HUMAN RESOURCE

MANGEMENT

PROCESS

Presentation
Members Presenting:
 jahangeer
 Hamid
 waqas
 zeshan
 Amna Ahmed
 Nousheen Chaudry
Introduction to
HRM
Mobilink GSM in context with
HRM
Mobilink GSM in context with
HRM
 Our group will be explaining the Human
resource management of the company
Mobilink GSM company originated in 1994
which provides the best cellular services
within Pakistan.
Human Resource
Planning
HRM “Planning”

 The process by which managers ensure that

they have the right number and kinds of people
in the right places, and at the right times, who
are capable of effectively and efficiently
performing assigned tasks.
Planning..
 It is accomplished through analysis of

 Internal factors : Current and expected

skill needs, vacancies and departmental
expansions and reductions.
 Environmental factors: Labor markets,
use of computers to build and maintain
information about employees
Human Resource Planning (continued)

 Human resource planning must be integrated within the

organizations strategic plans

 Senior management must emphasize the importance of

human resource planning

 Human resource planning must be based on the most

accurate information available.

 A clear plan must be developed with associated time-

spans and scope of activity.
 Planning ………. (continued)
 Current Assessment:
Job analysis
Defines jobs and the behaviors to perform them .
Job description
A written statement of what a job holder does, how its done
and why it is done.
Job specification
A statement of the minimum qualifications that a person must
possess to perform a given job successfully.
 Meeting Future Human Resource Needs.
Recruitment
&Decruitment
Recruitment
 It is the process of locating, identifying, and
attracting capable applicants.

Decruitment
 Techniques for reducing the labor supply within an
organization. e.g. firing ,layoffs, transfers, retirements.
Recruitment….(continued)
 Job description :
A written description of a non-management job, covering
title, duties and responsibilities and including its location
on the organization chart.
 Position description:
A written description of a management position.
 Hiring specification:
It defines the education, experience and skills an
individual must have in order to perform effectively in the
position he/she is applying
 Sources Of recruiting Potential
Job Candidates

 Labor market:
Easy to recruit in large labor markets.

 The type or level of the position:

The more specialized the position the more
recruitment efforts .

 The size of the organization:

The larger the organization the easier it is to recruit.
Process of Recruitment

Steps in the Recruitment process:

Internal Search
Advertisement of a job vacancy.
Web based advertising.
Preliminary contact with potential job candidates.
Initial screening to create a pool of qualified applicants.

Methods of Recruitment process:

External Recruitment
Internal Recruitment
Recruitment Policies of Mobilink GSM

 Source :
Current Mobilink Employees
Internal and external
Advertisements
Data Bank
Employment Agencies and
consultants
Mobilink GSM Guidelines
 External Recruitment:
 No candidate under age of eighteen can apply for the job
 Candidates can’t apply for the job if their blood relations work in
PMCL-Mobilink.
 Heads are responsible for hiring procedures
 Human resources jointly with the department heads decide the
salary range
 Minimum qualification must be a bachelor degree.
 Candidate are required to successfully complete any job related
selection test given to them.
Mobilink GSM Guidelines (continued)

 Internal Recruitment:

 Internal candidates has to be a confirm employees of

Mobilink of who have completed a one year of service in
their existing designation.
 Selected candidates are required to join the new
job/position after getting clearance from supervisor and
will be on probation for a period of three months.
 General Conditions for Recruitment in
MOBILINK GSM

 Recruitment is done through human resources

Department.
 An Applicant’s knowledge ,skill and aptitude should
relate to the position, Education, Experience, Intelligence
test, Interviews, References, Medical test.
 Initially applicants may submit a hand written/typed
application along with a legal bio-data and 2 passport
sized photograph to HR department
 They are required to fill the standard application from the
Company Application.
Selection
 Selection
 The process of assessing candidates
and appointing a post holder to ensure
that the most appropriate candidates are
hired.
 Selection

Validity and Reliability

Validity Reliability
The proven The ability of a
relationship that selection device to
exists between a measure the same
selection device thing consistently
and some relevant
job criterion
 Selection Criteria
1.Completed Job Applications:
This step indicates the employee desire position
and this application provides information useful for
interviews.
2. Interviews:
It is most common method in which selection
committee evaluates a candidate’s abilities by
following methods:
 Selection Criteria (continued)

Types Of Interviews:
 Testing:
 Initial Screening:
 Panel and Serial interviews.
 In Depth Selection Interviews:
Steps In Selection (continued)

• 3. Selection
Background Checks:
committee confirm the truthfulness of application
Résumé or of the application form.

Steps In Selection (continued)

4.Physical Examination:
It is conducted to ensure the physical fitness of
applicant.
Steps In Selection (continued)

5.Job Offer:
Welcome
Position / title
Authority, duties and responsibilities
Starting date, normal work hours
Starting salary
Benefit package
Other - probationary period, travel, etc.
Orientation
 Orientation

 Introduction of a new employee to his/her job

and the organization.
 A program designed to help employees fit
smoothly into an organization; also called
socialization.
 Orientation or socialization is designed to
provide new employees with the information
needed to function comfortably and
effectively in the organization.
 Types of Orientation

 Work unit orientation:

Familiarizes employee with goals of work unit,
contribution to the unit’s goals, introduction to
co-workers.
2. Organization orientation:
Informs employee about the organization’s
objectives, history ,philosophy procedures and
rules, human resource policies and benefits.
Tour of organization’s work facilities.
Training
 Training Programs

 A process designed to maintain or

improve current job performance.

 Most training is directed at upgrading and

improving an employee’s abilities or
skills.
Developmental Programs

 A process designed to develop skills

necessary for future work activities.
 Why Training and
Developmental Program?
 To improve three types of
skills

1) Technical skills
2) Interpersonal skills
3) Problem solving skills
 Types Of Skills
 Technical Skills:

“The skills of improving basic skills like

the ability to read , write and doing math
computations as well as job specific
competences”.
 Types Of Skills (continued)

 Interpersonal skills:

“This type of training includes learning how

to be better listener, how to communicate
ideas more clearly and how to reduce
conflicts”.
Types Of Skills (continued)

 Problem solving skills:

“These skills include participating in

activities to sharpen logic , reasoning and
skills at defining problems, being creative
in developing alternatives, analyzing
alternatives and selecting solutions”.
 Training Methods
1) Most training takes place on the job
because this approach is simple and
inexpensive.

2) Some skill training is too complex to

learn on the job. in such cases it should
take place outside the work setting.
Training In Mobilink GSM

 The purpose of training is to upgrade the

capabilities and efficiency of all those employees
and prepare them for more responsible positions
in future.
 Provide employees with greater opportunity to
grow and succeed with in the company.
 To strengthen management and professional
teams at all organizational levels.
 Training In Mobilink GSM
(continued)
 The employees are trained technically and
periodically either locally or abroad according
pre-planned programs.
 Training in Mobilink GSM upgrades capabilities
of employees, provides guidance and individual
counseling .
 Construct training programs and provide
employees a variety of Job skills, Technical,
Clerical and Supervisory and Managerial
courses.
 Training and Development in
Mobilink GSM_______

 The human resource department conducts a meeting

with department heads at the end of the training
program.
 The purpose of this meting is to focus on the individual
discipline and performance during the training
program.
 Then on the basis of their performance they give them
advance jobs.
 They fill every position vacancy with the best qualified
person obtained.
 They prefer their own employees and go outside only
when fully qualified person is not obtainable.
Employees Performance
Management
 Employee Performance
Management

 Performance management is a process

used within organization to establish and
evaluate an individual’s job performance to
achieve goals and objectives.
Performance Management

Performance Appraisal
A process of systematically evaluating
performance and providing feedback upon
which performance adjustments can be made.
Performance appraisal should be based on job
analysis, job description, and job specifications.
Types of Performance Appraisal
 Informal Performance Appraisal:
“The process of continually feeding back to
subordinates information regarding their work
performance”
 Formal Performance Appraisal:
“A formalized appraisal process for rating work
performance, identifying deserving raises or
promotions, and identifying those in need of
further training”.
360 Degree
Written
Feedback
Essays

Performance Graphic
Multiperson
Appraisal Rating
Comparisons
Methods Scale

BARS
Behavioral Critical
Anchored Incidents
Rating Scales
 Written essay

A technique in which an evaluator

writes out employee
strengths,weeknesses,past
performance and potential.

Advantages of this is simple to use.

Disadvantages of this is more a
measure of evaluators writing ability
than of employee actual
performance.
 Graphical rating scale

A performance appraisal technique

in which an employee is rated on a
set of performance factors.
Advantages of this provide
quantitative data , less time consuming
than other methods.
Disadvantage of this do not provide
depth of job behavior assessed.
 Critical incidents

A technique in which the evaluator focuses

on the critical behaviors that separate
effective from ineffective job performance.

Advantage rich examples behaviorally based.

Disadvantage time consuming lack of
quantification.
 Behaviorally anchored rating
scales (BARS)
A performance appraisal technique that
appraises an employee on example of
actual job behavior.

Advantage focus on specific and measurable job

behaviors.
Disadvantage time consuming difficult to
develop.
 Multiperson comparisons

Performance appraisal techniques that

compare one individuals performance with
that of one or more other individuals.
• Group ranking
• Individual ranking
Advantage compares with one another.
Disadvantage unwieldy with large no of
employees.
 360 degree feedback

A performance appraisal method that

utilizes feedback from supervisors
employees and coworkers.
Advantage of this is thorough.
Disadvantage time consuming.
 Performance Management
(conclusion)

 To be meaningful, an appraisal system must be:

 Reliable — provide consistent results across time.

 Valid — actually measure people on relevant job

content.
 Measurement errors can threaten the reliability or
validity of performance appraisals.
 Performance Management in
Mobilink GSM

 PMCL provide a formal review program to

evaluate work performance and to promote
communication and discussion of job performance
w.r.t. past performance at Mobilink
 Performance Management in
Mobilink GSM (continued)
 Mobilink asses the employee on:
Leadership.
Communication skills.
Team work and Co-operation.
Problem solving & decision making.
Initiative and drive.
Flexibility.
Customer focus.
Performance Management in
Mobilink GSM (continued)
 Performance appraisal is done on an annual basis (from
January 1st to December 31st)
 To give a chance to subordinates to evaluate their
seniors a 360 degree evaluation is conducted at the
tome of the performance evaluation.
 The immediate supervisor prepares an annual report in
December of each year of each employee
 Increments are also given at the end of the year
,increments are percentage of salaries.
 Promotions is given on good performance after
completing two years in the current grade.
 Bonuses are given but the employee must have to
complete 6 months in the company service.
Career Development
 Career

 A sequence of positions held by a person during

his or her lifetime.
 It is also defined as “advancement”.
 Career Development
(Past)

Programs typically designed by organizations

 To advance their work activities within specific
organization.
 Provide information ,assessment and training to
help employees to realize their career goals.
 Attract and retain highly talented people.
 Career Development
(Today)

 Wide spread organizational changes have

lead to uncertainty and chaos concerning
the concept of traditional organizational
career.
 Significant Conclusion about
Career Development?
 The individual – not the organization is
responsible for his/her own career!
 Organizational members have to look out for
themselves and become more self reliant.
 Boundary less career is being established in
which individual rather than organization define
1. Career Progression.
2. Organizational loyalty.
3. Important skills.
4. Market place value.
 Career Decisions
 Career choice.
 Initiate Job search.
 How to survive and excel in your career.
 Opportunities for personnel development.
 Benefits.
 Recognition for good performance.
 Job location.
 Money.
 Working as a team.
 Successful Management for
Career Development
 Develop a network.
 Continue upgrading your skills.
 Stay mobile.
 Support your boss.
 Don’t stay too long in your first job.
 Stay visible.
 Gain control of organization resources.
 Learn the power structure.
 Present the right image.
 Do Good work.
 Career Development In
Mobilink GSM____

 Mobilink GSM supports the development

of its employee’s skills and abilities with an
aim to achieve their potential.
Procedures for Career Development In
Mobilink GSM
 All vacancies for Positions of grade level
“Assistant Manager” and above are announced
internally or displayed on notice board.
 One year experience of work in Mobilink company
 Selected person ensure to meet all requirements
and will join the new job after getting clearance
from department head for probation period.
 Procedures for Career Development In
Mobilink GSM (continued)
 Submission of application to HR department
 Candidates are evaluated and assessed through
test.
 Performance appraisal System provides basis
for decisions regarding confirmation, promotion
and annual increment of Mobilink.
 Results of performance appraisal is increments,
salary adjustments and promotions showing the
last three years inclination of company after
obtaining approval from the president
Current Issues Of
Human Resource
Management
 Current Issues Of HRM
 Workforce Diversity:
A workforce that’s more heterogeneous
in term of gender, ethnicity, age and other
characteristics that reflect differences.
•Selection
•Recruitment
•Orientation & Training
 Current Issues Of HRM
(continued)

 Work-Life Balance:
Balance between family life and
work life. Employees can not leave their
families.

•Family Friendly Benefits

•Dual Career Couples
Current Issues Of HRM
(continued)

 Environmental Pressures:
External stakeholder interests, such as
Union interests, situational factors (local labor
market), can influence HRM.

Organizations react to these pressures

Current Issues Of HRM
 Four C’s Model
For Evaluating
Human
Resources
 Competence
 Commitment
 Congruence
 Cost effectiveness
Current Issues Of HRM in Mobilink

 Following are some issues of HRM in Mobilink

 The timing although is 9 am to 5 pm, but it is
adhered to as the normal employee leaves his office
not before 6 am.
 The hierarchy chart shows 3 HR managers/
coordinators for Islamabad, here as only 1 fore
Lahore. This can be unjustified keeping in view that
a large number of employee work in Lahore.
 Moblink has a formal environment which can be
changed to more relax and friendly environment.
 Conclusion
 Importance of HRM
 HRM process
 Job descriptions
 Recruitment
 Selection
 Training
 Performance appraisal method
 Career development
 Current issues