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first cousins. However candidates falling in this category who have exceptionally good credentials may be considered. 2. Minimum qualifications must be a Bachelor degree or equivalent. There are two types of Recruitments: Internal and External. A final decision will rest with the concerned Divisional Head who will need to ensure that there is no conflict of interest. Hiring supervisors will need to explain in their assessment of the candidate their qualities that justify hiring. ancestry. colour. sex. iii. hiring of close relations (brothers. A-Level or equivalent may be considered for call centre/support staff however will require approval of the VP Human Resources & Administration. Sources of Internal Recruitment Employee referrals Internal advertising Sources of External Recruitment Job fairs University Hunts Advertising Emplacement Agencies Walk in candidates 1. EXTERNAL RECRUITMENT: i. brothers/sisters in law) will not be encouraged. ii. Human Resources will advise Department Heads on salary ranges to be offered to the applicant keeping internal and external equity in perspective. Internal candidates must be confirmed employees of Mobilink who have completed one year of service. religion or disability. spouses. To avoid conflict of interest. sisters. iv. It is aimed at hiring without any discrimination based on race. HUMAN RESOURCE MANAGEMENT 2 . INTERNAL RECRUITMENT i. No candidate under the age of eighteen will be considered.HUMAN RESOURCE MANAGEMENT MBA 2009 RECRUITMENT AND SELECTION OBJECTIVES The policy is meant to ensure an effective and efficient method of recruitment and selection. However exceptionally good candidates may be considered. nationality.
I. Information regarding qualifications and job description should be forwarded for identification of suitable candidates. References. CONDITIONS FOR SELECTION Departments must submit Hiring Request and / or Transfer Request Form to the HR Department and duly signed. The Human Resources Department shall. Duly filled application form HUMAN RESOURCE MANAGEMENT 3 . Copy of N. iv. GENERAL CONDITIONS FOR RECRUITMENT All recruitment will be done through the Human Resources Department in consultation with the Officers and Heads of the concerned Department. iii. Spouse of an existing employee will not work for direct competition and either one will have to resign from service. Short Listed Candidates will be invited for a final interview with the HR department. Exceptionally where offers are made to employees of these entities their prior consent must be obtained. The department will do another sift if necessary and conduct interviews with the immediate Supervisor / Department / Divisional Head or his / her nominee and any job related selection tests. Prospective candidates whose spouses work for competition will not be considered for hiring. Selected candidates will join the new job/position after getting clearance from existing line manager. advertisements will be placed in media. If no suitable candidate is found. franchises. The Human Resources Department would place internal advertisements and / or shortlist suitable candidates from the databank.HUMAN RESOURCE MANAGEMENT MBA 2009 ii. Appointment will be subject to satisfactory references being received. Any other special clause. The Human Resources Department may conduct Profile and Psychometric Tests for the selected candidate in order to evaluate the suitability of the candidate.C. Lead-time of at least ten working days should be given for selection of candidates. Copies of degree(s): Bachelors and above only and copies of experience certificates. and clients is not encouraged. provide screened CVs. Hiring from vendors. upon the department‟s request. On Selection the following information will be forwarded to HR to be kept in the Employees Personal File: o o o o o o o Interview Evaluation form Passport size Photos. Two Reference checks will be completed for the selected candidate either before hiring or during the probationary period.
The reason is twofold. A series of interviews are conducted followed by a panel interview and a group discussion. by using online system. First. All recruitment and selection process is handled by the Human resource department. HUMAN RESOURCE MANAGEMENT 4 . The Human Resources Department shall prepare and deliver the Employment Letter to the Employee and obtain signatures on a copy.HUMAN RESOURCE MANAGEMENT MBA 2009 In the Case of Consultants the Company will sign a contract with the Consultant for a duration ranging from 3 months to 1 year. Selection criteria are totally based on merit. Secondly. Company entertains online applications more than mailed ones. company can keep its image as innovative and latest the eyes of its consumers. REVIEW One thing was interesting studying the Mobilink Recruitment and Selection process. it reduces burden during the recruitment process. Applications for jobs are mostly made via internet.
• • • Conflict management training People management training Communication skills HUMAN RESOURCE MANAGEMENT 5 . Internees are trained in various departments and then mostly hired by Mobilink itself and their training is basically teaching them the ropes and the basics of everything. Usually.g.HUMAN RESOURCE MANAGEMENT MBA 2009 TRAINING AND DEVELOPMENT OBJECTIVE Giving new or present employees the skills they need to perform their jobs. The other 80% are best dealt with by looking at the quality of supervision or by factors in the work environment. TRAINING AT MOBILINK On contacting personnel in the Mobilink office it was found out that Mobilink mostly trains its employees by On Job Training which means that the employees are trained as they perform their jobs and along with their duties. TYPES OF TRAINING IN MOBILINK: On a general basis the training done in Mobilink can be divided into two categories: • • Soft Skill Training Technical Training 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. PROCEDURES All Company Heads should differentiate between problems that require training and problems that require coaching or other solutions. only about 20% of performance problems require “training” solutions. The manager or supervisor guides them how to perform their jobs and guides them to efficiency in the work. This may include the following things for e.
however. All training sessions are delivered in a highly participative style. A person in the finance department is always welcomed by HR department for Customer service training. Organization has clear policies regarding training needs assessment and procedure for each type of training offered. introducing topics in a challenging and thought-provoking way. the annual or monthly reports of performance are evaluated by the manager and the weak areas are considered and the respective training is taken up. HUMAN RESOURCE MANAGEMENT 6 .g. making it one of the most sought after companies to work for in Pakistan. Specific skills are focused and developed accordingly. Training is compulsory for some people in the organization.HUMAN RESOURCE MANAGEMENT • • • Anger management Time management training Teamwork training MBA 2009 TECHNICAL TRAINING This type of training has direct effect on the job of the employee. The various training programmes of mobilink focus on specific skills for e. The engineering trainings of Mobilink are also included with this along with • • • Customer Services training Sales related training Marketing and technology training etc. Mobilink trains its employees in the following fields‟ aswell: Customer service training Supervisors training Leadership workshop Conflict management training REVIEW A lot of effort is put by Mobilink in Training its human resource. MOBILINKS TRAINING PROGRAMMES: Mobilink with its large workforce invests aggressively in developing its human capital through international and local trainings as well as a structured employee „well -being‟ programs. it is on offer for everyone working at Mobilink.
Mobilink try to adapt the performance appraisal in which their employees understood what his or her performance standards were and that the supervisor also provides the employee with feedback. The performance appraisal is done on an annual / basis (from January 1st to December 31st). All employees will be reviewed at least once at confirmation. There are many performance appraisal methods. Notification along with Performance Evaluation Forms will be sent from the Human Resources Department in advance with the scheduled performance evaluation date.HUMAN RESOURCE MANAGEMENT MBA 2009 PERFORMANCE APPRAISAL SYSTEM OBJECTIVES 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. And the performance appraisal forms will be filled once in a year to get a clear picture of the employee performance. Mobilink uses the computerized performance appraisal method. FREQUENCY OF THE PERFORMANCE REVIEW Informal performance discussions should be conducted frequently as and when the need arises. These discussions will provide the basis for an objective summarization of performance during formal Performance Reviews and allow more time for discussing future plans and organizational as well as personal objectives. Performance Reviews will be held on an annual basis from the date of hiring or more often if desirable to do so. The supervisor will receive notification of the scheduled review period from the Human Resources Department. and discuss future opportunities with reference to past performance at Mobilink. The intent of these discussions should be to review current job performance and responsibilities. The supervisor is encouraged to make notes on pertinent points discussed and to place those notes in the employee‟s personnel file. PERFORMANCE APPRAISAL SYSTEM AT MOBILINK Mobilink conducts performance appraisal in order to evaluate their employee‟s current performance or past performance relative to company‟s performance standards. HUMAN RESOURCE MANAGEMENT 7 . and incentives required to help the person eliminate performance deficiencies or to continue to perform above par. development. Formal written performance reviews will be conducted with all employees annually. Therefore. set goals.
HUMAN RESOURCE MANAGEMENT MBA 2009 In Mobilink the performance appraisal of employees is conducted in December. he will send the performance appraisal sheet to the employee for the affirmation with the ideas of the supervisor if the employee does not agree with the supervisor he will not sign the PA sheet. When the supervisor completes the evaluation. This is a very supportive strategy by the organization because if an employee is not happy with the evaluation by his supervisor then he has the authority to challenge. The Mobilink HR department has developed a performance appraisal sheet and has downloaded it on the intranet of Mobilink so that the supervisor performs the evaluation of the employees. When the last date of submission of PA sheet is passed then the HR department asks the supervisor and the employee about the problem and resolves the problem. REVIEW Online 360 degree approach of performance appraisal is adopted at Mobilink for evaluating employee performance. HUMAN RESOURCE MANAGEMENT 8 .
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