Group members are

Syeda Maryium Fatima Sumaira Zaffar Sumaira Manzoor Nadeem Afzal

Ufone started its operations from Islamabad on 29th

January 2001

Ufone, a subsidiary of PTCL, is the only Pakistani-owned

cellular service operator in Pakistan

They believe in solid commitment to growth, security &

reliability, with a market share of over 24%

The fastest uptake of any cellular service operator in

Pakistan.

INTRODUCTIONINTRODUCTION

Ufone is the only GSM Operator with 2.5G GPRS service,

which is the ‘next generation’ technology and offers

Virtual Private Network

Pocket Stocks

GPRS Advantage

Multi-Media Messaging Service (MMS)

Voice Mail

Conference Calling

Call Waiting

CORPORATE SERVICESCORPORATE SERVICES

Ufone has the best integration of four

departments

Finance

Marketing

Human Resource

Engineers Team

CORPORATE SERVICESCORPORATE SERVICES

HR hires the best people to work and

adjust them into these four

departments according to their

specialization. HR conducting its best

practices to recruit, train and motivate

their employees.

The technology chosen for this purpose is GSM 900.

Pak telecom Mobile limited (PTML)

They have bought the best equipment available in the

international market.

PTML is aiming to provide best in city coverage along

with the state of the art value added services for

subscriber according to their needs

It is a $60 million company that is provided by Nortel

networks ,which is one of the leading names in the

telecom equipments with the headquarter in Canada

UFONE - AS AN ORGANIZATIONUFONE - AS AN ORGANIZATION

VISION STATEMENTVISION STATEMENT

“Quality Voice at reasonable Price that

guarantees Customer satisfaction”.

MISSION STATEMENTMISSION STATEMENT

Mainly Ufone has four regions and within

those regions the structure is functional

The decision making authority is centralized

at the top but within the regions it is

decentralized i.e. regional heads have to inform

top management before making any decision

ORGANIZATIONAL STRUCTURE OF UFONEORGANIZATIONAL STRUCTURE OF UFONE

MAJOR DIMENSIONS OF HRM PRATICES OF UFONE ACHIEVING COMPANY COMPETITIVENESS

Managing the Human Resource environment Acquiring and Preparing Human Resources Determining human resource requirements Recruiting employees and placing them in jobs that best

use their skills Selecting employees Getting the Right People Getting the People Right Assessment and Development of Human Resource Designing work to maximize employees’ innovation Determining employees’ productivity Measuring employees’ attitudes Compensating Human Resource i.e. creating pay system & rewarding employee contributions

As the training is process of learning experience of

the change in your skills, knowledge, attitude &

behavior. It is relatively permanent change in an

individual behavior

So the change in skills, knowledge, attitude and

behavior is relatively permanent. It means that the

training is required by every employee, but anyone

who is need is given, so that training is need

oriented

TRAINING

The company follows all the methods of training but

assessing the need of every employee

Basically they use the following methods of

training: -

Classroom training

The simulation exercises

Using audio and video films

Computer base training

Program instruction method

TRAINING

Presentation Techniques These involve

traditional classroom instruction, distance

learning and audiovisual techniques

Classroom Instruction The trainer lectures a group.

Exercises into traditional classroom instruction so

that trainees will learn and use the information

presented on their job

Distance Leaning It will be used by the Head Office

and Branch offices to provide information about new

services, policies or procedures

TRAINING METHODS

Audiovisual Techniques This is a common method used by

Ufone that involves overheads, slides and video

On-the-job Training It is used for newly hired employees,

upgrading the skills of experienced employees when new

technology is introduced

Business Games and Case Studies. These are designed

to make the trainees study and discuss among themselves (case

studies), while in business games, the trainees must gather

information, analyze it and make decisions

TRAINING METHODS

Behavior Modeling. Each training session focuses on

one interpersonal skill and includes a presentation of

the rationale behind the key behaviors

Interactive Video. Instruction is provided one-on-

one to trainees via a monitor connected to a

keyboard

Group Building Techniques. These help

trainees share ideas and experiences, build

group identity, understand the dynamics of

interpersonal relationships

TRAINING METHODS

ufone has a very systematic patron for this TNA.

Each employee is given a specific target in the

beginning of year (Appraisal form)

The second method is the Management &

Organization Development Division

This review is done after every quarter (3

months)

They recommend that which sort of staff and training

is needed in that particular region

TRAINING NEED ASSESSMENT (TNA)

Development. It is more future oriented and will focus on the personal growth

Job Rotation. As it is a Japanese style, but now used by throughout. Ufone fiber ltd. is a strong

advocate of this method and according to their policy they are not keeping a person more then three years at a same position and at a same branch and region

Mentor or Coach Normally this duty is done by the branch manager. He is responsible for all sort of help or solving any sort of problem facing a new employee

or even an old employee

TRAINING NEED ASSESSMENT (TNA)

Management Skill Training ufone has a special developmental program for those employees who are recently promoted to managerial position or higher positions

Post Training Performance Test

Performance Test They have some courses which have performance test at the end to evaluate the trainees for their understanding and learning for the methods

Feedback from Regions (Operation Support & Services) The second method for the post training performance test is the Recommendation of courses from the Operation support and service

TRAINING NEED ASSESSMENT (TNA)

STEP # 1 Form-A Basically the performance

appraisal form has five sub- forms the first one is

form-A. In this form the appraise and appraiser both sit

and set the targets and goal which is to be

achieved by the employee and desired by the supervisor

is done from the coming year

STEP # 2 Form-B In this from the person 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

PERFORMANCE APPRAISAL

STEP # 3 Form-C In this section of appraisal

from the employee is evaluated by his ability called

“appraisal by Ability (ABA)”.

STEP # 4 Form-D Now this section clearly identifies the

need for employee development called “DEVELOPMENT

NEEDS”. The form is sub-divided into two parts:-

Appraiser’s Strengths

Appraiser’s Needs

ABO & ABA both carries 75% & 25% weight age

respectively.

PERFORMANCE APPRAISAL

STEP # 5 Form-E This step is again the step # 1 of

the next year appraisal from. Mean to say that it

contain the targets/goal for the next period

PERFORMANCE APPRAISAL

Job description Complete explanation Req of the Job

Job qualification Avoid resume obsession Explore actual potential/ suitability

Electronic recruitment Establishment of E Network Expand the networking back haul

Turnover Job rotation rewarding Feedback creates sense of belonging Reduce unnecessary turnover

CONCLUSION

Job Fairs/ Visits of Institutions

Diversity of Employees

Higher Professional Education to the Employees

Ensure the substantial contract Period

Value Experience of Employee

Improvise the HR process

Shift to an employee oriented company

Motivation

Have a more professional and Dispassionate attitude

Training free of conditions

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