The document discusses Ufone's recruitment process, compensation structure, performance management, and career development practices. It provides details on the different steps in Ufone's recruitment process, its pay structure consisting of base pay and benefits linked to grade and performance, and its mid-year and annual performance appraisal system involving objective setting and personality evaluation. It also outlines Ufone's approach to career planning, workshops, and interventions to guide employee development and identify strengths.
The document discusses Ufone's recruitment process, compensation structure, performance management, and career development practices. It provides details on the different steps in Ufone's recruitment process, its pay structure consisting of base pay and benefits linked to grade and performance, and its mid-year and annual performance appraisal system involving objective setting and personality evaluation. It also outlines Ufone's approach to career planning, workshops, and interventions to guide employee development and identify strengths.
The document discusses Ufone's recruitment process, compensation structure, performance management, and career development practices. It provides details on the different steps in Ufone's recruitment process, its pay structure consisting of base pay and benefits linked to grade and performance, and its mid-year and annual performance appraisal system involving objective setting and personality evaluation. It also outlines Ufone's approach to career planning, workshops, and interventions to guide employee development and identify strengths.
The document discusses Ufone's recruitment process, compensation structure, performance management, and career development practices. It provides details on the different steps in Ufone's recruitment process, its pay structure consisting of base pay and benefits linked to grade and performance, and its mid-year and annual performance appraisal system involving objective setting and personality evaluation. It also outlines Ufone's approach to career planning, workshops, and interventions to guide employee development and identify strengths.
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University of Sargodha
University of Sargodha
Group Members Hafiz Muhammad Atif Tayyab Ali
University of Sargodha
11-028 11-037
Introduction Pakistan Telecommunication Company Limited (PTCL) that started its operations in January 2001 under the brand name Ufone. As a result of PTCLs privatization, Ufone became a part of the Emirates Telecommunication Corporation Group (Etisalat) in 2006.
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Vision Statement To be the leading telecommunication service provided in Pakistan by offering innovative communication solutions for our customers while exceeding shareholders value & employee expectations.
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MISSION STATEMENT To be the best cellular option for U.
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Management hierarchy of ufone
7K
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STRUCTURE OF THE ORGANIZATION In general the whole setup is Centralized At department Decentralized
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level
the
structure
is
Recruitment Process 1. We have got your application 2. We are looking at your profile against a relevant position 3. Initial Screening & Assessments 4. Sharing your profile with the hiring function
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Cont., 5. The Interview 6. Turnaround Time 7. Selection, Offer & Joining Method of Recruitment
Internal Recruitment (department-toDepartment)
External Recruitment (Through website)
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Human Resource Department
Selection Process of short listing only the qualified candidates who are fit for the job. Ufone has this policy of not mentioning the name of the company in a job advertisement. Usually hiring takes place through outsourcing with a help of a third party. Ufone mostly hires employees through Pioneer Services Sydiat Haider Associates.
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Human Resource Department
Selection Final selection takes place after the candidate has been interviewed by the Manager On the joining day, the employee has to submit the following documents to the HR Department: Joining Report Copies of educational and professional degrees/certificates Reference Letter Three copies of recent passport size photographs
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COMPENSATION Ufone is a performance oriented organization so they compensate their employees on the basis of their performance they implement merit pay programs. And the Ufone also adopted the Competitive approach for compensation(other organization) Compensation strategies are usually market based and is linked with the performance with a greater emphasis on variable pay. Salary adjustment is based on the performance, market movement and COLA.
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Levels of Ufone Hierarchy and Their
Grades: GRADES Further Ufone has developed some grades for employees.
A----------------H
(A mim &H mix)
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TOTAL COMPENSATION: CORE COMPENSATION It is the amount which employee gets for performing their job. Current base pay job based structure, and compensate its employees for the work they have done, for their tasks and duties they performed, their work content, behavior and for their responsibilities. To develop this structure, Ufone conducts some surveys, to compete with others in the same industry. Work Analysis Evaluation Market trends and surveys Employee J.D Policy Lines
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MONETORY COMPESATION: Minimum scale starts from 25000 Maximum C.E.O (Not disclosed by the organization) Minimum wage: Drivers is Rs.7000 Tea Boys it is Rs.6500 Administrative Staff like HR, Finance, Marketing, and Engineering etc it is Rs 25000.
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Non monetary compensation
Assistant Manager Level:
10,000 Car allowance + 180 Liters petrol / Month
Manager level:
10,000 Car allowance + Car + 180 Liters petrol / Month+ Blackberry
Senior Manager:
Islamabad Club Membership + BMW Car + House + Foreign Tours
Grade A 500 minutes + 500 Rs mobile usage. Same like this all other benefits. After every Two years Ufone give the amount of Rs 6000 to lower level employees if they want to purchase a new mobile and this limit increases as grade increases. At each stage the amount is different.
Medical Allowance:
1 gross salary per year is given to each employee; half is given in mid of the year and remaining half will be given at the end of the year.
Health Insurance:
Like all other cellular companies Ufone also provides health insurance policy to its
employees
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Loan Insurance: At Ufone loan insurance policy is also provided to their employees through banks. Leaves: 20 holidays 7 Casual and 10 sick leaves are given to each employee at all level. Food Expense: Company pays 60% of the expense came over the food while 40% has to be paid by the employees. Expense Claim: Medical Claim: Mobile deduction Claim:
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INTRINSTIC REWARD Recognition of The work: On Jan 29 (anniversary of Ufone). Employees who is working in Ufone for seven years or more than seven years gets Cash Rewards, Trophy, badges and other things. Retirement benefits Provident fund Gratuity fund Provident Fund: SALARY SURVEYS (Research firms and personally)
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Performance method use by Ufone In UFONE, performance of an employee is appraises twice a year. Once in June while other in December. In the form there are three sections. There are total 500 points from which an employee gets. Performance appraisal form has three sub-sections; Step 1: Section A In this section of form employee is evaluated for what he has achieved during the year called appraisal by objective (ABO).This form contains all the marks for those objectives which are set and how much is achieved in percentage. It has 80% weight. Step 2: Section B In B section of form employee is evaluated for personality attributes which has 20 % weight. University of Sargodha
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Personality Attributes: Initiative Problem solving Planning and organization Leader ship skills and dependability Cooperation(internal& external relations) Step 3: Section C This section identify need for employee development called DEVELOPMENT NEEDS Weight Criteria: ABO contains 80% weight and Personality Attributes contains 20% weight. Results (ABO) = 80% Behaviors (PA) = 20% Total = 100% University of Sargodha
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Rating Criteria: 5) Exceptional 4) Highly effective 3) Effective 1) Improvement required Total marks = 500 Best> 400 Good>300 Average>250 REWARDS RELATED TO PERFORMANCE There is also a reward related to performance of the employees. For Customer Facilitation Agents there 50% of base pay is based on their performance which is assessing every month by their managers. For other employees like in administration, engineering, finance, marketing, etc their performance is assessed after every six months and they get increased Rs.5000 in their salary as a reward. In each case employee have to show consistent performance to win reward next time.
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CAREER planning Career planning should be define by replacement chart, hrm proper plane career of every employee for example CRS should be appoint as a regional manager. they offer some programmer for employees career like Graduates and students Summer internship, ACCA / CIMA Internships On the base of performance internee should be appointed on permanent biases. Experienced Professional
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Career Management workshop
. The purpose of these workshops is to polish student skills, and to groom them for exploring their career potentials adequately. Our Career Management Workshops are student-centric, and provide information on the variations of the hiring process, key sourcing areas for companies, the long and short-term strategies for your job hunt, and how you can position yourself adequately to uncover a maximum number of job opportunities
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Career intervention Career intervention activities perform by senior management who supervise the employees. Career intervention is done on the base of Work, idea sharing, advising, career counseling, career interest ,Assessment, career library/career resource center .Career intervention is done as a job coaching, job placement youth apprentership.Basic purpose of career intervention is identifying the right skill, right inner quality, talent and divert in right path.
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Career Anchor Career anchoring of Ufone should be done by senior staff they monitor the employee competencies and selfrepresent skill, career anchoring done form join to the retirement stage some time they trained their employees by artificial environment create to learn those basic skill that cope to efficiency, Ufone hire some person which done activity related to career. They identify employee and recognize their weakness and strong point they guide him by different methods. Career anchoring done for employee to polish his skill and inner quality Autonomy specialization motivation to perform, security, pure challenge, life style balance, relationship management University of Sargodha
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Areas of improvement Network problem(voice) Owned by Govt. sector. Less coverage in the rural areas. Highly formalized structure.
