GLORIOUS EAGLES

GROUP MEMBERS

HURMAT FAIZA (Group leader) 9107

AAIZA MANSOOR 9105
ASMA AHMAD 9124
MAFIA NAZAR 9136
 A group presentation given by
Semester 3rd students of MBA-ECON
 VISION STATEMENT OF NETSOL
“By 2010 we want to be a No.1 IT Solution
provider in Asia Pacific for the Lease &
Finance sector and we also want to be the
  
best IT Company in Pakistan.”
  
NETSOL IT COMPANY & ITS HR PROJECT
 MISSION STATEMENT

Deliver High Quality, innovative and best-in-
“
class IT solutions and services to help our
customers achieve their business objectives and
operational efficiencies.”
 CORE VALUES

 Caring attitude towards their employees.

 Challenging & harmonious working environment.
 Maintaining long lasting relationships with its
customers.
 Promoting learning environment for employees.
 Maintaining the quality of service delivery.
 Boosting productivity through Best Practices,
innovation & imagination.
 ETHICAL PRACTICES

Observing the laws & regulations of the company

Prohibition of bribery
Competitors’ compliance with anti trust and
competition rules in the market place.
Maintenance of the confidentiality of price
sensitive information.
The price sensitization is strictly prohibited inside
information for their personal advantage.
Such situation are avoided where personal
interests could be conflicted.
VISION OF HR DEPARTMENT

“Align Human Resource Capital

with Corporate Objectives.”
 
 
MISSION STATEMENT OF HR DPTT.

“To attract, develop, reward, retain

and motivate our valuable asset by
ensuring highest level of employee
satisfaction.”
 
 OBJECTIVES
To be a true EEO (Equal Employment Opportunity)
Employer
To determine and categories the organizations long range
and short range HR needs
To attract the right potential candidate to the right job
To satisfy and strengthen excellence of the workforce.
To explore new recruitment sources
To have trusting good relationship with all the departments
To provide the best services in HR
To maintain database of quality applicants
 HR- FUNCTONS of NETSOL
Strategic HR Management
HR Planning
Designing & Implementation of Human Resource Policies/ Procedures
Human Resource Development (HRD)
Career Management
Compensation/Benefits/ Perks Management
Performance Management
Employee Relationship Management
Job Satisfaction
Environment, Health & Safety Management (EHS)
HRIS-HRMS
HR Auditing
Travel Management
Entertainment Management
STRATEGIC HR MANAGEMENT @
NETSOL
To conduct SWOT analysis.
To set HR objectives/goals.
To formulate policies, procedures and strategies .
To forecast/plan the Human Resource Requirements
to address the goals.
To design the skill set and knowledge base for
Human Resources to accomplish the goals.
To create career paths for Human Resources.
To reward and retain the Human Resources.
 
 
 RECRUITMENT @NETSOL
To control hiring costs after selection, orientation,
and start-up (training etc.) as well as costs associated
with employee replacement.
Choosing Recruitment Sources
Untapped Recruitment Sources
Remote Areas
Physically disabled Employees
Diversity
 RECRUITMENT & SELECTION
PROCESS

Generally recruitment starts from the time when a

position is opened in any specific department
It can be proceed internally if the HR department
gets a requisition from people already working in
the company
it can be through the laborious process of CV
scanning.
 
 STAGES IN RECRUITMENT
PositionOpening
Personnel Requisition Process
Personnel Requisition Form
HR CVs Screening Process
Technical CVs Screening
Interviews Scheduling
Interviews Calendar and arrangements
Interviewee
Interview Feedback and Follow ups
Interview Evaluation Sheet
 TYPES OF EMPLOYMENT

 Contract (Part Time Consultants/employees, Full

time Consultants/employees)

 Intern

 Permanent
TRAINING AND DEVELOPMENT

Keeping workers’ skills up to date and job relevant;

important training approaches include coaching and
mentoring.

Coaching:
An experienced person offers performance
advice to a less experienced person.

Mentoring:
Assigns early career employees as proteges to
more senior ones.
COMMON JOB RESPONSIBILITIES
JDs
Full lifecycle application development.
Designing, coding and debugging applications in various software
languages.
Software analysis, code analysis, requirements analysis, software review,
identification of code metrics, system risk analysis, software reliability
analysis.
Object-oriented Design and Analysis (OOA and OOD).
Software modeling and simulation.
Front end graphical user interface design.
Software testing and quality assurance.
Performance tuning, improvement, balancing, usability, automation.
Support, maintain and document software functionality.
Integrate software with existing systems.
Evaluate and identify new technologies for implementation.
Project Planning and Project Management.
Maintain standards compliance.
Implement localization or globalization of software.
 COMPENSATION, BENEFITS, and
JOB ANALYSIS
Evaluate job positions, determining classification, exempt or non-exempt
status, and salary.
Ensure company compliance with federal and state laws, including
reporting requirements.
Advise managers and employees on state and federal employment
regulations, collective agreements, benefit and compensation policies,
personnel procedures and classification programs.
Plan, develop, evaluate, improve, and communicate methods and
techniques for selecting, promoting, compensating, evaluating, and training
workers.
Provide advice on the resolution of classification and salary complaints.
Prepare occupational classifications, job descriptions and salary scales.
 Continued….
Assist in preparing and maintaining personnel records.
Prepare reports, such as organization and flow charts, and
career path reports.
Administer employee insurance, pension and savings
plans, working with insurance brokers and plan carriers.
Negotiate collective agreements on behalf of employers or
workers, and mediate labor disputes and grievances.
Develop, implement, administer and evaluate personnel
and labor relations programs, including performance
appraisal, affirmative action and employment equity
programs.
Perform multifactor data and cost analyses that may be
used in areas such as support of collective bargaining
agreements.
 COMPENSATION & BENEFITS

Compensation is a systematic approach to provide monetary

value to employees in exchange for work performed.
Compensation may achieve several purposes assisting in
recruitment, job performance, and job satisfaction.
 COMPENSATION SYSTEM
NetSol does not posses any specific software e.g. HAY
SYSTEM for its compensation system and the compensation
strategies and policies are designed mutually by the higher
management and the SVP of the HR department and the head
of compensation department on the yearly basis. The salary or
other incremental plans are made every year after discussing
the targets for the new year as well as by monitoring the past
achievements.
As a universal practice the compensation system can be divided
into two broad categories namely
 
Intrinsic compensation
Extrinsic compensation
 CORE COMPENSATION
Base pay
Commissions
Overtime Pay only for sweepers, office boys, drivers and security
guards
Bonuses, Profit Sharing, Merit Pay
Stock Options
Travel/Meal/Housing Allowance
Benefits including: dental, insurance, medical, vacation, leaves, retirement,
taxes
 BASE PAY

Base pay of two individuals who work on the

same post can vary based on the difference of
competency level of the two individuals. This
base pay than serves as the ground level for
determining the utilities (which is 10% of base
pay) and house rent (40 % of base pay) for any
specific individual.  
 GROSS SALARY

Base Pay is 2/3 of Gross salary

House Rent is 40% of basic salary
Utilities are 10% of basic salary

Net salary = Gross salary less Arrears

LEGALLY REQUIRED BENEFITS
1) MEDICAL REMBIURSMENTS
2) LEGALLY REQUIRED BENEFITS

a) Group life Insurance

b) Permanent Employment
c) Leaves
d) Employees old age benefits institute EOBI
e) Minimum wage act
f) Provident fund
g) Workers health and safety at NetSol
h) Working hours
i) Social security
 FRINGE BENEFITS

Besides the monetary rewards that are offered by

NetSol it also offers a variety of the non monetary
rewards a glimpse of all these is given as under,
Pick n drop (for female staff)
Gym
Daycare Centre
Tours (recreational visits to hilly areas)
Dinners/Sports gala
PERFORMANCE MANAGEMENT

Performance appraisals are conducted on every 06 months

basis. Mid year salary increments and promotion can be
done on the basis of any previous commitment and
performance during the period. Reports are formed, analysis
work is done.
 PERFORMANCE APPRAISAL ‘S
OBJECTIVES

Employees are appraised on half yearly basis to check their

current progress.
Training needs of employees are identified for their career
development.
Need for compensation and reward is highlighted.
 EMPLOYEE SATISFACTION
The employee’s satisfaction is catered in the
following ways
Employee Job Satisfaction Surveys
Market Surveys
Salary Structure
Benefits/Perks
Working Environment
Growth Trends
Job Security
Demand and Supply Analysis of Resources
Competitor’s SWOT Analysis
 CONCLUSION

This is the essence of the information we managed to get from

NetSol and form our project i can conclude that NetSol has
quite a well established compensation system although we
could not get information about the way in which internal
consistency is achieved by the organization nor about the
strategies for building competitive pay structures yet we have
worked on the information that was provided to us by
complete commitment
ANY QUESTION???