UFONE HRM Report

Cont ent s Proj ectI nf ormat i on I nt r oduct i onoft heComp mpany Mi s s i on,Vi s i onandCodeofEt hi cs Companyi nf ormat i on

Boar dofDi r ect or s HR Depart mentI nf ormat i on Funct i onsoft heOr Organi zat i on Huma manRe Res our ceManagement Funct i onsofHR Depart ment Recrui t mentandSel ect i on Trai ni ngandDevel opme ment Comp mpensat i ons Benefit s Per f or manceMa ManagementSys t em Perf orma manceAppr ai s al Concl us i on Ques t i onnai r es

Hailey College Of Banking & Finance

2

Boar dofDi r ect or s HR Depart mentI nf ormat i on Funct i onsoft heOr Organi zat i on Huma manRe Res our ceManagement Funct i onsofHR Depart ment Recrui t mentandSel ect i on Trai ni ngandDevel opme ment Comp mpensat i ons Benefit s Per f or manceMa ManagementSys t em Perf orma manceAppr ai s al Concl us i on Ques t i onnai r es


2

DEDI CATI ON

Wededi cat et hi saccomp mpl i s hmentt oourbel oved andcari ngparent s ,andt oourt eacherswi t h t hes upportofwhom weares t andi ngatt hi s s t epofourl i f es t ai r s .


3

ACKNOWLEDGEMENT

Webow ourheadsbef or e“ ALMI GHTY ALLAH”i n gr at i t ude, whi ch bl es s ed us wi wi t hs ound heal t h,t al ent ed t eacher s ,s ymp mpat het i c Fri endsands uffici entopport uni t yt ocomp mpl et eoures t eeme medPr Pr oj ecton Huma manRe Res ourceMa Management .

I ti sourpri vi l egeand honort oexpres sourdeep grat i t ude and i n cal cul at i ngt hankst oProf .RI AZ AHMAD MI AN and ot hers t aff member s of Hai l ey Col l ege ofBanki ng & Fi nance Who gave us an opport uni t yt o benefitf r om t hei ri mmenseknowl wl edge and exper i ence wi t houtwhi ch t hewo wor k des cr i bed i nt hi sproj ectwoul d nothavebeen possi bl e.

Wef eel spl eas ur ei n acknowl wl edgi ngwi t h pr of ound s ens eof i ndebt ednes s ,t he cooper at i on and gener alhel p ofour cl assf el l ows ws dur i ngpr eparat i on oft hi spr oj ect .Wes ubmi tmyearnes tt hankst oour affect i onat e parent sf or t hei r moralboos t i ng,financi aland s pi ri t ual s upportduri ngours t udi es.

Execut i veSummar y


4

This project has been undertaken in order to highlight the Human Resource Practices of “Ufone”. It’s all about !U its all about “Ufone”" a compan# $er# highl# spoken of these da#s. % compan# pa#ing more attention to its customer’s delights rather then the customer’s satisfaction. Ufone is a compan# starting from scratch and has sho&n utmost performance in the last se$en #ears. Ufone o&es its success to its emplo#ees belie$ing that pro$iding emplo#ees &ith job satisfaction moti$ates them to &ork hard and pro$ide better results.

Aboutt hePr oj ect


5

Thi sr epor tpr es ent st hei nves t i gat edHumanRes our c eManagement ofUf one.I nt hemode r nageofc ompet i t i onhumanr es our c emanagementmust b ema na g e de ffic i e nt l ya nde ffic i e nt l y . Thr oughoutt her epor t ,t hepro ve nf undament al sofHRM ar e e mp ha s i z e d .I twi l lb eus e f ult oo ffic e r swhowa ntt owo r kmo r ee ffe c t i v e l ywi t h t hei r per s onnel depart ment s .I t wi l l al s o be us ef ul t o human r es our c es pr o f e s s i o nalwhomus to f t e na s s umet her o l eo ft r a i ne r . Thi sr e po r tma ya ppe a r st ob eas t r a t e g i cr e s o u r c et ha twi l lma ket he ma na ge r ’ sj o bal i t t l ee a s i e rb y de mo ns t r a t i ngho wt ous et het o o lo fe ffe c t i v e humanr e s o ur c emanage me nt . HUMAN RESOURCE MANAGEMENT ( HRM) HRM i st hepr o c e s so fr e c r ui t i ng ,t r a i ni ng ,appr ai s i ng ,c o mpe ns a t i ng e mpl o y e e sandat t e ndi ngt ot he i rl abo rr e l at i o ns ,he al t h,s a f e t yandf ai r ne s s c o nc e r ns . Pe r s o nne li st heke yde pa r t me nti na nyo r g ani z a t i o n,s oi nt hec a s e wi t hUf o nePe r s o nne lde par t me nthast oc a r ea l lt hei mpo r t antac t i v i t i e s .I ti s e ng ag e di nt hepr o c e s so fhi r i ng ,fir i ng ,t r a i ni ng ,de v e l o pme ntandal lo t he r r e l at e dac t i v i t i e sa r ec ar r i e do ut .Humanr e s o ur c ede par t me nti sa l s oe ng ag e di n pr o c e s so fde s i g ni ngande v al ua t i ngt hej o bsa ndde t e r mi ni ngapa ys t r uc t ur ef o r t hej o bs . PURPOSE Thema i no b j e c t i v eo ft hi sp r o j e c ti st oa na l y z eaHRM de pa r t me nto fal i mi t e d c o mpanyf r o mv ar i o usas p e c t s . Di s c us st hes t r e ng t hswe akne s so fi t spo l i c i e s .

a) r ec r ui t mentandse l ec t i on b) Tr ai ni ngandde v e l o pme nt c )

Empl o y e es e r v i c e s ,s a f e t y , he a l t ha ndwe l f a r e

d) Manpo we rpl anni ng e) Sal ar yadmi ni s t r at i o n f )

Sys t e mso fc o mmuni c at i o n

g) Ter msandc ondi t i onsofempl o yment ,e t c .


6

Aboutt heCompany

Ufone PT'( is a &holl# o&ned subsidiar# of PT)( established to operate cellular telephon#. The compan# commenced its operations" under the brand name of Ufone" from Islamabad on *anuar# +," +-- /uring the #ear" as a conse0uence of PT)(’s pri$ati1ation" +23 of its shares &ere ac0uired b# 4mirates Telecommunication )orporation 54tisalat6. 7eing part of PT)(" the management of Ufone has also been handed o$er to 4tisalat. /uring the #ear *ul# +--8 to *une +--2" Ufone continued on the path to success. The )ompan# further e9panded its co$erage and has added ne& cities and high&a#s. Ufone has net&ork co$erage in more than :;<8 locations and across all major high&a#s of the countr#. Ufone currentl# caters for International Roaming to more than +-li$e operators across + countries and introduced International roaming facilit# for Prepaid subscribers in =audi %rabia" United >ingdom" United %rab 4mirates" =ingapore" Portugal" Thailand" )#prus" 7angladesh" U1bekistan" Tunisia and >u&ait &ith lo&est rates" featuring no securit# deposit and acti$ation charges. ?PR= Roaming facilit# is a$ailable &ith more than -- (i$e !perators across @- countries.


7

Vi s i on

In order to e$ol$e &ith our customers and to keep pace &ith #our needs" &e reju$enated and re$amped our image b# changing our $isual identit#. %t Ufone &e understand the $alue of &ords and the need to communicate effecti$el# and efficientl# at all le$els of societ#" &hich is &h# our primar# focus is on U" our $alued customers bring strength to our compan#. Aith a fresher look than is accepted and appreciated across the board b# people of all ages" &e aim to connect &ith #ou and pro$ide #ou state of the art ser$ices. Bo matter &ho #ou are" &here #ou are" &hat #ou &ant to sa#" ho& #ou &ant to sa# it or ho& #ou feel" #ou are our focus. 7ecause at Ufone" it’s all about U"


8

Mi s s i on

To be the best cellular option for U.


9

Services line of Ufone !ere are "#o $asic %ro'c"s of Ufone (Ufone )re%ai* an (Ufone )os" %ay*+ Bo"! of "!ese %ro'c"s are availa$le a" "!eir franc!ise for %'$lic+ )re%ai )os" %ai


,-

)!'P%B %B%(=I= =tructure of Ufone

Ahen a compan# &ants to compete in inno$ation" it needs to ma9imi1e fle9ibilit#. Cle9ibilit# is ma9imi1ed b# aggregating &ork into larger" holistic pieces that are e9ecuted b# teams of higher &ages" high skilled &orkers. ?i$ing the units their o&n support s#stems and decisionDmaking authorit# to take ad$antage of local opportunities in regional or speciali1ed product markets also enhances fle9ibilit#.


,,

.ee%ing in vie# of all "!ese fac"ors "!e s"r'c"'re of Ufone is esigne i+e+ "!e overall S"r'c"'re of "!e Ufone is /ivisional 01ore ei$le an innova"ive+ 1ainly Ufone !as fo'r regions an #i"!in "!ose regions "!e


,2

s"r'c"'re is f'nc"ional +!e ecision aking a'"!ori"y is cen"ralie a" "!e "o% $'" #i"!in "!e regions i" is ecen"ralie i+e+ regional !eas !ave "o infor "o% anageen" $efore aking any ecision+ /ivision of $ranc!es geogra%!ically 0oca"ion !is is #!a" Ufone looks fro "!e organia"ional !ierarc!y %oin" of vie#+ !ere are eig!" ieren" e%ar"en"s eac! !eae $y a )roec" /irec"or+ !ey re%or" irec"ly "o "!e C:O+ !ere are fo'r BU 0B'siness Uni" eac! )roec" /irec"or is res%onsi$le for "!ese eig!" ivisions+ BUs are ivie geogra%!ically in"o "!ree ivisions BU ;or"! 0)es!a#ar "o ce BU Cen"ral?, 0@'ran#ala "ill Sialko" BU Cen"ral?2 01'l"an "ill Aa!i ar .!an BU1 So'"! 0Sin! an Baloc!is"an /e%ar"en"al /ivision =n orer "o give a '%?s"ar" "o "!e co%any a co%re!ensive ini"ia"ion %lan !as $een ae along #i"! aggressive c's"oer acD'isi"ion care an re"en"ion s"ra"egies+ Ufone !as "!e $es" in"egra"ion of eig!" e%ar"en"s eac! %roec" irec"or+ :ngineering Einis"ra"ion B'siness Enalysis 1arke"ing & Sales C's"oer Care H'an Aeso'rce Finance =nfora"ion ec!nology )rovision of D'ali"y service "o "!e c's"oers is of '"os" i%or"ance for "!e %rogress of any service?$ase co%any+ E" Ufone "!e anageen" is inf'l of "!e sae an !as $een cons"an"ly eneavoring "o en!ance "!e eis"ing facili"ies+ !erefore o%era"ions a" Ufone are all %lanne an carrie o'" in s'c! a #ay so as "o aiie o%era"ional e>ciency c's"oer sa"isfac"ion an e%loyees o"iva"ion+ El"!o'g! i" is "!e s'$siiary of "!e )akis"an eleco Co%any ii"e 0)C Ufone carries o'" i"s o%era"ions a'"onoo'sly 'ner "!e license of )akis"an eleco 1o$iles ii"e 0)1+ !e co%any !ea o>ce is es"a$lis!e in =slaa$a 0F?7 1arka #!ic! serves as "!e cen"er for all i"s s"ra"egic ac"ivi"ies+


,3

H'an Aeso'rce /e%ar"en" a" Ufone

UFO;: consiers "!eir e%loyees "o $e "!e asse" of "!e co%any so in orer "o re"ain "!eir e%loyees follo#ing %rac"ices are follo#e in "!e co%any+

HA )AEC=C:S


,4

Aecr'i"en" an selec"ion Orien"a"ion raining an evelo%en" Co%ensa"ion an Bene"s )erforance E%%raisal

GOA. FOAC: HA a" UFO;: is ivie in"o "!e follo#ing "#o aor ca"egories )eranen" :%loyees 0,5--?2--E%%roia"ely O'"so'rce :%loyees 02--- E%%roia"ely )eranen" e%loyees HA )eranen" e%loyees are f'r"!er ivie in"o follo#ing "#o ca"egories+ O%era"ion raining an /evelo%en"

O%era"ional /e%ar"en" =" covers all "!e areas incl'ing !iring recr'i"en" selec"ion an %ayroll e"c+ HA o%era"ion "ea anages all "!e e%loyee ac"ivi"ies ga"!ers all "!e infora"ion an ake 'se of i" for f'r"!er


,5

%rocesses+

raining an /evelo%en" HA "ea of "raining an evelo%en" ake a %erforance eval'a"ion of all "!e e%loyees an "!e see #!ere "!e ga% occ'rs $e"#een "!e ac"'al %erforance an "!e esire %erforance+ !en "raining is esigne for area #!ic! nees "o $e i%rove+ On "!e o$ an o "!e o$ $o"! "!e "rainings are given accoring "o "!e nee of "!e e%loyee+ :%loyee Bene" & Co%ensa"ion F raining & /evelo%en" F :%loyee 1o"iva"ion F Ae"en"ion of :%loyees F Career )lanning S'ccession )lanning F :%loyee Aela"ions Co'nica"ion F :%loyee E#ars F :%loyee :ven"s 1anageen" F 1eical & ife =ns'rance

)!'P4B=%TI!B %B/ 74B4CIT= Ufone follo& the performance base pa# structure and pa# for their performance and &ork output.

)ompensation The total returns &hich an emplo#ee gets against his or her &ork. It ma#beE 4mplo#ee Health Plans 4mplo#ee Insurance 4mplo#ee (ea$e


,6

4mplo#ee Retirement Income =ecurit# %ct 49ecuti$e )ompensation 'aternit# F Paternit# 7enefits Pension F Retirement Plans Aages F =alaries

Aorkplace Programs Compensation strategies are usually market based and is linked with the performance with a greater emphasis on variable pay. Salary adjustment is based on the performance, market movement and internal/ external equity adjustment. evision of compensation is based on total pay and moneti!ation of benefits.

(e$els of UfoneE Hierarch#


,7

Indi$idual =alar# Ci9ationE The Ufone seeks the market trend and tr# to compete &ith market for indi$idual salar# fi9ation but the# also anal#1e their o&n financial positions and budgeting" it also $aries from department to department.


,8

)urrent 7ase Pa#E 5*ob 7ased =tructure and competiti$e6

The Ufone follo&s the job based structure" and compensate its emplo#ees for the &ork the# ha$e done" for their tasks and duties the# performed" their &ork content" beha$iour and for their responsibilities. To de$elop this structure Ufone conducts some sur$e#s" to compete &ith others in the same industr#. Aork %nal#sis 4$aluation F control 'arket trends 4mplo#ee *./ =ur$e#s Polic# (ines

Total )ompensationE 49ampleE 2-3 7asic Pa# :-3 House Rent -3 Utilities !P/

Hospitali1ation Pro$ident Cund


8Dk <.8Dk +.8Dk + ?ross salaries 4mplo#ee siblings" Parents" Aife G =pouse and children’s 8-3 4mplo#ee" 8-3

,9

?ratuit# 7onuses

Incenti$es

!rg If &ork for - 'onths .;3 !f ?ross salar# !nl# =ales department depend upon their performance.

%ssistant 'anager (e$elE +8--- )ar allo&ance  +-- (iter’s petrol G 'onth 'anager le$elE )ar  7lackberr# =enior 'anagerE Islamabad )lub 'embership  7'A )ar  House  Coreign Tours Curther Ufone has de$eloped some grades for emplo#ees. % is the minimum grade and H is the ma9imum grade and the# compensate their emplo#ees on the basis of their grades. ?rade % 8-- minutes  8-- Rs mobile usage. =ame like this all other benefits. %fter e$er# T&o #ears Ufone gi$e the amount of Rs 2--- to lo&er le$el emplo#ees if the# &ant to purchase a ne& mobile and this limit increases as grade increases. %t each stage the amount is different. Cood =ubsid#E =.4" 49e" '.T so on Rs 28 Rs ,8 )ompan# %.' and %bo$e 2- R=

IncrementsE The increments are totall# based on the performance of the emplo#ees and their seniorit# le$el. If the scale is 8---D+---- then the increment is the +-3 of the base pa#" but if an# emplo#ee sho&s the performance then this ma# increase up to :83 to 8-3. 'anagersE Inno$ati$e ideas =ilent Aarriors

Recognition of The &orkE


2-

"n #an $% &anniversary of 'fone(. )mployees who is working in 'fone for seven years or more then seven years gets Cash ewards, *rophy, badges and other things. +eave fair assistance  year $- holidays  ross salary - leaves $+012s 3ermanent )mployees4 5umber of employees4 1round 6-- 7 $--8inimum scale starts from 6--- 7 $---8aximum C.)." &5ot disclosed by the organi!ation( '0"5) focuses on providing a large number of the compensation and benefits to its employees in a form of the following categories4

'inimum &ageE*he minimum salary for 9:rivers; is s.<--- for 9*ea =oys; it is s.>6--, for 1dministrative Staff like ?, 0inance, 8arketing, etc it is s.$---- and for )ngineering it is s.$---- to $6---.

'edical %llo&ance E  gross salary per year is given to each employee@ half is given in mid of the year and remaining half will be given at the end of the year.

Health InsuranceE +ike all other cellular companies 'fone also provides health insurance policy to its employees.

(oan InsuranceE 1t 'fone loan insurance policy is also provided to their employees through banks.

Transport allo&anceE s $6-- are given to female employees only, if they travel on local transport.

House RentE -A of the basic salary is given to each senior/ executive level employee.

!$ertimeE 1ll employees are entitle for the overtime more then B- hours per month .0or overtime '0"5) have specific formula that apply on the employees gross salary, due to which every employee have different per hour overtime rate.


2,

4!7IE )"= is contributed as per the standard

)hildren 4ducation allo&ance E  gross salary per year

Pro$ident CundE 1ll permanent confirmed employees are eligible for membership of 'fone )mployee 3rovident 0und Scheme. 1n employee contributes D.BBA of month basic salary in a year and an equivalent amount is being contributed by the employer.

(ea$esE < Casual and - sick leaves are given to each employee at all level. Tra$el Polic#E evised and categori!ed different levels such as the senior level, the middle level and the junior level staff.

'eal deduction )laims 4 8eal books are to be maintained of each employee who issues it, their name, employee number, designation, signature and number of book and date at which it is issued has to be recorded. *he reason for maintaining the record is that the company pays >-A of the expense came over the food while -A has to be deducted from the employee2s salary.

49pense )laim4 *he expense Claims are the expenses which an employee make on the behalf of the company ).g. fuel used for business travel, overnight stays on a business tour etc, such claim are made while returning back to the office , after the whole process the ? pay them back the next month along with their salary.

!$ertime )laim 4 f an employee has worked for more than the regular time, they claim for the overtime amount other than their salary which they receive the next month. "vertime claim have to be approved through ? department.

'edical )laimE :ifferent medical facilities are provided to employees at different level of hierarchy, so if any employees make use of this facility they can claim for the amounts to be return next the month while submitting the hospital receipt. *heir medical clearness is done by the ? department.


22

'obile deduction )laim E Such an expense claims which are made if an employee has made long duration call for the official purpose and they have exceeded the limit given to them then they can make a claim by attacking a copy of mobile bill and if its valid then ? department approved it and pay the employee their claimed amount along with their monthly salary of the following month.

/ispatching of =alar# =lips E Eendor prepares the salary slip and dispatch it to the ? department, further ? head office send it to the regional ? departments their concerned employees salary slip and they either give their employees through cash or transfer to their accounts.

=alar# =ur$e#s Collections of salary and market data, it includes average salaries, inflation indicators, cost of living indicators, salary budget averages. 'fone conducts its own market survey and match its standards with other telecommunication companies specifically with 8obilink and telenor. &esearch firms and personally(

The job evaluation method of Ufone is lined to appraisal system. Whenever the appraisal report of any employee is generated he is being paid according to his performance. The job is evaluated on the basis of appraisal reports. If any post is vacant those past performance on that post is evaluated and the market conditions are observed and then the job is evaluated. The value for the job is concerned with the performance report. The value of any job can be increased if the employee on certain post has performed very well and his appraisal report is very outstanding then according to his performance value of job is increased and this process is carried out by the HR department of Ufone. oreover! the job evaluation is linked with the merit. "ny person who is employed on merit and is performing very well will be given salary on the basis of his performance and merit. The job evaluation method was not very much good in the past but now it is linked to appraisal system of Ufone. The present basic salary structure of Ufone is based on #ob description $Tasks and duties performed%.


23

Follo#ing s"e%s s!o'l $e "aken $y "!e Ufone+ S"e%,I O$"ain /oc'en"ary infora"ion s'c! as %roce're an'als an #ri""en ins"r'c"ion+ S"e% 2I Esk a$o'" ore general as%ec" s'c! as "!e o$ %'r%oses "!e ain ac"ivi"ies+ S"e% 3I Esk "!e o$!olers a$o'" "!e o$+ S"e% 4I O$serve "!e o$!olers "o see #!a" "!ey ac"'ally o+

Gork ac"ivi"ies Gorker?orien"e ac"ivi"ies 1ac!ines "ools eD'i%en" an #ork ais 'se

24

*ob anal#sis procedure of the Ufone There are mostl# follo&ing procedure of the Ufone about anal#sis of a jobE /irect !bser$ations Inter$ie&s

Ho# Ufone for'la"e o$ escri%"ion an s%ecica"ion =n Ufone os" of "!e anno'nceen"s for o$s are $eing one "!ro'g! ne#s%a%ers !aving #ie circ'la"ion in "!e co'n"ry+ G!enever Ufone oers any o$ i" also escri$es "!e res%onsi$ili"ies an '"ies #i"! in a o$ "o $e %erfore+ !e HA %eo%le af"er analying any o$ "!a" !as $ecoe vacan" akes a o$ escri%"ion ening clearly #!a" "!e o$!oler #ill o an !o# i" #ill $e one+ On "!e #!ole o$ escri%"ion enes c!arac"eris"ics of o$ environen"al coni"ions an res%onsi$ili"ies of "!e o$+ !e HA %eo%le ene "!e o$ in s'c! a #ay "!a" i" clearly escri$es "!e o$ an g'ies ne# e%loyees #!a" "o o e"c+ no# "!ey are oving "o#ars :? Aecr'i"en" also "o ens're $es" cania"es a%%ly for "!e o$s an %rofessional %eo%le are e%loye in "!e Organia"ion+


25

J'alica"ion reD'ire for a o$ Skill reD'ire for a o$ :%erience reD'ire for a o$

#ob &escription

H'an Aeso'rce /ivision analyes eac! o$ an i"s reD'ire o'"coes+

26

Task is to complete the job related activities.


27

):AFOA1E;C: 1E;E@:1:; SS:1 O$ec"ive of "!e )erforance 1anageen"I

!e $asic o$ec"ive for %erforance UFO;: e%loyees circles aro'n "!e follo#ingI o look a" )erforance sys"e as a eans "o an en Se""ing an inivi'alKs goal Eligning goals across "!e co%any :ns'ring e%loyees ge" coac!ing fro anagers /e"erining eri" %ay =en"ifying "raining an evelo%en" nees )roviing a"a for %roo"ion ecision =n%'" fro 'l"i%le so'rce on #orker %erforance

!e )erforance E%%raisal )rocessI !e )erforance a%%raisal sys"e 'se $y UFO;: for revie#ing "!e %erforance s"a"'s of i"s e%loyee s"ar"s #i"! ien"ifying s%ecic a%%raisal goals se" $y eac! @ro'% for eac! care+ Ef"er "!is a e"ail o$ analysis is one #i"! looking in acco'n" "!e o$ e%ec"a"ion an "!en a"c!ing "!e ac"'al %erforance #i"! "!e esire %erforance+ Ef"er#ar "!e %erforance is a%%raise accoring "o "!e se" s"anars an "!is a%%raisal is no" one $y "!e s'%ervisor alone "!eir aor foc's is on "aking in"o "!e acco'n" "!e e%loyeeKs %ers%ec"ive as #ell+ !erefore #!enever "!e a%%raisal is one


28

e%loyee is f'lly %ar"ici%a"ive in "!e %rocess+

)erforance E%%raisal 1e"!o Use $y UFO;: UFO;: is 'sing ,8-?/egree )erforance E%%raisal 1e"!o+ Gi"!in "!is e"!o anagers %eers c's"oers or colleag'es are aske "o co%le"e D'es"ionnaire on "!e e%loyee $eing assesse+ =n UFO;: %erforance of an e%loyee is a%%raises "#ice a year+ Once in <'ne #!ile o"!er in /ece$er+ =n "!e D'es"ionnaire "!ere are ve sec"ions an in eac! sec"ion "!ere are ve D'es"ions rela"e "o "!e %erforance of e%loyee+ !ere are "o"al ,-- %oin"s fro #!ic! an e%loyee ge"s+ Ae#ars Aela"e "o )erforance !ere is also a re#ar rela"e "o %erforance of "!e e%loyees+ For (C's"oer Facili"a"ion Egen"s* "!ere 5-L %ay is $ase on "!eir %erforance #!ic! is assessing every o"! $y "!eir anagers+ For o"!er e%loyees like in ainis"ra"ion engineering nance arke"ing e"c "!eir %erforance is assesse af"er every si an "!ey ge" increase As+5--- in "!eir salary as a re#ar+ =n eac! case


29

employee have to showconsistent performance to win reward ne't time.


3-


3,

(ompensation Responsibilities of Ufone HR &epartment


32

Co%ensa"ion Einis"ra"ion 0esigning an ins"alling o$ eval'a"ion %rogra %ay s"r'c"'re analying o$s an "!eir ollar?#or"! ain"aining s'i"a$le recors #age an salary s'rveys of "!e la$or arke"+ Heal"! an Safe"y 0!eal"! %rogras safe"y %rogras 1eical facili"y+ :%loyee rela"ions 0#ages ra"es of %ay !o'rs of #ork coni"ions of e%loyen" nego"ia"ion con"rac" in"er%re"a"ion an ainis"ra"ion grievance !anling alloca"ion of over"ie+ Bene"s an Services 0ins'rance %rogras rans%or"a"ion facili"y sick leave %ay %lans loan f'ns FE salary early $on's %rogras along #i"! s%ecial $on'ses for ac!ieving !ig! "arge"s+

:%loyees Aeac"ion "o "!e sys"e Es en"ione a$ove "!a" Ufone follo# "!e o$ $ase an co%e"i"ive s"r'c"'re so "!is "!ing is in "!e na"'re of !'an "!a" "o reac" agains" any sys"e $eca'se $y i%leen"ing s"r'c"'re every $oy in "!e organia"ion


33

"!inks "!a" !e or s!e is oing 'c! an organia"ion is no" "rea"ing "!e #ell #i"! "!e co%arison of o"!ers+ B'" a" Ufone as #e o$serve os"ly of "!e %eranen" e%loyees are D'i"e sa"ise #i"! "!is sys"e as co%are "o "!e con"rac"'al e%loyees+ !eir reac"ion "o#ars "!e sys"e is coo%era"ive $eca'se of "!eir a%%raisal sys"eM "!e Ufone %erforance a%%raisal sys"e is very eec"ive af"er every si on"!s every $oy kno#s "!a" #!a" "!eir score is+ Ufone is a %erforance orien"e organia"ion so "!ey co%ensa"e "!eir e%loyees on "!e $asis of "!eir %erforance so every $oy kno# "!a" if "!ey s!o# "!e res'l"s "!en "!e organia"ion #ill co%ensa"e "!e goo if no" "!en "!ey #ill never e%ec" !is is a goo a%%roac! for %erforance orien"e organia"ions "o i%leen" "!e sys"e like "!is $eca'se of "!is sys"e every $oy in"eres"s involves in i"+ En "!e Ufone also ao%"e "!e Co%e"i"ive a%%roac! for co%ensa"ion $eca'se of "!is sys"e every e%loyee kno# #!a" "!e o"!er organia"ions are %aying for "!e sae o$ an #!a" "!ey are ge""ing is fair or no"+ Soe are no" sa"ise $eca'se "!ey "!ink "!a" #e are very senior an "!e organia"ion s!o'l !ave "o co%ensa"e 's for o'r seniori"y no" for o'r #ork one 0oyal"y fac"or involves+


34

)rincipal fault lines and some suggestions for improvement G!ile ans#ering a D'es"ion "!e anager of H+A e%resse !is "!o'g!"s "!a" "!e e%loyees #!o are !ire $y "!ir %ar"y an #orking in organia"ion on con"rac"'al $asis "!e anager ans#ere (#e onK" #an" "!e so #e are no" $o'n "o co%ensa"e "!e eD'ally in co%arison #i"! o'r %eranen" e%loyees*+ =n o'r %oin" of vie# as #e see "!e organia"ion sie g'res "!a" s!o# "!ere are ore "!en 2--e%loyees are on con"rac"'al $asis #!ic! are ore "!en "!e 55L of "!e overall sie of "!e organia"ion+ En all "!ose e%loyees are no" 'c! sa"ise $eca'se of "!ese cri"eria an "!ey are a $ig %ar" of "!e organia"ion "!ey are s"resse #i"! "!eir o$ $eca'se "!ey are ge""ing only salary no" $ene"s or any o"!er co%ensa"ion "ools agains" "!eir #ork+ !is "!ing s!o#s "!a" "!ere is a lack of o"iva"ional fac"or aong con"rac"'al e%loyees an ca'se increase in "'rnover ra"e+ !ese "!ings increase "!e cos" of ne# !iring an "raining of ne# e%loyees+ Ge o$serve ano"!er i%or"an" %oin" #i"! "!e %ros%ec"ive of H'an Aeso'rce %rac"ices "!a" in organia"ion "!e conce%" of rela"ional re"'rn is no" very sa"isfac"ory $'" "!is a""er a lo" in organia"ions like Ufone+ !ir se"$ack is "!a" "!ey !ave soe %ro$le #i"! "!eir %ayrollM "!e organia"ion sie is ore "!e 4--e%loyees $'" "!ey !ave only "#o eec'"ives #!o are #orking for "!e %ay roll an on "!e co%ensa"ion so "!ere are any "ro'$les "o r'n "!e %ayroll acc'ra"ely an co%ensa"e every one fairly on "!e $asis of "!eir %erforance $eca'se of #ork $'ren+


35

Ge "!ink "!e Ufone s!o'l !ave "o foc's on "!e con"rac"'al e%loyees an nees "o o"iva"e "!e $y co%ensa"ing fairly #i"! co'nica"ion an ake "!e 'ners"an "!a" #!a" "!ey are ge""ing is fair+ !ey !ave "o %rovie "!e soe necessary $ene"s $on'ses an incen"ives accoring "o "!eir <+/+ Ufone s!o'l !ave "o s"ar" soe career evelo%en" %rogras "o a""rac" an re"ain os" val'a$le e%loyees once if "!e e%loyee feels "!a" "!ey !ave soe career gro#"! in "!e organia"ion "!ey are o"iva"e an loyal "o "!e organia"ion+ HA /e%ar"en" 's" also forecas" for long?"er H'an Aeso'rce nees+ =" is also fo'n "!a" no referral $on's #as given "o con"rac"'al e%loyees #!o refer co%e"en" skille an kno#legea$le cania"e+ !e HA /e%ar"en" 's" convince "!e !ig!er anageen" "o give s'c! $on's #!ic! no" only o"iva"e "!e e%loyees $'" "!e organia"ion can in "!is #ay ge" co%e"en" skille an e%erience #orker #!ic! ay %ar"ici%a"e in "!e s'ccess of "!e organia"ion+ Ufone HA /e%ar"en" 's" clearly co'nica"e i"s %roo"ion %olicy "o all e%loyees+


36

CONCLUSI ON

Uf one

– Paki s t an’ s Lar ges t Communi cat i on

Companu.I n or dert orun and manages uch company,we haveempl oyed l argenumberofpr of es s i onal si n al lfiel ds i . e.Market i ng,Fi nance/ Account s ,Gener alManagement& Admi ni s t r at i ons . To manage and mot i vat e al lt hes e peopl ehashi ghl yqual i fied t eam i n HR Depart ment .The company provi des exc el l ent t r ai ni ng progr ams f or empl oyeesHR t r ai ni ngcent r e.And al lot herf unct i onsof hr

depart ment such

as

compens at i on

al ary,

communi cat i ons ys t ems ,andl aboruni onr el at i ons hi pare beaut i f ul l yperf ormed


37

QUESTI ONARE

Ques t i ons : Recrui t mentandSel ect i on.

Q:1Whati syours el ect i onprocedure?

_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:2Whati syours el ect i oncri t eri a? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:3Whatt ypeofhi ri ngyoupref eri nt ernalorext ernal ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:4Whatt ypeofi nt ervi ewsyouconduct ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:5Whoconductt hei nt ervi ews ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:6Whereyouadvert i s et hevacanci es ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _


38

Ques t i ons : Tr ai ni ngandDevel opment .

Q:1I st hereanyt rai ni nganddevel opmentpl anf ort heempl oyees? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:2Whatt ypeoft rai ni ngsareprovi dedt ot heempl oyees? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:3Aret het rai ni ngsdel i veri ngt hedesi redresul t s? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:4Aret het rai ni ngi nt ernalorext ernal ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:5 I st here any educat i onalor prof es s i onalas s i s t ance pl an f or t he empl oyees ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:6I st hereanyt rai ni ngregardi ngs af et y,s oci alandbasedon behavi or at t i t ude s ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _


39

Ques t i ons: Empl oyeesServi cesSaf et y,Heal t h& Wel f are.

Q:1I st hereanyoccupat i onalheal t h& s af et ypol i cyoft hecompany? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:2I st hereanyHeal t hpl anf ort heempl oyees? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:3Whatt ypesofmedi calf aci l i t i esareavai l abl et ot heempl oyees? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:4Whatt ypesofbenefit sar egi vent ot heempl oyeesonr ecr ui t ment ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:5Whatt ypesofl oansyourc ompanyoffer st ot heempl oyee s ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _


4-

Quest i on:Sal aryAdmi ni s t rat i on.

Q:1Whati syours al arys t ruct ure? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:2I syours al arymar ketbas eandhow youdefinei t ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:3Atwhatdat eyoupayt hes al aryt ot heempl oyees ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:4Cananyempl oyeege ts al aryi nadvance? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:5Whati st heproceduret opayt hesal aryt ot heempl oyees?


4,

Ques t i ons :Sys t em ofCommuni cat i on.

Q:1Whatdoy oumeanbys ys t emsofc ommuni c at i ons ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:2Wha ta r et hef o r mso fc o mmuni c a t i o ni nt hewo r kp l a c e ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:3Whatar et hef or msofc ommuni c at i oni nt hec ompany? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:4Wha ti st hea c c e p t a bl eus eo fc o mmuni c a t i o ns y s t e ms ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:5Wha tt y pe so fd i s c i p l i na r ya c t i o nsc a nb et a ke nf o runa c c e p t a bl eus eo f c ommuni c at i onsys t ems ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _


42

Ques t i ons :Negot i at i onwi t hUni on.

Q:1Ha v et hewo r k e r sr i g htt of o r mo rj o i nauni o n? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

Ques t i ons :Ter ms& Condi t i onsofEmpl oyment .

Q:1Whata r et heg ene r alc o ndi t i o nsf o rs e l e c t i o no fac a ndi dat e ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:2Wha tt y peo fi nf o r ma t i o nCo mp an yc o l l e c t sf r o mt hec a nd i d at e ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:3Ar et he r ea nypr o b at i o nar ype r i o df o rt hej o bandwha ti si tt i medur at i o n? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:4Ho wt hec o mp an yd e c i d e st hes a l a r yo fne wl yap po i nt e de mp l o y e e ? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Q:5I sanywr i t t e nj o br e s p ons i bi l i t i e sar eg i v e nt ot hee mpl o y e e ?


43

UFONE HRM Report

Recommend Documents