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Organizational Structure

CEO

Vice President

HR Admin Information Customer Corporate

Security Technology Services Affairs

Strategy
Marketing Sales Finance Management

Director Director Director Director

Director Director Director Director

Manager Manager Manager Manager Manager Manager Manager Manager

Specialists Specialists Specialists Specialists

Specialists Specialists Specialists Specialists

Associates Associates Associates Associates

Associates Associates Associates Associates

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Chapter Three

Human Resource Planning

Mobilink's activities serves to illustrate that business success in demanding markets can
be achieved without compromising ethical principles or international norms. Our Codes
of Conduct have been adopted by our competitors and are a key management tool for
influencing all our activities.

The Codes of Conduct cover areas that are important for ensuring solid business ethics
in all aspects of our activities. They contain specific and practical rules, and set the
standards for how individual employees should conduct business when faced with
competition and demands for meeting business objectives. Failure to comply with the
Codes of Conduct results in sanctions suited to fit the nature and extent of unauthorized
actions. The Codes of Conduct apply to Vice presidents, Directors, Managers,
Employees, hired staff and anyone acting on behalf of Mobilink GSM.

Human Resource (HR) planning is a strategic process that forecasts the demand for
jobs in the organization and anticipates the supply of workers. HR planning enables
the hiring managers and recruiters to obtain the ‘best’ fit between a candidate and the
job at hand at the right time. It ensures that there are adequate human resources to fill in
the slot of the employees who leave the organization. Despite of the fact that Mobilink
has the least turn-over ratio attained by any other company in the industry.

Human Resource Planning

Human resource demand depends upon the demand of the customer, as the cellular
companies market share depend upon their subscribers so the demand of the human
capital depends upon the customer demand of the product and its maintainability.
Demand of the product is directly connected to the sale channels where as
maintainability is concern to its customer care and engineering departments.

The supply of Human Resource is to see how much Human Resource can be available
from the market. That is to have a reasonable and skillful work force. Mobilink strictly
believes on Equal Employment Opportunity and strongly condemns the concept of
Glass Ceiling, there is no race and gender discrimination and the candidates are
assess on their online application for this purpose a well establish database is available
on the Mobilink's web site where as it also participate in different job fairs to provide
guidelines to the candidates.

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Job analysis Human Resource Planning & recruitment

Mobilink design job analysis to give the nature and requirement of specific job.
Relationship between Job analysis Human Resource Planning & recruitment can be
signed as:

Job analysis HRP

Every department at Mobilink sends

requisition form for specific position to the
HRM department to fill the gap.
Job Description

Nature and requirements of specific job.

Recruitment

Pool of qualified applications

Selection

Human Resource Management

Modern analysis emphasizes that human beings are not "commodities" or "resources",
but are creative and social beings that make class contributions beyond 'labor' to a
society and to civilization. The broad term human capital has evolved to contain some of
this complexity, and in micro-economics the term "firm-specific human capital" has come
to represent a meaning of the term "human resources”

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Hierarchy of HR Department

VP HR Admin

Head of HR Head of Head of Head of HR

operations Staffing & Organizational Project
Compensation Development Management

Manager Manager Manager Manager HR

HR Staffing & Organizational Project
Operations Compensation Development Management

Specialist Specialist Specialist Specialist HR

HR Staffing & Staffing & Project
Operations Compensation Compensation Management

Associates Associates Associates Associates

____________________

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Chapter Seven

Compensation Structure of Various Levels of Management

Compensation Philosophy
Mobilink intends to pay their employees better than the market and its competitors.

Salary Policy
The purpose of this policy is to have salaries subject for review in January of each
calendar year in the light of:

 Merit
 Inflation
 Market Survey
 Internal Equity

An employee, who is employed on a job with title and specifications, will receive
compensation that is relevant to field experience matching with approved salary
structure of his / her position.

Policy Guidelines
The Company will pay salaries of the employees and all other amounts due to them
during office hours and on the job site as follows:

a. The Company will open an account for each permanent employee in a bank
that will be credited by his / her salary at the end of each month.

b. Upon termination of service (end of service), the employee will receive his / her
salary within 15 days up to the time of date of his / her last working day.

c. Upon resignation, the employee will be paid his / her dues during a maximum
period of 15 days from the date he / she left the job.

Salary Administration Programs

Salary Objective
The salary administration program is designed to meet the following objectives:
 Attract & retain the services of competent qualified employees.

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 Provide fair and equitable compensation to each employee and to ensure that
the value of each job relative to all other jobs within the Company is
established and maintained on a fair and equitable basis.

 Provide annual performance appraisal for employees to improve their job

performance and to encourage them to aspire for promotions to jobs with
greater responsibilities i.e. fairly compensate employees based on individual
accomplishments and annual performance appraisals.

 Ensure that salaries are competitive and in line with salary levels that prevail in
the industry.

 Instill employee confidence in the Company’s compensation policies and

practices.

Salary Outline
The “Basics” of the salary administration program can be summarized in the following
manner:
 The Director Human Resources & Administration and the concerned
Department Head will analyze each job classification.

 The HR Department determines an appropriate salary range in relation to

similar jobs at other well respected companies (salary survey).

 The HR Department will analyze each job and assign a job code, hire rate,
minimum, mid and maximum point rate. (Salary Structure)

 The HR Department will prepare the new salary structure to be reviewed and
approved by the President.

Salary Scale
Each job is assigned a minimum salary, established according to the salary survey
results, which specifies the minimum salary that may be paid to incumbents in each job.

Minimum through maximum scales is built on a system of mathematical calculations to

allow for overlapping between levels as a result of salary, merit or promotional increase.

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Setting Starting Salaries

Objective
To ensure that each employee is given the starting salary of the title level in which his /
her position and experience fall. Also to ensure that consideration is given to past
experience and qualifications when setting starting salaries.

Factors to be put into consideration for setting salaries within the range determined by
the Department Head & the HR department.

The starting salary offered to new candidates by Mobilink will be dependent on two
factors:
 The particular job level for which the job offer is being made.

 The candidate’s education, experience and qualifications as compared with the

minimum qualifications required by the job specification.

Salary Administration Procedures

Human Resource Department
Prepare all documentations affecting salaries, which include:
a) Recruits, transferees and end of service.
b) Promotion and increments.
c) Allowances, bonuses and incentives.
d) Discipline
e) Prepare the payroll sheet including all details
f) Review the payroll sheet and documentation affecting salaries
h) Review outputs
i) Prepare salaries sheets of all departments.
ii) Prepare transfers to banks.
iii) Prepare deductions sheets.
iv) Salary Reconciliation
v) Salary Controlling sheet

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i) Final approval by the CFO and the Director Human Resources &
Administration.
j) HR will apply necessary procedures to pay salaries to employees.
k) HR will transfer salary of employees to concerned Bank.
l) Employee will receive salaries from his / her account.

Working Hours

Purpose
Hours of work are scheduled to meet the production and work requirements of the
Company, and are in conformance with all applicable local laws and practices.

Objective
A) Payroll Month
The payroll month is on a calendar month basis.
B) Working Hours
The Company shall determine the hours of work:
Office Hours Operations Center
Monday through Friday
09:00 am. – 6:00 pm.
Saturday
10:30 am. – 2:30 pm.
Office Hours Head Office
Monday through Friday
09:00 am – 6:00 pm.
Sixty (60) minutes meal break each day from Monday through Thursday.
Ninety (90) minutes meal / prayer break for Friday.
C) Exceptions
Employees may be requested to work on any of the holidays or regularly scheduled day
of rest including Saturday/Sunday, if the Company’s business so requires.

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Compensation Structure of Different Levels:

Vice President Expects more than 200k

Directors 100k-200k
Sr. Managers 65k-100k
Managers 45k-65k
Specialists 30k-45k
Associates 20k-30k.

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Chapter Nine

Job Analysis

Job analysis is done by Mobilink employees not only for existing employees but also for
new / forecasted employees.
This analysis involves the identification and description of what is happening on the job,
accurately and precisely identifying the required tasks, the knowledge, skills and abilities
necessary for performing them, and the conditions under which they must be performed.

Mr. Aamir Naeem (Associate Repair & Maintenance)

Department Administration

Reports to Specialist Repair & Maintenance

Basic Functions

Repair & Maintenance of the office space

Main Duties and Responsibilities

 Repair & Maintenance of Building.

 Repair & Maintenance of Equipment.
 Purchase Requisition.
 Administration Petty Cash Handling.
 Purchase Requisition Analysis and Reporting.
 Purchasing of Assets and other equipment.
 Employee Support.
 Design & Develop the forms/procedures in order to the streamline the
processes.
 Generation of Purchase Requisition.
 Janitorial Services.

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Qualifications and Skills

Experience:

None required

Education:

Bachelors

Mr. Mudassir Hassan Khan (Operation Coordinator)

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Department Finance operations

Reports to Regional Finance Head

Basic Functions

To coordinate with Regional Finance Operations to accumulate the regional

data/information to provide nation wide information to the management

Main Duties and Responsibilities

Sales, Billing, Security Deposit (prepaid/postpaid)collection

All locations’ Cash Position
Daily Waiver position for a nationwide Reconciliation of Gift Vouchers at all
centres
Petty Cash Reimbursement

Sales Return Processing

Security Deposit Schedule of Dealers

Stock &Fidelity Insurance

Sales & Billing Cash Insurance

Arranging payments against printing of postpaid/prepaid connections, CSAF,
packing of them etc. for different vendors.

Coordination with various depts. for Operations - Finance

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Qualifications and Skills

Experience:

One to three years

Education:

MBA Finance

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Mr. Syed Zohaib Raza

Associate Technical Production

Department Technical

Reports to Director

Basic Functions

To initiate, manage and execute all Production related works at BTSs and
MSCs

Main Duties and Responsibilities

 To manage Joint/ Draft visits for acquiring BTS sites

 To manage Production related works at BTS sites

 To manage outdoor installation at BTS sites

 To manage maintenance works at MSCs

 To send weekly progress reports regarding all Production activities
 To resolve all problems faced by vendors in execution of BTS sites

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Qualifications and Skills

Experience

Six months to one year

Education

Four year college Degree in engineering

Job Analysis of Mr. Hassan Arshad

Specialist, Human Resources

Job Description

 Performance Appraisal of Employees

 Report to Sr. Managers for the recommendations on training programs.
 Conducting training programs through TNA.
 HR policies and system development.
 Review of compensation structure

Job specification

 MBA (HRM Majors)

 Three years experience in Telenor
 Working in Mobilink from 2006 onwards
 Gross salary: 35k-50k (Monthly)

Job Evaluation

 Mobilink being a multinational intends to pay a better payment structure,

package, and benefits included in the package as compared to others
organizations existing in the industry.

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