Company ProfileWateen

Telephony Broadband, Internet &

Multimedia Services Entertainment Managed Solution

Wi-tribe

Voice Broadband Services.

Organization Components

Largest WiMAX Network in Pakistan covering 22 cities.

Covers only 4 cities nationwide.

Operation Regions

Providing Broadband, Telephony & Internet Services with 40 VAS.

Broadband Service

Revenue Generation

Vision & ValuesWateen

To launch Pakistan into the 21st century digital revolution by providing complete communication and media solutions to Telecom Operators, Corporate and Consumers, to be the leading “Carriers’ Carrier” by creating a world-class cutting-edge network and to deliver a diverse range of reliable, affordable and quality customer-centric services.

Wi-tribe

To be the preferred multimedia experience in the communities we serve.

Vision Statement

Mission Statement To provide affordable communication

services that meet and exceed customers' expectations.

To deliver high-quality, flexible and innovative solutions that are cost-effective and conducive.

To provide complete customer satisfaction on time, every time.

To make Broadband Pakistan a reality.

To eliminate all the obstacles hindering telecommunication development and realize the ultimate goal of eradicating internet illiteracy in the kingdom.

Vision & ValuesWateen

To become the largest data and voice service provider in Western Europe.

To provide services at their best. To implement internet service in

rural areas, where landline and voice services are not available.

Wi-tribe

To provide reliable services Improve Quality of service

Organization Objectives

Organization Top Values Simplicity:

Practical and easy to use Satisfaction:

Customer satisfaction is foremost Quality:

No compromise on QoS

Customer centric: We let our customers to drive our

business. Integrity:

Our actions & decision meet the highest ethical standards.

Fun: We have fun and create fun.

Organization Structure

REWARD AN EMPLOYEE

• Depends on worker’s performance• Board makes decision to promote

or to give bonus etc.

• Evaluate performance according to the criteria

• The criteria is as follows:1. Meet to the target

2. Exceed limit3. Outstanding

GENDER BIAS

• For field work, they hire only male

• For customer care work they hire both male and female

• There is no gender bias. All are equal

• There is no gender bias here as well• They prefer male for the field work

• But they don’t disallow willing female for it either

LABOURS DEMAND & SUPPLY

• Both the companies have same scenario in this respect• They provide all the necessary equipments that the employees require• This is for the sake of both the individual and company’s performance.

Networked Organization & People Management

• Both companies are networked organizations• The HR department evaluates employees’ skills

• Employees are designated to posts that match their skills

LABOR NEEDS

• They assess employees’ needs through questionnaires, polls etc.

• They provide to their employees: Transport facilities Medical facilities

• Managers of each department assess the employees’ needs

• Management calls a monthly meeting to ask the managers about the needs

Skilled Worker Shortage

• They hire skilled and experienced employees

• They offer smart salaries• They don’t let labor shortage to

prevail for much time

• If they face labor shortage, they hire employees via advertisements

• Till the new employees are hired, they motivate their existing employees

• They do this be giving them additional pays and awarding letters of

appreciation

Best Practice

Best Practices

Human Ethics Employee Development Program

Top Priority

Best Practices

Ethical Behavior as a popular consideration by higher management

Trainings are provided in regular interval regarding the updates of Organization Behavior.

Interaction of employees of various domains by involving them in different projects together.

Interaction provides more knowledge regarding Ethics and behaviors

Ethical Behavior

Best Practices

Timely Training Sessions

Innovations

Special Session to improve weak areas

Strategies implementation methods

Technology updates

Improvement in weak areas

Employee Development Program

Best Practices

Confidence Level

Communication & Negotiation Skills

Academic Qualification

Work under pressure

Ability to meet deadlines

Academic Qualification

Employee Selection Factors

Best Practices

Top Performers are elected as Team Leaders is Respective Departments

Leaders are highlighted as Benchmark so Subordinates can follow them

Top Performers are elected as Team Leaders is Respective Departments

Leaders are marked as Role Model

Leadership

Best Practices

Most of the time applicable in Sales department.

Interactive sessions are made to find concerns & then minimize stress.

An online forum has been design in which issues are disclosed which is under consideration of management & consequently provides solution to reduce stress.

Stress Management Program

Best Practices

Meetings regarding conflicts.

Table talk or Conferences pertaining to conflicts.

Suggestions are provided by top management.

Meetings, Conferences & Table Talk

Conflict Management

Best Practices

Conducted on basis of resignation.

Reasons are explore for leaving a Job.

Conducted for permanent employees only.

Experience of tenure is gauged.

Exit Interview

Performance Management

Employee Engagement

Change Management

The EndThank you