Professional Documents
Culture Documents
HRM MOBILINK Project On Mobilink
HRM MOBILINK Project On Mobilink
Project on
Submitted by
S.M. Faizan Alam (848) M. Asad Salim Malik(829) Hasham Mehmood (842) Nabeel Mukhtar (800)
Submitted to
Group-B
Selection of Company
MOBILINK GSM COMMUNICATIONS The reasons for selecting MOBILINK GSM COMMUNICATIONS are: Multi-national firm Well-developed HR department Friendly environment Co-operative employees
Scope of Study
The human resource department of Mobilink is well established and is the second biggest HR department in Pakistan. It has its own rules regulations and manuals for each and every aspect related to HR practices. The rise of multinational companies and transnational corporations places new requirements on human resource managers. Human resource must ensure that the appropriate mix of employees in terms of knowledge, skills, and cultural adaptability is available to handle global assignments. The scope of study of Mobilinks HR department covers Human resource planning, Recruitment and selection, Training and
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development, Performance appraisal, Compensations structure of various levels of management, Job analysis of three employees, Occupational health and safety policies followed, SWOT analysis of HR system of company.
___________________________
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roaming service. In other words, they speak our language, everywhere. With increasing usage of the Internet and the convergence between data and cellular technologies, Mobilink's focus is on the integration of Internet with its cellular offering. With this objective in mind, they plan to invest heavily in Value Added Services, which will result in increasing the efficiency and effectiveness of cellular communications for their customers. These include: High Memory Capacity SIMs Mobile commerce & Mobile banking with a number of Banks Personalized services like Wake-up and Reminder calls. Bill presentment on the web site. On-line bill payment facility for customers Wireless Application Protocol (WAP) services for customers to access Internet applications on WAP enabled Mobilink handsets. Mobilink is the market leader in providing state-of-the-art communication solutions to more than 14 Billion people in Pakistan. They can proudly boast of being the first cellular service provider in Pakistan to operate on a 100% digital GSM technology. They offer tariff plans that are exclusively designed to cater to the communication needs of a diverse group of people, taking into account occasional users to businessmen. To achieve this objective, they offer both post paid (Mobilink) and the prepaid (JAZZ) solutions to their customers. In addition to providing advanced voice communication services, they also offer cost efficient data services to their customers. Keeping in mind their customers convenience, they also deal in mobile handsets, sold either independently or bundled in All-in-One Packs.
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During the last five years, Mobilink has set up one of the largest cellular networks in the country. Currently, they are covering more than 750 cities and towns. This has involved an investment in the company of more than US$ 1 Billion. They have 14 Switches and more than 2,500 cell sites. Orascom Telecom was established in 1998 and has grown to become a major player in the telecommunication market in the world. OTH is considered among the largest and most diversified network operator in the Middle East, Africa and Pakistan. It is a leading mobile telecommunications company operating in seven emerging markets in the Middle East, Africa and South Asia having a population under license of 460 million in total population with an average penetration of mobile telephony rate across all markets of 8%. Orascom Telecom operates GSM networks in Algeria ("Djezzy"), Egypt ("MobiNil"), Pakistan ("Mobilink"), Iraq ("IraQna"), Bangladesh ("Banglalink"), Tunisia ("Tunisiana") and Zimbabwe ("Telecel Zimbabwe"). Orascom Telecom subscriber number reached over 20 million subscribers as of June, 2005. Orascom Telecom's operation in Pakistan, Mobilink, started its operations in 1994, and until early 2001, had a market share of 40%. In April 2001, OTH took over management control of the company and as of June, 2005; Mobilink served more than 7 million subscribers, representing a market share of approximately 61% of total mobile subscribers in Pakistan. Orascom Telecom has positioned itself as a leader in the region for its diverse GSM operations, with various GSM support and Internet operations. One of Orascom Telecom's main strategies is to create its own non-GSM subsidiaries to act as a support for its regional GSM operations. OTH has achieved this by dedicating financial, technical, and management resources for its subsidiaries. This includes network support and installation of GSM operations, equipment procurement, handset procurement and distribution companies, value Added Services, and Internet operations. OTH is dedicated to provide the best quality services to its customers, value to shareholders, and a dynamic working environment for its nearly 11,000 employees.
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Mobilink Vision
To be the leading Telecommunication Services Provider in Pakistan by offering innovative Communication solutions for our Customers while exceeding Shareholder value & Employee Expectations.
Core Values
At Mobilink, our belief is that "Our people are our greatest asset. We take great pride in acknowledging the contribution each one of us makes. We focus on People Development and for that we ensure:
Staff Mobilink with world class Professionals and ensure that
the right systems are in place to encourage them to develop to their full potential.
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Create a collaborative and mutually supportive environment that encourages people to grow. participating in business decisions.
work
Develop Performance Management and reward systems underlying our Business strategy.
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Organizational Structure
CEO
Vice President
Corporate Affairs
Strategy Management
Director
Director
Director Director
Director
Manager
Manager
Manager
Manager
Manager
Manager
Manager
Manager
Specialists
Specialists
Specialists Specialists
Associates Associates
Associates
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Divisions of Company
Mobilink GSM has the following five divisions: (1) (2) (3) (4) (5) Marketing (sales and recovery department are Finance department Customer services IT department (technical department) Human resource department
included in this)
Branding of the Product. Media Communications. Promotions. Retail /Distribution of JAZZ. International Roaming. Franchise Management. Direct Sales. Indirect Sales. Connects Service. Finance Department
They are responsible for Processing of all Connections.
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Facilitation of Sales through daily support. Vetting & Verification of potential Customers. Control Inventory. Improve cash flow through prompt bill collection.
Enhance Credit Limits. Collections. market search for available and renowned being vendors.
Nationwide
product available
quality
standard the
products
with
required
specifications & delivery time. Cross examining the quoted prices through the local market.
Customer Services Department Operation Performance Monitoring Process Performance. Training. Incentive Program. Quality Management Call Centre 24 hrs self-serving Interactive Voice response. 24 hrs Product/ Account information.
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Support Centre Centralized back office for CS. Responds to countrywide correspondence. Report generation for statistical analysis. Service Centre / Club 300 Customer query handling/ resolving walk in problem. Personalized
customers. service to high profile & Corporate
Generation of New Leads. Information Technology Department Networking. Operating Systems. Software Development. Resource Applications. Network Security. Billing Connection of location through Radio links. Human Resource Department
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Employee Benefit & Compensation. Training & Development Career Planning Employee Relations/ Communication. Career Planning/ Succession Planning Retention of Employees. Employee motivation
The human resource department of Mobilink is well established and is the second biggest HR department in Pakistan. It has its own rules regulations and manuals for each and every aspect related to hr practices. Mobilink GSM considers good corporate governance to be an essential tool for achieving their vision, value creation and strategic goals, and for maintaining a healthy corporate culture. Furthermore, good corporate governance is imperative for credibility and for access to capital. Mobilinks corporate governance includes openness and transparency towards the companys owners, the Board and Group Management, as well as other interested parties such as the Groups employees, customers, suppliers, creditors, public authorities and society in general. Rules and procedures provide Mobilink with a sound platform for good corporate governance and for the further development of a positive, responsible and robust corporate culture. The Management is responsible for ensuring the existence of internal rules, procedures and structures that can efficiently secure value creation for all stakeholders and where authority and responsibilities are clearly set out and mutually understood.
Aim
Our aim is to be the best cellular service provider with widest coverage and superior quality.
Objectives
Objective of Mobilink is to give customer, satisfaction and value. For Mobilink the Customer always comes first. Therefore they focus all their initiatives, strategies and operating procedures on the customer. Their customer service is a logical extension of the Customer First approach. To provide quality services not merely to meet their customer's expectations but to exceed them. Most of customer's queries are answered in the FAQs. Customer can also contact their regional offices or dial 24 Hour Customer Care "100" from any Mobilink handset (the Help Line to assist customer at all times. Alternatively, since they are already on the web customer can also E-mail them their queries).
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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.
Job analysis
HRP Every department at Mobilink sends requisition form for specific position to the HRM department to fill the gap. Nature and requirements of specific job.
Job Description
Recruitment
Pool of qualified applications
Selection
Hierarchy of HR Department
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VP HR Admin
Head of HR operations
Manager HR Operations
Specialist HR Operations
Associates
Associates
Associates
Associates
____________________
Recruitment involves seeking and attracting a pool of people from which qualified candidates can be chosen. Most organizations have a recruitment function managed by the human resource department. In an era when the focus of most organization has been on efficiently and effectively running the organization, recruiting the right person for the job is a top priority. The magnitude of an organizations recruiting effort and the methods to be used in that recruiting effort are determined from the Human resource planning processes and requirements of the specific job to be filled. If the forecaster human resource requirement exceed the net human resource requirements, the organization usually recruit new employees. Organizations do have options other than recruiting new employees to accomplishing the work. Some of these options include using temporary workers, offering overtime to existing employees, subcontracting the work to other organization and leasing employees. One final option is outsourcing the work to other companies.
Internal Recruitment
If an organization has been effecting in recruiting and selection employees in past, one of the best sources of talent is its own employees. This has several advantages. First the organization should have a good idea about the strengths and weakness of its employees. If the organization maintains a skill inventory, it can use this as a starting point for recruiting from within. Not only does the organization know more about its employees, but the employees know more about the organization and how it operates. Therefore, the likelihood of the employees having inaccurate expectations becoming dissatisfied with the organization is reduced when recruiting is done from within. Another advantage is that employees motivation and morale when it creates promotion opportunities. Final advantage is that organizations have a sizable investment on its employees so the abilities can be used to improve the organization return on its investment. Internal recruitment has also some disadvantage Infighting for promotion
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External Recruitment
Organizations have at their disposal a wide range of external source for recruiting personals. External recruiting is needed in organizations that are growing rapidly or have a large demand for technical, skilled or managerial employees. Mobilink is one of the largest telecom industry in Pakistan that always needs persons for different purposes.
Advantages:
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Pool of talent is much larger then that available from internal source. Employees hired from outside can bring insights and perspectives to the organizations. It is easy to higher technical and skilled are managerial people from outside rather than training and development internally.
Disadvantages:
External recruitment is that attracting, contacting and evaluating potenialing employers are more difficult. Employer higher from outside need a longer adjustment or orientation period. Recruiting from outside may cause morale problems among people within the organization.
Campus recruiting
Campus recruiting activates are usually coordinated by the university or college placement center. Generally organizations send one or more recruiters to the campus for initial interviews.
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The most promising recruits are then invited to visit the office before a final employment decision is made. Mobilink is also using this method for attracting fresh graduates, last year when Mobilink was expending areas then they use campus recruitment at Muhammad Ali Jinnah University Karachi and Punjab Group of Colleges Lahore.
Internet recruiting
This method is growing rapidly college graduate and professionals are just as likely to send an electronic resume as traditional paper-based document. Mobilink get electronic resumes at this site. http://jobs.mobilinkgsm.com/mobilinkindex.php?
Job fairs
This is also new method growing rapidly in Pakistan. Mobilink contribute into the job fairs arranged by different companies like ROZEE job fair 2006 at expo center Fortress Lahore. The purpose of this contribution was to attract pool people for specific jobs and get CVs for databank of CVs.
Advertising
One of the least methods used by Mobilink for recruiting is job advertising, rather the last option. Help-wanted ads are placed in daily newspapers and in trade and professional publication. Other less frequently used media for advertising include Radio, television, and billboards. Mobilink use both methods but most of the Newspaper advertisement in all major and familiar newspapers of Pakistan.
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iii.
The Head of each department is responsible for understanding the hiring process and its application. He / She are also responsible for complying with the procedures established for hiring personnel. Human Resources jointly with the Department Heads will set the (salary range) to be offered to the applicant. The HR department is responsible for providing the Department Heads with the feedback on the status of all salary offers. Minimum qualifications must be a Bachelor degree or equivalent. A-Level or equivalent may be considered for certain positions and will be subject to the approval of the Director Human Resources & Administration. The Company reserves the right to test potential candidates. Candidates must be able to successfully complete any job related selection tests given to them.
iv.
v.
vi.
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solutions. Usually, only about 20% of performance problems require training solutions. The other 80% are best dealt with by looking at the quality of supervision or by factors in the work environment (rewarding good performance, punishing poor performance, and removing obstacles to good performance).
Development
Development is long termed and a never ending process which gradually & constantly enhances the skills & performance of the employees.
Training Objectives
The training objective is to provide employees with greater opportunity to grow and succeed within the Company. To strengthen management and professional teams at all organizational levels, the Company shall develop a sound program, employing a number of basic and acceptable personnel practices to: Provide employees with appropriate opportunities to improve their work performance, to enlarge their capacity for greater responsibility within the limits of their potential and to advance on a Company-wide basis. To improve the performance of all employees.
Fill every position vacancy with the best-qualified person obtainable. Recruiting first from within the Company and going outside only when a fully qualified person is not otherwise obtainable.
Keep high potential, high talented employees moving up the organizational ladder. High potential employees are those who are highly motivated to achieve corporate and career objectives. Keep every key position backed up by an adequate number of fully qualified replacements within the organization. Key positions are those, which are considered to be critically important to the Companys success and which generally, require considerable
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Company experience. In all cases, the President or his designee should make the final determination of key positions in Mobilink.
Training Plans
Objective
Select/identify the needs, by management level, for the total Company.
Procedures
The HR Department should conduct a meeting with the Department Heads to develop the Company-training plan according to performance appraisals. The HR Department shall coordinate all the tasks until a total Company-training plan is finalized, then follow-up with Department Heads on its implementation. The plan is the result of focusing on the individual discipline needs into one schedule designed to meet the training needs of the total Company. In Mobilink the training is planned annually by the Organizational Development (OD) development through Training Need Analysis. At the start of the year the OD department issues a Training Calendar which schedules the training programs of the whole year. The training programs are totally Job Specific and depend upon different levels of training for different departments. Technical things are taught which includes training in such a way that if a problem occurs suddenly they would be handling it easily in a proper manner as well as using such tactics that the problem could be stopped as soon as possible. Trainer not only makes each point cleared to them but also evaluates them through testing the employees. In short, training plans are organized so that the employees become comfortable with the organization and their work teams. They understand and accept these norms. New
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members feel accepted by their peers as trusted and valued individuals. They become confident that they have the competence to complete their jobs successfully. They gain an understanding of the organizational system; not only their own tasks but the rules, procedures and informally accepted practices as well. Finally, they know how they are going to be evaluated .i.e. theyve gained an understanding of words, what criteria will be used to measure and appraise their work. They get to know what is expected of them and what constitutes a good job.
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Product training is the most widely & frequently used training method in Mobilink. Whenever a new project is launched all the concerned people got trained for that particular product. After these sessions practical work starts with new employees and product training is offered to new employees as well as old employees.
Consultants have been hired for specialized training programs to help improve the productivity and polish the skills of the existing employees.
least Very good rating in his / her last annual appraisal report.
Being knowledgeable of the language in which the training program will be conducted.
Time of Appraisals
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Mobilink evaluates its employees performance on quarterly and in some departments on monthly basis as well as on yearly basis.
Basis of Appraisals
Mobilink appraises its employees on the following factors: Initiative ability Punctuality Decision Making Hard work Detailed Oriented
Mobilink is proud of its Corporate Responsibility performance. Mobilink is reporting using the Global Reporting Initiative's guidelines. Their work is well-recognized and they have achieved several prestigious listings and awards, both as Orascom Group and in its different subsidiaries.
Methods Used
A very simple and detailed method is used for performance appraisal. Depending on different departments, a performance appraisal form is sent to the Directors of different departments, those are further forwarded to the team leaders/managers which evaluate their team members and forward them to the directors for recommendations.
The purpose of this policy is to provide a formal review program to evaluate work performance and to promote communication and discussion of job performance. The intent of these discussions should be to review current job performance and responsibilities, set goals and discuss future opportunities with reference to past performance at Mobilink. The Objectives of the Performance Review Program are: To measure work performance. To motivate and assist employees in improving their performance and achieving their personal/professional career goals. To identify employees with high potential for advancement. To provide objective information for making decisions on salary increases, promotions, bonus and transfers. To identify employees training and development. To provide a solid path for career planning for each individual.
probationary period. Therefore, Performance Reviews will be held on an annual /bi-annual basis from the date of hire or more often if desirable to do so. The supervisor will receive notification of the scheduled review period from the Human Resources Department.
Guidelines
It will be the responsibility of HR to conduct the 360 Degree Evaluation with a view to identify the Weaknesses and Strengths in each Supervisor and have a one on one session with each Subordinate. This Practice will be done blindly; names of employees assessing their Supervisors will not be mentioned on the forms. HR will collect all forms personally & confidentially and conduct a Statistical Analysis of the Evaluation.
The Employee shall review his / her performance appraisal in an individual meeting with his / her direct supervisor & acknowledge it by signing the report. The immediate Supervisor shall then submit the report to the Department Head for approval and distribution. All reports shall in turn be forwarded to HR Department to
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review jointly with the line manager to implement the merit, inflation increase and bonus based on the performance appraisal and to ensure that the total percentage of increment allocated to each department as per the approval of the President and Board of Directors. f) The Employee who is rewarded with a grade Basic shall be notified by a copy of evaluation report within ten days of the date of filling the report in his / her personal file. He may submit a petition against the evaluation according to the grievances & complaint procedures.
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
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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.
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Ensure that salaries are competitive and in line with salary levels that prevail in the industry. Instill employee confidence in compensation policies and practices. the Companys
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.
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 candidates education, experience and qualifications as compared with the minimum qualifications required by the job specification.
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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.
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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 Companys business so requires.
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Basic Functions To coordinate with Regional Finance Operations to accumulate the regional data/information to provide nation wide information to the management
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.
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Qualifications and Skills Experience: One to three years Education: MBA Finance
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Basic Functions To initiate, manage and execute all Production related works at BTSs and MSCs
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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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
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Evacuation Drills
Mobilink do what it can to manage external risks and threats that could cause serious injury or death to their employees. Contingency plans and regular exercises are important elements in ensuring our peoples security. For this evacuation drills are being conducted periodically.
Hand Books
Based on Mobilink's values and its Codes of Conduct, the HR Admin Security department issues a hand book for all the employees which helps to ensure a high level of security and ethical awareness at Mobilink. Issues related to ethics and the reputations of the company are discussed in the weekly meetings. All employees of Mobilink may report issues in the meeting, which consists of representatives from the whole
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E-mail Communication
Mobilink's employees have also been informed by their managers about the current security and health risks regularly through electronic mail service. And any updates regarding solutions of different health and security issues have been transmitted to employees.
A very well structured HRIS ever existed in Pakistan. Pioneers in telecom industry. State of the art training programs being supervised by highly skilled & professional trainers. ISO 9002 Quality Management System Certification for Billing, Engineering Departments and CS Contact Center Implementation of a full Intelligent Network (IN) platform from Siemens for the Prepaid platform Largest Call Center in Pakistan, which is there to assist the customers 24 hours Only cellular service in Pakistan to provide coverage on the M2 motorway Bilateral roaming in over 100 countries around the world with true international roaming with over 300 operators across the globe First mobile operator in Pakistan to offer extensive GPRS Roaming and Blackberry Roaming services MOBILINK GSM's Short Message Service Center allows Vehicle Tracking and Fleet Management services that are being provided by Tracker (Pvt.) Ltd., under the brand name of C-Track, a company licensed by Pakistan Telecom Authority (PTA). Tracker currently operates from
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Karachi but can provide these facilities at all those locations where GSM coverage is available.
Weaknesses
Some processes are still not online like Employee cards. There is no online system, through which employees could check their performances.
Opportunities
Planning to attract foreign talent pool. Target the rapidly increasing new talent.
Threats
Heavy HR investment by other telecom operators. Threat of new entrants in the industry.
Suggestions to Improve
HR Department of Mobilink should provide rent facility to all employees. HR Department should introduce an online system in which employees must get complete information about their performances and through this no one can come in front of the person who actually deserves the appraisal. Pending processes should be on lined to facilitate the employees. HR Department should train the employees in such a way that they could be able to face technical challenges. There should be a proper platform for employees to give suggestions to improve the HR system of the organization.
Conclusion
There is no doubt about the Company which is the pioneer in the telecom industry in Pakistan and grooming with a tremendous growth rate. However, due to high competition in Telecommunication sector the turnover rate of employees is
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high; the employer should also focus on the external hiring. By this they will have a fleet of matured and professional people across the board and even if they hire fresh graduates or internees they will polish them according to their requirements. The point is you cannot hold the people for ever or buy their loyalty. Second important thing is the Company should also focus on the Corporate Social Responsibility Programs. We the students of BBA (hons.) on the behalf of our whole class and on the behalf of our University wish them Best of Luck for their future and wish them a constant growth and popularity among their customer base.
References
www.mobilinkgsm.com www.apnijobs.com/jobs-mobilink-pakistan-lahore.html www.ntcpk.com/
Mr. Rizwan Fazal o Director Business Intelligence o Mobile Number (+92-300-5811911) Mr. Hassan Arshad o Specialist, Human Resources
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o Office Number (+92-51-2857156) o Mobile Number (+92-300-5018196) o Time 04:00 PM o Days of meeting (Monday & Tuesday) o Date of meeting (31st Mar, 08 & 29th May, 08)
Mr. Adeel Mukhtar o Associate 1, Investigation Research Unit o Mobile Number (+92-301-8482831) o Time 10:00 AM o Days of Meeting (Wednesday) o Date of Meeting (23rd April, 08)
Annexure-I
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Annexure-II
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Personal Requisition
To requisitioner: The civil right act of 1963 prohibited discrimination in employment because of race, color, creed, religion, sex or national origin; Federal law also prohibited other types of discrimination such as age. The law of most states also prohibited some or all of the above types of discrimination as well as some additional types such as discrimination based upon ancestry. Marital status or physical or mental handicap or disability. Any expression of limitation in these areas expressed in this requisition should be warranted by a occupational qualification or legally permissible reason.
Date_______________ FROM__________________________________ Department ______________________________ Date Needed Number of Employees I. Description of Need Job Title Job Classification # Hiring Salary range Job salary range
Permanent___________ Temprary____________If temporary, for how long_____________________________ Which Shift__________ Part Time___________ Full Time________________ If part time, hours or day ________________
III. Requirements
Education: Grade school ___________ High School____________College_____________ Commercial__________________Other _________________ Experience: Please indicate clearly, what is absolutely required as a prerequisite. Required________________________________________________________________________________________________ ________________________________________________________________________________________________________ ________________________________________________________________________________________________________ _________________________________________________________ Descriable_______________________________________________________________________________________________ ________________________________________________________________________________________________________ ________________________________________________________________________________________________________ ________________________________________________________________________________________________________ ____________________________________________________________________________ Any other requirement_____________________________________________________________________________________________ ________________________________________________________________________________________________________ ________________________________________________________________________________________________________ ________________________________________________________________________________________________________ _____________________________________________________________________________ Date_____________________________ by_______________________________ ____________________________________ ____________________________________ Approved
By
Form # 220
Annexure-III
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Specialist IN Planning
Job Category: Career Level: Job Type: Positions: Agency / Project: City/Location: Country: Posted On: Last Date to apply: Engineering-Electrical/Electronic/Telecom Mid Career (2+ years of experience) Level Full Time / Permanent 2 Mobilink Islamabad Pakistan 12 May, 2006 22 June, 2006 Description: We seek energetic & experienced candidates for the postions of Specialist
IN Planning for our Engineering department. The Specialists are required to work
with the IN Team for dimensioning and development of IN services and follow up with suppliers for new technologies and reporting to IN / Team leader in IN/VAS team in Islamabad.
Education
Must
Degree
BE
Description
Electrical/Electronics/ Computers Telecommunications/ Engineering
Skills
Must Title Level Description
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