate circumstances taking into
account the nature of the offence.

The time period will commence from the date of the letter/memorandum confirming the
warning, even though any specified time for improvement has expired.

Penalties:
Employee’s services may be terminated in following cases

Insubordination

Willful failure to carry out reasonable orders including the performing of job
assigned by supervisor.

Dishonesty

Falsification of any official company records will subject to the termination

without prior notice.

Violation of Safety Rule

Failure is refusal to conform to safety practices or the misuse of safety device.

Violence

Causing a disturbance on company property resulting from fighting.

Profanity or Indecent Conduct

The use of profane language or engaging in immoral conduct.

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Intoxication

Coming to work under the influence of drugs or bringing drugs into the facility.

Willful Damage to Property

Careless spoilage, destruction of company property or material.

One Day Absenteeism

Unauthorized absence from work for one day without notifying employer.

Misrepresentation

Deliberate misrepresentation of past history or other important matters.

Accepting Money or Gift

Taking advantage of one’s positions to accept money or gift is against the rules
of company.

Motivation:
As we know MOBILINK is highly aware of how to motivate its employees in the best
way. This can be judged by the enthusiasm and good spirit that people show in
performing their jobs. There is a well-devised system that MOBILINK follows for the
purpose of motivation. It includes both financial and non-financial rewards along with
the major Motivators and Dissatisfies.

The company recognizes the importance of making people drive towards their goals
and the basic step towards this is made through recognizing the value of importance
that the company gives to its employees. MOBILINK has a set of financial rewards,
medical, dental, vision and life insurance, retirement plan, educational refund
assistance, paid vacation days, family and work life balance benefits and profit sharing
plan, Annual bonus opportunities, company cars etc. other ways in which employees
are motivated are:

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• Employees are safe in knowing that they will be rewarded for any exceptional
work. This reward is not only monetary. It is accompanied by the employee being
given recognition and greater empowerment.
• Employees are given a very beautiful and healthy work environment. Special
attention is given to make the physical environment most productive. This is why
MOBILINK offices are considered to be the most well decorated and organized.
• As we know MOBILINK has a desire to promote the high achievers from with in
the company. Positions are given on merit and are transparent and fair in nature.
There is no special treatment. Therefore each employee knows that he can aim for
the top and actually get there. This has proved to be a great source of motivation for
the employees of MOBILINK.

Motivational factors:
Mobilink is a leading telecom company and all the employees working there feel pride
in affiliating them with the organization. It’s the biggest intangible motivational factor.
Affiliating with organization, employees are self motivated to work and loyalty comes
from within. However they have other factors too. They believe in praising the good
work done by employees and reward them on that. Reward may be tangible or
intangible. They also arrange parties in which star performers are highlighted. Also
they have informal meetings after performance evaluation and supervisors,
subordinates, colleagues talk about there success and are motivated through intrinsic
factors. Delegation of authority and empowerment re the tools which they use to
motivate employees and that is how they keep up the good work.

CONCLUSION:
To conclude Mobilink has a strong HR system. That is the reason we didn’t found E 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:

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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 Supervisor’s or team
leader’s 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

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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.

References:

1. Mr. Syed Sohaib Hassan

Associate Orgational Development
Human Resources.
MOBILINK, F-8/3, Islamabad.
2. Mr. Hasan Jahangir
MOBILINK, F-8 Markaz, Islamabad.
3. Usman Ahmad
MOBILINK, F-8 Markaz, Islamabad.
4. www.mobilinkgsm.com.

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5. www.google.com
6. www.wikipedia.com

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