Mobilink Prentation

8/10/2019 Mobilink Prentation

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History of the Mobilink Mobilink is a subsidiary of Orascom telecom. Orascom telecom is headed by

Egyptian based chairman Mr. Naguib Sawiris. It was founded to achieve a

fundamental target to build one unique telecommunications entity of Arab

identity. In its effort to fulfill its regional strategy, Orascom Telecom now has 20

operating licenses; 5 in Arab countries (Egypt, Jordan. Syria, Yemen and recentlyAlgeria) one in Pakistan and 15 in central and sub-Saharan African countries (cote

D Ivory, Zimbabwe, Chad, Congo Brazzaville, Zambia, Uganda, The central

African republic, DRC, Togo, Benin, Chad, Gabon, Burundi and Niger). It

adopted Mobilink in June 2000, since then it has seen a dynamic and full throttled

speed of development and prosperity.

PMCL (Pakistan Mobile Communication (Pvt.) Limited) was set up in 1994 withits head quarters in Lahore. PMCL is a joint venture between Motorola

incorporated and Saif Media Group.

Mobilink first launched its services in Lahore in August of 1994. Since then the

network has grown and now Mobilink covers thirty-nine cities.


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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.

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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HR Strategies

HR is putting its efforts towards nurturing a winning corporate culture andbuilding 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.


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Performance AppraisalReviewing performance and taking positive steps to develop employees further is akey function of management and is a major component in ensuring the success of

the company through effective employee performance. Although the appraisal

process is conducted at each department by their own supervisors through

interviews or written forms, the screening process is carried out by the HRdepartment itself.

However, due to certain policies of the management, the confidentiality of the

system is very high. Though we did manage to gather some information regarding

the system and how it leads to the development of the employee and their

performance appraisal on 360 degree feedback.

A review is about ensuring people know what levels of performance are expectedof them and then taking action to ensure they are trained and developed to perform

effectively.


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Appraisals Categories

Appraisal Category Definition of category

% Of total numbers of

employees which can be

rated in this category

Expert Indicates exceptional

performance

15%

Very Good Indicate performance that

consistently meets therequirements of the position,

very good indicates the

individual is on track for

advancements

10%

Good Indicated performance that

requires improvement (i.e.

meet requirements without

initiative or advancement)

8%

Basic Performance to be improved

(hardly meets requirements)

5%


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Training and Development

Types of Training in Mobilink

Soft skill training

Technical Training

At MOBILINK, there is a continuous assessment of the technical andmanagerial skills. For the further enhancement of these skills formal

training programs are 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.


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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


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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.

All these types of training are done to enhance the employees

job skills at the level he is at. Training programs leads to:

Leadership

InfluencingCreative Problem Solving


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Career Planning & Development

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.


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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 thenext level depending upon availability of a slot:

Associate 3-4 years

Specialist 3-4 years

Manager 2-3 years

Director According to the president decision

Cheifs 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

within the new salary range specified by the company.


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Reward System

The incentive schemes and incentive objective have been clearly communicated to all

individuals and depends on their performance and appraisals.Intrinsic and Extrinsic rewards

include:

Exceptional performance in a project

Targets achievements

Medical care

Life insurance

Vacations

Mobile phone

Trips


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Conclusion

Mobilink exhibits a strong appraisal system.

Although it is difficult to analyze and assess

the whole system on such less information,the extent of confidentiality is understandable

owing to the need of a competitive advantage.

However, it can still be deduced that the

system in place is effective and yielding

results as Mobilink is the market leader in the

telecom sector in Pakistan.


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Recommendations

To establish core competence and to bring competitiveness, Mobilink

should Implement numerous effective plans to improve the performanceof 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,

Establishing and maintaining effective communications with each

Employee 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.


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Documents

Mobilink Prentation