HR Project On Mobilink
HR Project On Mobilink
HR Project On Mobilink
PROJECT REPORT
TEN HUMAN RESOURCE MANAGEMENT PRACTICES IN MNCs
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INTRODUCTION
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.
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TYPE OF CUSTOMERS
Major part of corporate sectors, Armed forces, Business community, Govt. organizations, Teen agars using JAZZ, Students. Shopkeepers, Bankers.
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 ones ability.
1. Inspiring and motivating its people. 2. Developing its people to strive for higher standards. 3. 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. 4. 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 worlds 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 Saudi Arab that gives it an edge over its competitors.
HR DEPARTMENT SECTIONS
HR department of Mobilink has three sections.
1. Employee services
Payroll information Leave and medical record Final settlements and provident fund Policies and procedures Employees record and recreation
2. OD and Effectiveness
Training plan Talent management Performance management Employees retention Orientation employee communication
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 (peoples) 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 worldclass 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 companys 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 all the above analysis, companys 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.
Mobilinks Competitive Environment Economic, Political, Demographic, Competitive and Technological Trends
Organizational Performance
Companys HR strategies
Formulation of HR policies
Formulation of HR practices
HR PRACTICES AT MOBILINK
These are few of the HR practices that I have learned from my resource person.
1. Planning 2. Recruitment 3. Selection 4. Training & Development 5. Compensation 6. Performance Appraisal System 7. Occupational Health and Safety measures 8. Career Planning and Development 9. Research and Development 10. Reward Management 11. Employee Relations
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 thats 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.
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.
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 Grade obtained Extra Curricular activities 8
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.
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 programs 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. 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.
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TRAINING METHODS
On Job Training Special Training Sessions Team Building Problem Based Refresher Courses
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.
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.
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:
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
Appraisal category Definition of category % Of total numbers of employees which can be rated in this category 15% 10%
3. Good
Indicates exceptional performance Indicate performance that consistently meets the requirements of the position, very good indicates the individual is on track for advancements Indicated performance that requires improvement (i.e. meet requirements without initiative or advancement)
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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.
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 competitors firm. If such is a case then organization has discipline policies for that even.
Promotion Policies
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 Specialist Manager Director Chiefs 3-4 years 3-4 years 2-3 years According to the president decision According to the president decision
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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.
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.
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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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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. 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.
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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: Stage 2 - Written warning: Stage 3 - Final written warning: Stage 4 - Dismissal 03 months 06 months 12 months
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:
Employees services may be terminated in following cases.
1. Insubordination
Willful failure to carry out reasonable orders including the performing of job assigned by supervisor.
2. Dishonesty
Falsification of any official company records will subject to the termination without prior notice.
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4. Violence
Causing a disturbance on company property resulting from fighting.
6. Intoxication
Coming to work under the influence of drugs or bringing drugs into the facility.
8. Misrepresentation
Deliberate misrepresentation of past history or other important matters.
MOTIVATION
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: 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.
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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.
CONCLUSION
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.
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REFERENCES
Mr. Mousier Javed Associate Organizational Development Human Resources Management. MOBILINK, F-8/3, Abudhabi, Dubai.
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