SUPERIOR UNIVERSITY LAHORE

HRM PRACTICES IN
MOBILINK
Human Resource Managment

By
ZEESHAN ARSHAD
&
Group

College of Business & Management Sciences Studies

 Superior University Lahore

Final Term Project

Of
HUMAN RESOURSE MANAGMENT

Presented to:
To: Sir Usman Sadiq

By:

ZEESHAN ARSHAD...10405
ABDUL WAHAB.10435
NOMAN HAIDER....10412
M.WAHEED......10437
M.HARIS...........10410
FAISAL MANSOOR.....................10445
BBA-5-D

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Table of Contents
Acknowledgement.......2
Dedication....3
MISSION STATEMENT..............................................................................4
Mobilink's Vision.......................................................................................4
Mobilink's Values:........................................................................................5
Total Customer Satisfaction:.....................................................................5
Business Excellence..................................................................................5
Trust & Integrity:......................................................................................5
Respect for People:...................................................................................5
Corporate Social Responsibility:..............................................................5
Head Office Location:..................................................................................6
Branch Offices:.............................................................................................6
Principal area of Business:...........................................................................6
Mobilink have two Main products............................................................6
Jazz............................................................................................................6
Indigo........................................................................................................6
Services offered:...........................................................................................7
Major Clients/Customers:.............................................................................8
Number of customers:...............................................................................8
Type of customers.....................................................................................8
Customer services centers:........................................................................8
Competition:.................................................................................................8
Major competitors of Mobilink include....................................................9
Level of Technology Used:...........................................................................9
Major Departments.......................................................................................9
....................................................................................................................11
HRM DEPARTMENT:...............................................................................11
HR Mission Statement............................................................................11
HR DEPARTMENT SECTIONS:..............................................................11
Employee services...................................................................................12
OD and Effectiveness..............................................................................12
Staffing and compensation......................................................................12
HR Strategies:.............................................................................................12
HR Practices at Mobilink:..........................................................................14
Planning:.................................................................................................14
Recruitment and Selection:.....................................................................15
Measures to improve competences and employee Skills:.......................17

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 Orientation:.............................................................................................18
Training:.....................................................................................................18
Types of Training in Mobilink:...................................................................19
Performance Appraisal:..............................................................................20
To measure the work performance......................................................21
To identify employees with high potentials for advancements...........21
Performance Review:.................................................................................21
Appraisal categories...................................................................................22
Feedback:.............................................................................................23
CAREER PLANNING & DEVELOPMENT:...........................................23
Promotion Policies..................................................................................24
Reward System:......................................................................................25
Compensation and benefit plans:............................................................25
Health & Safety Policies.........................................................................27
Employee Relations:...............................................................................28
Written warning: 06 months................................................................29
Penalties:.................................................................................................30
Motivation:.................................................................................................31
Motivational factors:...............................................................................32
CONCLUSION:.........................................................................................32
Recommendations:.....................................................................................32
References:.................................................................................................34

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A cknowledgement
All praises belong to almighty Allah who is the supreme
authority knows the ultimate relations underlying all sorts of
phenomenon going on in this universe and whose blessings and
exaltation flourished our thoughts and thrives our ambitions to have
have project of HUMAN RESOURCE MANAGMENT. We also
offer our humblest thanks to HOLY PROPHET HAZRAT
MUHAMMAD (PBUH) who is the forever torch of guidance and
knowledge for humanity as a whole.

We deem it our utmost pleasure to avail this opportunity to

express gratitude and deep sense of obligation to our Human Resource
Management teacher Sir Usman Sadiq for his valuable and
dexterous guidance, scholarly criticism, untiring help, compassionate
attitude, kind behavior and moral support. Through the Project he
helped us and guided us in every aspect, as that was a very new
experience for us.

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 Dedication

We dedicate our work to our honorable

Parents and respectable teachers, whose
prayers,
And devotion to our
Studies encourage us to achieve this
Remarkable Success.

6
 MISSION STATEMENT

To be the unmatchable mobile system of communications in Pakistan this provides

the best value to its customers, employees, business partners and shareholders.

Mobilink's Vision
To be the leading telecommunication services provider in Pakistan by offering
innovative communication solutions of our customers while exceeding shareholder
value and employee expectations

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Mobilink's Values:

Total Customer Satisfaction:

Customers are at the heart of our success. They have placed their trust and confidence in us. In
return, we strive to anticipate their needs and deliver service, quality and value beyond their
expectations.

Business Excellence

We strive for excellence in all that we do. We aspire to the highest standards and raise the bar
for ourselves everyday. This commitment to delivering world-class quality translates into
unmatched service and value for our customers and all stakeholders.

Trust & Integrity:

At Mobilink, we take pride in practicing the highest ethical standards in an open and honest
environment, and by honoring our commitments. We take personal responsibility for our
actions, and treat everyone fairly, and with trust and respect.
Respect for People:

Our relationships drive our business. We respect and esteem our employees and all
stakeholders. We believe in teamwork, empowerment and honor.

Corporate Social Responsibility:

As the market leader, we recognize and fulfill our responsibility towards our country and the
environment we operate in. We contribute to worthy causes and are dedicated to the
development and progress of the society.

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Head Office Location:
The head office of Mobilink is located at KULSUM Plaza, blue area, Islamabad.

Branch Offices:
Its branch offices are located in Lahore, Karachi, Faisalabad, Rahim Yar Khan, Sukkur,
Peshwar, Quetta, Swat, and Kohat. Moblink has three main contact centers in three regions
of Pakistan. As for the customers centers there are about 2000-2500 customers service centers
all over Pakistan.

Principal area of Business:

Mobilink have two Main products

Jazz

Indigo

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Services offered:

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.

They are confident that their innovative and exciting new services will bring about a
revolution in the way you look at mobile communications.

Following are the major services

Caller time identification

Call waiting
Call holding
Call forwarding
Short messaging services
Fax and data services
International rooming
News information services
Mobilink(GSM)G mail
Superior security in billing
Mobile TV
Entertainment & many more

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Major Clients/Customers:
Mobilink has about 53% market share.

Number of customers:
Total numbers of subscribers are about 12 Million. The major customers are from jazz
package.
Type of customers
Major part of corporate sectors

Armed forces

Business community

Govt. organizations

Teen agars using JAZZ

Students

Shopkeepers

Bankers

Customer services centers:

Mobilink currently has 10 CS centers all over the Pakistan.

Competition:

Company is facing competition from all the operators in telecom that includes all the face
SGM (Global System of mobile) operators, CDMA operators and LDI operators and land
line operators. All these telecom companies Human Resource Departments are in constant
need of new employees. So there is stiff competition in the telecom market for Mobilink.

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Major competitors of Mobilink include
Telenor

Ufone

Warid

Zong

others

Level of Technology Used:

Mobilink is using high IT based technology for operations. Mobilink uses Motorolas
infrastructure mostly at radio based stations, but now it has been exceedingly using Alchatel
equipment too. Switching equipment is of Siemens and Alchatel, billing system from Telesens
KSCL and Ericsson, Intelligent network from Siemens, Microwave equipement DMC. The
GSM (Global System of Mobile communication) band that is used by Mobilink is in 900/1800
MHz.

Major Departments

1. Finance Department
o Credit and collection
o Procurement imports
o Revenue assurance
2. Customer Services Department
o Customer services operations
o Customer services system
3. Commercial Department
o Marketing

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 o Direct sales
o Indirect sales
4. Technical Department
o Switching
o Operations / operation support
o Logistics
o Infrastructure
o Systems planning
5. Information Technology Department Billing
o IT
6. Human resources
7. Administration and legal affairs & government relation department
8. Internal audit department
9. Customer services

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 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.

Mobilink will achieve this by:

Inspiring and motivating its people.

Developing its people to strive for higher standards.
Driving an open minded and enterprising corporate culture where people through
leadership at all levels da
re to dream, dare to try, dare to fail and dare to succeed.
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
Pakistan that gives it an edge over its competitors.

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HR DEPARTMENT SECTIONS:

HR department of Mobilink has three sections.

Employee services

o Payroll information
o Leave and medical record
o Final settlements and provident fund
o Policies and procedures
o Employees record and recreation

OD and Effectiveness

o Training plan
o Talent management
o Performance management
o Employees retentation
o Orientation employee communication

Staffing and compensation

o Staffing plan and HR budgeting
o Management trainee and internship program

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 o Interviewing and selection
o Headhunters
o Compensation, benefits and incentive

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 world-class 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

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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.

HR Practices at Mobilink:

These are few of the HR practices that we have learned from our resource person.

Planning

Recruitment

Selection

Training & Development

Compensation

Performance Appraisal System

Occupational Health and Safety measures

Career Planning and Development

Research and Development

Reward Management

Employee Relations

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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.

But now due to market trends they have transformed there new strategies.
According to the management its not useful to invest a lot in the employee at a larger extent.
They do develop employees for there career planning but no formal succession planning is
practiced.
Recruitment and Selection:

In MOBILINK, the activity to fill a vacancy or a new job starts with the requirement
communicated by the respective managers to the HR department. The HR department then
looks for the possibilities of internal and external recruitment.

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.

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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.

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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
Overseas travel and education
Age
Target University
Relevant experience

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.
.

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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.

Measures to improve competences and employee Skills:

In order to make its human resource productive and efficient, Mobilink aggressively work in
developing its human resource capital through international and local trainings as well as
structured employee well-being programs, making it one of the most sought after companies
to work for in Pakistan. Mobilink conducts several training program in order to improve the
competencies and skills of employees.

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.

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At MOBILINK, there is a continuous assessment of the technical and managerial skills. For the
further enhancement of these skills formal training programmes 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.

Training Methods
On Job Training
Special Training Sessions
Team Building
Problem Based
Refresher Courses

Types of Training in Mobilink:

On a general basis the training done in Mobilink can be divided into two categories:

Soft skill training

Technical Training

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Soft Skill Training:

Helping your employees develop a stronger base of knowledge on topics that affect their
personal lives can make them more productive and less distracted in their jobs. Soft skill
development courses in areas like personal finance and childcare can help your team better
manage the most important areas in their personal lives.

This may include the following things for e.g.

Conflict management training

People management training

Communication skills

Anger management

Time management training

Teamwork training etc

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.

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 All these types of training are done to enhance the employees job skills at the level he is at.

Training programs leads to:

Leadership
Influencing
Creative Problem Solving
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.
Objectives of Performance Appraisals

To measure the work performance

To motivate and assist employees in improving their performance
And achieving there professional goals

To identify employees with high potentials for

advancements
To identify employees training and development needs
To provide a solid path for career planning for each individual

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.

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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

% Of total numbers of
Appraisal category Definition of category employees which can be
rated in this category
1.expert Indicates exceptional 15%
performance
2.very Good Indicate performance that 10%
consistently meets the
requirements of the
position, very good
indicates the individual is
on track for
advancements
3. Good Indicated performance 8%
that requires
improvement (i.e. meet
requirements without
initiative or
advancement)
4. Basic Performance to be 5%

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 improved (hardly meets
requirements)

Sources of Performance Appraisal:

At MOBILINK the primary sources of performance appraisal are the managers and secondary
sources are employees themselves. Though the peers also give their opinion but it usually does
not have any weightage unless a conflict arises between the manager and the employee.

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.
CAREER PLANNING & DEVELOPMENT:

Mobilink faces much competition in the telecom industry so now they are focusing on career
Management of their employees in which they enable the employees to better understand and
develop their career skills and interests and to use these skills and interests most effectively
both within the company and after they leave the firm. Career planning is the deliberate
process through which someone becomes aware of personal skills, interests knowledge,
motivation, and other characteristics; acquires information about other opportunities and
choices; identifies career related goals and establishes action plans to attain specific goals.
Career development is the lifelong series of activities (such as workshops) that contributes to a
person career exploration, establishment, and success ad fulfillment.

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 Mobilink gives promotion to their employees on the performance basis. The Mobilink
HR department develops the employees career development plans in which the HR
department predicts the next logical step for their employees within five years.

Importance of Career planning in todays competitive world is as important as any other HR

function. Retaining your valuable Human resource today is one of the biggest challenges that
organizations are facing. So, HR needs to come up with new strategies. Career planning and
development is one of the basic tool and strategy organizations are using for retaining their
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 3-4 years

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Specialist 3-4 years
Manager 2-3 years
Director According to the president decision
Chiefs According to the president decision
However, employees who may not get a chance of promotion due to the non availability of an
existing slot, will be compensated by being moved over with in the new salary range
specified by the company
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.

Compensation and benefit plans:

Mobilink has a separate department for compensation. That department deals in staffing and
compensation planning. First of all this department has all the information regarding who is
being employed and how it is performing. What so ever promises are made to the employees,
they know that. So its easy for them to design compensation plans because they know every
employee which is being hired.
Compensation and benefit plans are particularly based on performance. If
performance is up to the standards of Mobilink and the employee has good conducts he is
rewarded. After performance evaluation, results are rechecked and matched with the standards.
Based on that, proper compensation plans are designed.

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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.
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.

Reward Categories at Mobilink

Intrinsic and Extrinsic rewards include:
Smart/Quality work
Exceptional performance in a project
Targets achievements

Special assignments

Medical care
Life insurance
Vacations

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 Relocation
Credit advance policy provident policy/advance against provident fund and a capping
of gratuity
Recreation
Club Policy Travel
Education assistance policy
Mobile phone
Business mobile phone policy
Official Blackberry Policy
Life insurance
Medical entitlement
Health & Safety Policies

The safety of employees is everyones responsibility. Accidents, precaution and efficient work
go hand in hand. All levels of employees have a primary responsibility for the safety and well
being of all of us.

Therefore, interest in practicing safety prevention must be encouraged by:

a) Setting good examples.

b) Acting upon safety records.
c) Reviewing safety programs.
d) Holding personal interviews or group conferences.
e) Starting activities that will stimulate and maintain employees interests.

No phase of operation of administration is of greater importance than accident prevention. It is

the policy of the Company to provide and maintain safe and healthy working conditions and to
follow operating practices that safeguard all employees and result in safe working conditions
and efficient operations. Proper First Aid Kit will be available at all Mobilink Offices including
remote locations.

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There is no need for such measures at Mobilink as maximum jobs do not expose you to the
health hazards and are not such that require safety measures. However, there is a tendency of
being safe in every human and that shows when you visit some Mobilink officer to meet
someone of a high designation level. You need to fulfill various safety measures.
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: 03 months

Stage 2 - Written warning: 06 months

Stage 3 - Final written warning: 12 months

Stage 4 - Dismissal

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

Insubordination

Willful failure to carry out reasonable orders including the performing of job assigned
by supervisor.

Dishonesty

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Falsification of any official company records will subject to the termination without
prior notice.

Violation of Safety Rule

Failure is refusal to conform to safety practices or the misuse of safety device.

Violence

Causing a disturbance on company property resulting from fighting.

Profanity or Indecent Conduct

The use of profane language or engaging in immoral conduct.

Intoxication

Coming to work under the influence of drugs or bringing drugs into the facility.

Willful Damage to Property

Careless spoilage, destruction of company property or material.

One Day Absenteeism

Unauthorized absence from work for one day without notifying employer.

Misrepresentation

Deliberate misrepresentation of past history or other important matters.

Accepting Money or Gift

Taking advantage of ones positions to accept money or gift is against the rules of
company.

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Motivation:
As we know MOBILINK is highly aware of how to motivate its employees in the best way.
This can be judged by the enthusiasm and good spirit that people show in performing their
jobs. There is a well-devised system that MOBILINK follows for the purpose of motivation. It
includes both financial and non-financial rewards along with the major Motivators and
Dissatisfies.

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.
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.

Motivational factors:
Mobilink is a leading telecom company and all the employees working there feel pride in
affiliating them with the organization. Its the biggest intangible motivational factor. Affiliating
with organization, employees are self motivated to work and loyalty comes from within.
However they have other factors too. They believe in praising the good work done by

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employees and reward them on that. Reward may be tangible or intangible. They also arrange
parties in which star performers are highlighted. Also they have informal meetings after
performance evaluation and supervisors, subordinates, colleagues talk about there success and
are motivated through intrinsic factors. Delegation of authority and empowerment re the tools
which they use to motivate employees and that is how they keep up the good work.

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.

Recommendations:

To establish core competence and to bring competitiveness,

Mobilink should implement numerous effective plans to improve the performance of its
various departments. Supervisors must manage employee performance well in order for
Mobilink to accomplish its mission and achieve its goals. Following are some
recommendations for Mobilink, which we
Personally feel can be useful for the organization, its employees and the customers.
Effective Performance Management
Performance management is one of the most important parts of a Supervisors or team leaders
job. Developing skills in performance Management is wise investments that will help Mobilink
achieve its Goals.
Managing employee performance includes:
Planning work and setting expectations
Monitoring and measuring performance
Developing the capacity to perform
Periodically rating performance in a summary fashion
Recognizing and rewarding good performance
Practicing good performance management requires proficiency in certain competencies.
Competencies are observable, measurable Patterns of skills, knowledge, abilities, behaviors
and other Characteristics that an individual needs to perform work roles or Occupational

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functions successfully. Performance management Competencies that all supervisors (and team
leaders) at Mobilink Should develop and demonstrate include:
Communication

Establishing and maintaining effective communications with each Employee not only requires
good oral and written communications Skills, but it also includes the ability to establish good
working Relationships. To communicate effectively with employees, Supervisors must
establish an environment that promotes an open Door atmosphere, the sharing of ideas, and
employee involvement in decision making processes.

Setting Goals
Setting long and short-term goals with employees gives focus to Employee efforts. When goal
setting is done correctly, employees strive to accomplish those goals and feel confident in
achieving them. When goal setting is done poorly, work does not progress as desired. Knowing
how to set goals effectively is an important part of Performance management. To do this well,
supervisors need to be able to clarify expectations and to set realistic standards and targets.
Measuring Employee Performance
Credible measures of performance that employees understand and accept are critical for
achieving high level performance. Measuring employee accomplishments, using both
qualitative and quantitative measures, provides the information that supervisors and employees
need in order to monitor performance.
Giving Feed Back
Feedback should inform, enlighten, and suggest improvements to employees regarding their
performance. Supervisors should describe specific work related behavior or results they
observe as close to the event as possible.
Coaching & Developing
Using their coaching skills, supervisors evaluate and address the developmental needs of their
employees and help them select diverse experiences to gain necessary skills. Supervisors and
employees create development plans that might include training, new assignment, job
enrichment, self study or work details.

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References:

1. Mr. Syed Sohaib Hassan

Associate Orgational Development
Human Resources.
MOBILINK, F-8/3, Islamabad.
2. Mr. Hasan Jahangir
MOBILINK, F-8 Markaz, Islamabad.
3. Usman Ahmad
MOBILINK, F-8 Markaz, Islamabad.
4. www.mobilinkgsm.com.
5. www.google.com
6. www.wikipedia.com

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