HRM Report of Warid

8/8/2019 HRM Report of Warid

1/23

Executive Summary

Warid Telecom is committed to distinctive quality and unparalleled customer service in

all aspects of their business. The success of Warid Telecom is determined by the success

of unified team operating in their organization. They have to earn trust and respect of

their customers everyday in order that the customer makes the decision to choose their

services. Their success is guaranteed by creative, productive employees who are

empowered to make suggestions. Their jobs are designed to fulfill their mission. The

primary goal of Warid Telecom is to live their vision and continue to be an industry

leader. They achieve this through dedicated hard work and commitment from every

employee. It is the desire of Warid Telecoms management, from top to bottom, to have

every employee succeed in their job and assist in achieving their goals.

Warid Telecom is an equal Opportunity Employer. They will extend equal opportunity to

all individuals without regard for race, religion, colour, gender, creed, national origin,

age, disability or handicap status. This policy affirms Warid Telecoms commitment to

the principles of fair employment and the elimination of all vestiges of discriminatory

practices that might exists. It is important that the employees will promptly notify the HR

representative of any change in name, home address, telephone and other information.

Regular work hours are 9:00 am to 6:00 pm, Monday to Friday. On Saturday, the work

hours will be from 9:00 am to 1:30 pm.

All Line managers should keep record of employee attendance. If an employee is

frequently late without any acceptable reasons, the Line Managers should inform HR to

exercise corrective disciplinary action. Identification cards are issued to all employees of

Warid Telecom that shows the employee name, number and issuing date. Any kind of

company property is not used for the personal use. It is the responsibility of all employees

to maintain the confidentiality of information about Warid Telecom. The dress code for

males is dress shirt, dress pants, tie and dress shoes. They can wear Shalwar Qameez on

Saturday. The dress code for females is Shalwar Qameez and Dupatta in Pakistani

traditional style. Smoking is prohibited in the company buildings.

1


2/23

Introduction

Warid Telecom is founded by Abu-Dhabi group. The Abu Dhabi Group is led by His

Highness Sheikh Nahayan Mabarak Al Nahayan. His Highness is the Federal Minister for

Education of the United Arab Emirates. He is the Chairman of Warid Telecom Wateen

Telecom United Bank Limited and also the Founder Chairman of Bank Alfalah

Limited.

Key Strengths of Warid Telecom

The Network:

Based on our untiring efforts to produce a quality product Warid has provided the most

state of the art network that encompasses many characteristics.

Service beyond Comparison:

At Warid Telecom customers are served with the mindset that they are our most

important stakeholders for the organization. Warid Telecom offers the best voice quality

and state of the art GSM & GPRS network. The reliable and accurate billing system of

Warid Telecom endows a sense of contentment to our subscribers through its

transparency. Furthermore customers have the convenience of selecting from multiple

billing options which are designed to facilitate different individual and corporate usages.

Innovation:

Warid is committed to providing a superior level of professional services to all its

customers before during and after the deployment of our leading solutions. In

fact since launch Warid has changed the landscape of telecom services in Pakistan by

providing the innovative solutions all for the first time in Pakistan:

2


3/23

Best Practices:

In order to provide a processdriven setup with comprehensive business processes all

business processes at Warid Telecom are compliant with enhanced Telecom Operations

Map (eTOM). eTOM is the most widely used guidebook which is an accepted standard

for business processes in the telecommunications industry.

Vision of Warid Telecom

3


4/23

Warid Telecoms vision is to become the primary service provider of all communication

needs of subscribers in Pakistan supported by exemplary customer care. This can only be

possible by a vigilant eye on all aspects of our operations: from network quality to

innovative services. We want to live up to our motto of We Care.

Warid Telecoms brand values include:

Quality Investments in an organization must be spent effectively to gain

targeted success. Warid Telecom has an uncompromising commitment to

quality in this regard. That is why we spare no efforts in pursuing the best in

network services products and HR.

Simplicity The industry trend is to complicate all aspects of

telecommunications to intimidate the user into benign behavior. WaridTelecom encourages subscribers to be bold knowing that they are getting

what they asked for. We keep things simple easy to understand and even

easier to use.

Innovation For years people complained of the same things on mobiles. At

Warid Telecom we constantly look to make the communication experience

different by doing things in a better way. That is why the telecommunications

market is totally different from three years ago.

Transparency We are always open and honest. Warid Telecom has paved

the way to expose hidden charges reduce tariffs and maintain a clean

reputation. We say what we do and we do what we say.

Customer-Friendliness We enjoy working and succeeding together by

building close relationships. While we have a sense of purpose in our

operations we also have a strong culture that demonstrates to customers that

We Care. Warid Telecom considers the needs of customers first.

ORGANISATIONAL CHART

4


5/23

Chairman

Board of Directors

CEO

General Managers

Senior Managers

Managers

Assistant Managers

Executive

Nation-Wide Network

5


6/23

Chief HRM Policies

6


7/23

Providing Equal Employment Opportunity and a

Safe Workplace

Planning and Recruiting

Selecting Employees

Training Employees

Job Design

Customer Services

Job Evaluation

Salary Structure

Compensation and Benefits

Employees Conduct and Ethics Problem Solving

Providing Equal Employment Opportunity and

a Safe Workplace

7


8/23

Warid telecom is providing equal opportunity to its employees. They will extend equal

opportunity to all individuals without regard for race, religion, color, gender, creed,

national origin, age, disability or handicap status. So that all the employees working in

Warid telecom work with full confidence.

Warid telecom has the policy that affirms its commitment to the principles of fair

employment and elimination of all vestiges of discriminatory practices that might exists.

In Warid Telecom, there is no any kind of discrimination. We hire the employees

irrespective for their gender, race and religion. In the company we have a mixture of the

peoples but they all work like a happy family.

The workplace is sufficient for all the employees. Company provides necessary

equipments to its employees to do their work with ease and comfort. Moreover the

atmosphere of the company is peace and calm.

Planning & Recruiting

8


9/23

There is no specific number of per year vacancies in Warid telecom. It depends upon the

number of employees needed per year. The company plans and hires the employees itself.

It does take the services from any other recruitment firm. The company forecast the

demand for labor every year. During forecasting they include measures of the economy,

actions of competitors, and change in technology and trends in the composition of labor

force.

Moreover they also conduct an analysis that how many peoples are currently working on

different jobs have relevant skills according to their jobs. Warid Telecom has long term

goals. They set our goals by making the analysis of labor supply and demand. They also

focus on our product and try to improve it with the passage of time. Moreover they

launch new services e.g. Wateen Telecom. It is also a result of our Long Term goal.

The company did not downsize their employees; they hire workers on both temporary

and permanent basis. Mostly workers are hired on Permanent basis. Some workers are

hired temporary but based upon their work, after some time they are also appointed as

permanent workers.

The two main sources by which the company recruits the Human Resource are given

below:

Internal Source: In this source any one employee, within the company who will

be able to done the high post job, is selected. The information about the post or

vacancy is pasted on bulletin boards; on co-operate intranets and anywhere else.

This source is used less.

External Source: In this source the advertisement is published in newspapers.

Candidates are selected from applicants by conducting interviews. In this case

people also use some references to gain the jobs. This source is used more.

Moreover they also publish the vacancies also on internet. So the peoples apply from

internet are called for interviews and for further process. If the company made its

9


10/23

franchise on any rural area, then company prefer to hire the person from that area because

it is easy for customers to communicate.

Selecting Employees

10


11/23

Like every multinational company, Warid Telecom has also a specialized procedure for

selecting the employees. The selection process is described as follows:

Requisition raised by concern department.

HR Department processes this requisition.

Publish the advertisement in the newspapers.

Screening the application forms and resumes.

Interviewing Candidates.

Checking References.

Select the person.

They select the employees on the basis of work experience and knowledge. Good results

are also matters but knowledge is very essential for concerned job. In selecting the

company conducts tests for clerical jobs. There are some engineering tests,

communication skills tests, computer knowledge tests and many more based upon the

vacancy.

Line Managers and Human Resource Managers conduct interviews from the candidates.

But if there is an interview for some special posts like General Managers etc, then Board

of Directors and Chief Executive Officers conduct interviews. The company conducts all

types of interviews like structured, situational, behavior description, and panel interview.

In most of the cases, there are panel interviews. The selected candidates are informed by

both e-mail and postal services.

Training Employees

11


12/23

Warid Telecom believes that it is necessary for individual employees or groups of

employees to take job related training courses that enhance their values to the company,

keep them up to date on the latest trends, technologies and knowledge, offering a great

chance to interact with peers. Training need is identified through gap analysis,

performance appraisal, profile assessment or one on one meeting.

Training is considered as a learning intervention used for the personal as well as

professional development of Warid employees. The employees are given in house

trainings and they also sent for trainings from well reputed and specialized training

institutes both within and outside of Pakistan. After providing training, there is a training

evaluation form. Due to this form the company realized that how much a person is

trained.

There are two types of trainings given to the employees. The types and their durations are

given below:

For Local Trainings (maximum 1 weeks)

For Foreign Trainings (maximum 2-4 weeks)

In Warid telecom, they use all training methods e.g. Audio/Visual, Practical, workshop,presentations, hands-on etc.

Job Design

12


13/23

The HR Department designs the jobs in which they define how work will be performed

and what task will be required in a given job. The four phenomenon of Job that is

practiced in Warid Telecom are given below:

Job Enlargement: to some extent at managerial level.

Job extension: many times.

Job rotation: how to some extent in Inter-department.

Job enrichment: many times.

Work timings are fixed for all the employees. Most of the work is done by teams. Regular

work hours are 9:00 am to 6:00 pm, Monday through Friday. On Saturday, the work

hours will be from 9:00 am to 1:30 pm. Employees are entitled to one hour lunch from

1:00 pm to 2:00 pm (conditional to job requirements). On Fridays, the prayer and lunch

break will be from 1:00 pm to 2:30 pm. 10 minutes grace time is allowed.

Customer Services

13


14/23

Due to operational requirements, the timings for customer service division may differ and

are communicate accordingly. A cheerful and positive attitude is essential to our

commitment to extraordinary customer service and impeccable quality. It is essential that

the employees act in a professional manner and extend the highest courtesy to co-

workers, visitors, customers, vendors and clients.

Job Evaluation

All new staff (except GMs or above) will have to undergo probation period for 3 months.

During the Probation period, the notice period is one day. Performance of the employee is

monitored closely, if the new staff is unable to perform as per Companys expectations,

the probation may be extended or his/her service may be terminated. All such decisions

are made in consultation with HR Department.

Each job evaluation is assigned with a grade which has a particular salary associated with

it. This range is applicable to all positions assigned to that grade. Every salary range

associated with a grade, has a minimum and maximum level.

Salary Structure

14


15/23

The Companys salary structure consists of salary grades and salary ranges. It is

established based on the relative values of jobs as a result of job evaluation process and

competitive market practices. The existence of structure allows differences in

performance and contribution to be rewarded at different salary levels. Every year, the

company reviews its salary range in accordance with the results of a market survey to

maintain the competitiveness of the salary structure. It depends on how competitive we

are when compared to the market.

The criterion which is used by the company for deciding the salary of an employee

includes the following:

The employees related skills, knowledge and experience.

The employees trend of performance over time versus the current year.

Internal and external pay equity.

Pay relationships: where to position the employees base pay relative to others

within the department who are performing similar work.

Warid Telecoms Philosophy is to Pay or Performance, by comparing ourselves

primarily with other Telecom companies and also with multi-national consumer product

companies. They position their pay structure at 80 th percentile of market and their benefits

are at market average. If an employee does not work for a full month, his/her salary for

that month will be prorated.

All employees will be paid around the 30th of each month. If the pay day happened to be a

holiday, the day before will be used as pay day.

As a matter o Warid Telecoms policy, disclosure of salary information is strictly

restricted. The specific salary paid to an individual should not be disclosed to anyone

within or outside the company. If any employee discloses the salary information to

anyone within or outside the company there is a strict disciplinary action against him

including immediate termination from his/her service.

15


16/23

The company made salary review because in this way it is easy or the company or

determining who is qualified to receive salary increase. The factors considered in making

the salary review are:

Current performance of the employee.

Current position of his/her salary within the assigned salary range.

I this is appropriate, it is possible that there is no salary increase.

Compensation and Benefits

16


17/23

Following are the benefits given by Warid Telecom to its employees:

Group Life Insurance.

Hospitalization.

Out Patient Medical Practice.

Dental Treatment.

Preventive Measures.

Cellular Phone Policy.

Car Policy.

Others

Group life insurance coverage is provided to all employees. In the case of an employeesdeath the beneficiaries of the employee shall receive the insurance benefits .the amount

would be doubled in case of accidental death.

All employees their spouse and children up to the age of 25 (no limits for the unmarried

daughters) dependent parents are eligible for the hospitalization. For details please watch

compensation and beneficial departments

The employees are eligible to claim their medical out patient expenses up to a maximum

of one months grass salary each year. The following are covered under out patient

treatment

1. Consultation

2. Prescribed medicines

3. Pathological/clinical tests and x rays

The Company will reimburse the cost of following vaccinations for employees and their

dependents.

Small pox

Cholera

Polio

17


18/23

Typhoid

Whooping cough( infants and children)

Tetanus

BCG for children only Diphtheria

Gamma Globulin

Hepatitis

The company expects its employees too appropriately and reasonable use the cellular

facility, keeping the perspective that this is a business tool and not a benefit /perk.

Furthermore, all personal /private calls shall be identified and duly paid by the user. If the

cellular phone bill exceeds the stipulated limits, additional bill is deducted from salary of

the employee.

All employees would be given a cellular connection, with the monthly maximum limit

considering their level of responsibility and job functions. It is expected that employees

with the company cellular phone facility keep their mobile activated for business use 24

hours a day and 7 days a week.

Warid Telecom provides all eligible employees (except GMs) with the corresponding car

allowance to compensate them for official commute, business and personal use. Pool

vehicles & Department Vehicles Necessary maintenance and provisioning of

Pool/Department vehicles are the responsibility of Admin Service department.

All regular employees are entitled to one monthly gross salary per year of service, as

gratuity after completion of one year of service. Gratuity amount is based on pay rate atthe end of employment. All regular employees are entitled to contributory provident fund.

The provident fund shall be deducted at a rate of 9% of basic salary per month after

successful completion of 90 days probationary period.

Employees Conduct and ethics

18


19/23

General employee conduct policy is given below:

All the employees shall have equal rights as employees of this company

regardless of the position held. They shall observe the rules and regulations

related to their work. Each employee shall be responsible for ensuring the best

accomplishment of his/her assigned task.

All employees shall strive to create a positive work environment protective to

well being of all other Warid Telecoms employees, individually and in groups.

Employees are expected to treat fellows employees respectfully and courteously

and be supportive of one another.

It is the policy of the company that certain rules and regulations regarding

employees behaviors are necessary for the efficient operations of the Company

and for the benefit and protection of the rights and safety of its employees.

Ethical principles are the values that set the ground rules for all that we do as employees

of Warid Telecom. As the company seeks to achieve responsible commercial success, it

will be challenged to balance these principles against each other: always mindful of their

promise to shareholders that we will achieve responsible commercial success. Following

are the ethical principles practiced in Warid Telecom:

Honesty: they will not say things that are false. They will never deliberately

mislead. They will be as candid as possible, openly and freely sharing

information, as appropriate to the relationship.

Promise-keeping: They will go out to great lengths to keep our commitments.

They will not make promises that cannot keep and they will not make promise on

behalf of the Company unless we have the authority to do so.

Fairness: They will create and follow a process and achieve outcomes that a

responsible person would call just, even-handed and not arbitrary.

Respect for others: They will open and direct in our communication and

receptive to influence. They will honor and value the abilities and contributions of

others, embracing the responsibility and accountability for our actions in this

regard.

19


20/23

Compassion: They will maintain an awareness of the needs of others and act to

meet those needs whenever possible. They will also minimize harm whenever

possible. They will act in ways that are consistent with our commitment to social

responsibility.

Integrity: They will live up to Warid telecom ethical principles, even when

confronted by personal, professional and social risks, as well as economic

pressures.

Each staff will be judged on merits of their performance and no favoritism preferential

treatment within/cross department(s) will be allowed. Warid telecom is committed to

providing a safe and productive work environment for all employees. The company

believe that its employee should be treated with dignity and respect. Threats or acts of

violence by an employee or any other person on Warid telecom Premises to another

individuals wellbeing, life, health, safety, family or personal property will not be

tolerated.

Threats and acts of violence, including, but not limited to threatening language, behavior,

physical alterations, e-mails, written materials and destruction of personal property is

strictly prohibited. Firearms and/or weapons of any kind neither are nor permitted in theworkplace. If the company hears information that is questionable, we question it as to its

validity and not simply pass it along to others and not react. Any malicious rumors need

to be challenged as to its merits.

It is the companys policy that all employees have the right to work in an environment

free from any type of illegal discrimination, including sexual harassment. Any employee

found to have engaged in such conduct will be subject to immediate discipline up to and

including discharge.

No employee is allowed to exchange gifts with any of our suppliers, vendors, franchisees

etc in the tune that may construe to greeting any direct or indirect benefits from the

employee in a sense that compromises the meritocracy standards of the organization.

20


21/23

Employees who receive any kind of gift from suppliers, vendors, franchises etc will be

required to promptly inform his/her Line managers and GM Human resources for any

further action that management deems appropriate.

Corrective disciplinary process is to provide employees with an opportunity to correct

performance related problem/misconduct and avoid recurrence of them and to protect the

interest of the company by promoting fair and consistent disciplinary action when

needed. Three steps in disciplinary process are given below:

Verbal warning: It is usually given by the department Manager in case of a

performance deficiency or a first offence involving misconduct.

Written Improvement notice: It is given by the Department Manager to the

employee if the performance deficiency/misconduct described in the verbal

warning discussion has not improved in the stated time period.

Discharge: This is the final disciplinary action and will only take place if the

employee performance/misconduct did not improve despite verbal and written

notice, or f the employees performance/conduct reverts back to an unsatisfactory

level within 6 months after the expiration f the written notice.

Problem solving

Theproblem solving strategy used by Warid telecom is:

DO IT

21


22/23

D: Define Problem

O: Open mind 7 Apply creative techniques.

I: Identify best solution.

T: Transform.Next Approach:

Problem finding.

Fact finding

Problem Definition.

Ideas Finding

Selection.

Planning

Sell ideas

Action.

Resignation and Exit

Resignation process in Warid telecom is given as:

22


23/23

Resignation is the voluntary termination of service by the employee. Resignation

is assumed when an employee fails to return from a leave of absence or refuses a

comparable job offer upon return from a leave of absence.

Resignation is considered when an employee is absent for 3 consecutive

unexcused and unreported working days or exceeding 6 days within a month,

Notice of resignation for confirmed employees in 1 month or otherwise 1 gross

salary will be deducted from final settlement.

Annual leave balance at termination must not be used s part of termination notice

and must be settled by payment unless exceptions are made by the management.

Employee should return all company property (i.e. Employee ID, laptop

computers, USB drive etc) at the time of resignation.

Discharge is the termination of services of an employee by the company for the following

reasons:

Misconduct, performance deficiency

Inability to perform due to mental/physical incapacitation.

Unavoidable management circumstances.

Human Resource division will conduct an Exit Interview with the employee leaving the

organization before or on the last working day. Employee exit interviews are used last

working day. Employee exit interviews are used to gather information from separating

personnel. The survey covers issues such as benefits, working conditions, opportunities

for career advancement, the quality and quantity of the work load, and relationship with

co-workers and supervisors. The purpose for such data collection is to gather data for

improving working condition and consequently retaining employees.

---------------------------------------

HRM Report of Warid

Documents

Transcript of HRM Report of Warid