Mobilink GSM: History: Mobilink GSM (PMCL), a subsidiary of Orascom Telecom, started its operations in 1994, and has

become the market leader both in terms of growth as well as having the largest customer subscriber base in Pakistan - a base of over 10 Million and growing. We pride ourselves on being the first cellular service provider to operate on a 100% digital GSM technology in Pakistan that also provides state-of-the-art communication solutions to its customers. Mobilink offers exclusively designed tariff plans that cater to the communication needs of a diverse group of people, from individuals to businessmen to corporate and multinationals. To achieve this objective, we offer both postpaid (Indigo) and prepaid (JAZZ) solutions to our customers. Compared to our competitors, both the postpaid (Indigo) and prepaid (JAZZ) brands are the largest brands of their kind in the Pakistan cellular industry. In addition to providing advanced voice communication services that makes the lives of millions that much easy, we also offer a host of value-added-services to our prized customers. At the same time, Mobilink places high importance to its coverage, which is why we cover you in over 500 cities and towns nationwide as well as over 100 countries on international roaming service. In other words, we speak your language, everywhere. 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. Human resources: 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". Focus is 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 Create a collaborative and mutually supportive work environment that encourages people to grow Build a team of professionals who deliver expertise by participating in business decisions

Develop Performance Management and reward systems underlying our Business strategy

Corporate Social Responsibility: Helping Pakistan for a better tomorrow, Mobilink is a long standing believer in giving a portion of its revenues for charitable causes and is making efforts for brining about a positive social change for the underprivileged. It has been actively involved in providing regular donations to Shaukat Khanam Memorial Cancer Research Hospital and urging its huge customer base to partake with their own donations for the cause. Mobilink also supports other organizations such as the Khidmat Foundation, Umeed-e-noor, and PIMS Children Hospital Islamabad, in making lives of millions in Pakistan more comfortable. Educating the Youth: High quality education is the right of every Pakistani. Most of the time this right does not see the light of the day due to many factors, and one of them is the high cost of education. Mobilink has decided to help out those deserving students or organizations however it can. Keeping the above necessity in mind, Mobilink has offered various donations to numerous educational institutes. This includes donating 50 computers to the Federal Board of Intermediate and Secondary Education, donating Rs. 100,000 to Pakistan Institute of Medical Sciences to set up a computer lab, and by sponsoring the commemorative ceremony for the golden jubilee of cadet College Hasanabdal. Cultivating the Community: Respecting and protecting the environment we live in, is a job we must all do together. The only way to combat poverty is to transform the less fortunate into productive members of the society. Mobilink has taken steps to alleviate poverty while protecting and beautifying the environment by collaborating with Khushhali Bank to empower villagers to own personal mobile phones through micro-financing. Mobilink was also the official sponsor of the second Human Resource Development Congress held in October 2004. Encouraging Arts: Each culture is best defined by an artistic expression. To preserve and cultivate art is a necessity that should be partaken more often in Pakistan. Mobilink has taken the lead in doing so in many different ways.

 The World Performing Arts Festival was held in Lahore on the 18 of November 2005. The event had artists performing from all continents. The event brought together a world that thrives on performing arts for the entertainment of all. Mobilink, a keen supporter of arts, was the main sponsor of this festival for 2005 as well as for last year. The company not only supported the organizers to put up a fine display of world-class performances but also helped in portraying a positive image of Pakistan to the world. Mobilink has encouraged arts further by having the JAZZ IM Awards, battle of the bands, and by sponsoring the Indus Music Top Ten television Show. Playing the Sport: As a nation, people of Pakistan are very passionate about their sports. Patriotism runs high in various sports such as cricket and hockey. Mobilink, with its finger always on the pulse of the nation, actively sponsors sporting events and sports up-gradation programs. Positioning strategy: Positioning involves a decision to stress only certain aspects of our brand and not others. The key to positioning strategy is that the consumer must have a clear idea of what your brand stands for in the product category and that a brand cannot be sharply and distinctly positioned if it tries to be everything to everyone. A brand position is the set of associations the consumer has with the brand. These may cover physical attributes, lifestyle, use occasion or user image that it carries. A brand position in a consumers mind is a relative concept, in that it refers to a comparative assessment by the consumer of how this brand is similar to or different from other brands that compete it. When we talk about the positioning strategy of Mobilink, it has used the product user approach. In which they have positioned its products as specified to a particular class. And they have tried to portray an image that its products are for the personalities who are young at heart, energetic, high achievers, and innovative and like to enjoy their lives to its maximum. So its product are premium products and not for everyone. Jazz is an amazing prepaid service that allows you freedom from monthly bills and gives you complete control over your cellular expenditure. You decide in advance when and how much you want to spend. Load a scratch card whenever you want to and start talking. Jazz is simple, easy and loads of fun. Moreover it has been further bifurcated in two categories. Jazz is extremely affordable, with features like: No daily charges Low outgoing rates 180 days validity of Jazz Scratch Cards

Mobilink Post-paid was formally launched on the 23rd of April 2001. And it has been categorized in five categories. It was the biggest and the most aggressive campaign ever launched by any cellular company in Pakistan. In the quest to provide its customers nothing less than the best in everything, Mobilink has once again gone a step further by introducing the pre-active 'Mobilink post-paid' connections (post-paid) for the first time in Pakistan in a ready to use pack. This product is developed along the basic concept of customer convenience and low upfront cost. Value Added Services: Mobilink gsm has always been the market leader when it comes to introducing state-ofthe-art communication services and solutions for its customers. Their Value Added Services makes their existing package more attractive, all for their convenience. Customers can benefit from the services, which will give them all the freedom they need, making mobile communications more exciting, convenient and enjoyable. It provides services, which are not only useful but also cost-effective for both business as well as personal use. These include the very basic yet indispensable services like V- Mail to the more innovative and sophisticated ones like G-Mail, Internet Chat, and Logo Composer etc. They are confident that their innovative and exciting new services will bring about a revolution in the way customers look at mobile communications. Furthermore, by choosing any package plan (both postpaid and prepaid), you also qualify for a host of On Call Services that includes CLI, Call Waiting and Call Forwarding.

Coverage:
During the last five years, Mobilink has set up one of the largest cellular networks in the country. Currently, we are covering more than 250 cities and towns. This has involved an investment in the company of more than US$ 150 million. We have 5 Switches and have plan to a number of cell sites in the next two years. Mobilink provides a nationwide coverage in over 250 cities. The network coverage chart is divided into three Main Categories according to the geographical location of the cities in Pakistan. These regions include North Central South Mobilinks GPRS users can send greetings cards to other mobile users who have an active GPRS connection and handset and download ring tones and games.

Getting a JAZZ connection is one of the easiest things to do. Jazz is widely available across the country, at over 350 franchises nationwide and hundreds of other outlets. INDIGO: Mobilink re-launched its postpaid services on the 11th of May, 2004 under the brand name, Indigo. Indigo ignited an evolution in the communication industry redefining the essence of the post paid services in Pakistan. The brand delicately caters to the need of its customers, symbolizing the vision of connecting the subscribers in every aspect of life. Mobilink Indigo knows the worthiness of being a part of favorite cellular family, and that's why it aims to keep its subscribers connected... Always! Mobilink Indigo now offers even more value, up to 100% free minutes and 3 Mobilink Friends & Family numbers for as low as RS. 0.99/min Use More & Talk More with Citi Mobilink Credit Card. All Mobilink indigo family members can call Anywhere on Any network Across the Nation on Local Call rate. MOBLINK..COLLECTED INFORMATION: MISSION STATMENT AND VALUES OF THE COMPANY To be the leading telecommunication services provider in PAKISTAN by offering innovative solution for our customer while exceeding share holder values and employee expectations VALUES 1. Trust and integrity. 2. Passion for business excellence. 3. Respect for people. 4. Commitment to total customer satisfaction. 5. Responsible corporate citizen. CULTURE OF THE ORGANIZATION: The company has very strong culture. As we visited this company we observed that there culture is very friendly.

TARGET MARKET WHILE CONDUCTING INTERVIEWS They only conduct interviews, there hiring for any post is through interviews. 1. First of all the candidates drop their CVS to there HR department (HUMAN RESOURCE) 2. There target market while conducting interview is FRESH BLOOD, they are interested to hire fresh graduates in there company at different posts TYPE OF JOBS They offer different types of posts e.g. Hiring permanent employees They also do outsourcing ORIENTATION AND ITS DURATION: Orientation is not held at Mobilink. So therefore its duration is also zero. TRANING PROGRAMS IN THE ORGANIZATION They are doing both off the job and on the job training. 80% on the job training and remaining is classroom training External parties are also involve in there training programs CRITERIA OF JUGGING NEW EMPLYEES They are interested in fresh blood While hiring of new employees they judge Communication skills of the candidate Presentation style of the candidate Temperament of the candidate Confidence of the new candidate Training contents They facilitate there employees with Orientation program,

They also provide both on the job training and off the job training Duration and time of the training They give months training to their new employees. Responsibility of training Senior employees receive the responsibility of training is given to new employees. External parties/institutes are responsible for give the training. And also given to some external organizations like Nevertus Type of training satisfied the trainee In there company trainee satisfied with ON the job training. Training is given in such a way that the employees feel no stress during training When ever new product is launched the training to employees is given Behavior of trainer Mobilink culture is very strong and very caring to their employees needs The behavior of trainer with trainee is very friendly. SWOT Analysis: Strengths for Mobilink: Mobilink has broader network and more coverage. Mobilink has wide ranges and varieties of cards. Mobilink has strong perception in the minds of consumers. Mobilink has more customers than its competitors. Weaknesses for Mobilink: They offer the facility of GPRS (Global Positioning Radio Satellite) feature very late. Their management is less efficient. Their charges are higher than other cellular companies.

Opportunities of Mobilink: Offerings of additional value added services and new products Increasing its coverage area Becoming cost competitive for customers as compared to other mobile phone companies Threats for Mobilink: Entry of new mobile companies in the market as licensed by the government of Pakistan A large number of value added services by the u-fone. GSM offerings by Paktel Warids entry into the market having a variety of packages. Warid began its operations on May 23, 2005. In less than a year, we have a customer base of over 4.8 million and operate in over 110 cities across Pakistan, providing quality service to our customers Warid Telecom takes pride in being backed by the Abu Dhabi Group, one of the largest groups in the Middle East and the single largest foreign investor group in Pakistan. It has a diversified business interest in the institutions that have enjoyed commercial success as a result of its strong financial resources and extensive management expertise They have made no compromise on investments required for research and development. With a capital expenditure of over US $500 million, Warid Telecom has been set up to provide a premium quality GSM service. Business Overview: With a current mobile penetration in Pakistan hovering at around 18% and a large population of over 15.5 million, the mobile market experiences a burgeoning appetite for communication services. Warid Telecom was awarded the GSM license by Pakistan Telecommunication Authority (PTA) on May 26 2004 for a fee of $291 million, as part of the government's initiative to bring in foreign investment and expertise in the telecommunication sector. The cellular penetration rate (around 18%) of Pakistan highlights the immense potential for growth available in the industry. In accordance with its business strategy, Warid Telecom plans to establish itself as a leader, and increase the overall market size through

broader coverage of all income groups. Warid Telecom's superior products, high quality of service, affordability, and customer support have enabled it to not only capture market share from existing players, but also acquire the so far untapped market. Division of whole organization: Finance Human Resources Engineering Information Technology Strategic Planning Quality Assurance Customer Services Procurement, Logistics & PMO Sales & Marketing International Roaming Legal Administration Services Government Relation & Regulatory Affairs Corporate Sales & Affinity Internal Audit & Risk Careers: Offering unlimited opportunities for personal and professional growth, Warid Telecom hires individuals who are confident and ready to make a difference. With competitive salaries and a team-oriented culture that encourages creativity, empowerment and entrepreneurial spirit, Warid is sure to take your Careers to new heights. Compensation and Benefits - We believe in pay for performance which makes Warid an ideal place for people with a can do attitude.

 Employee Development - We focus on vision development exercises, team building activities, in-house and external trainings as well as competence development programs and object setting exercises. Culture - We promote a team-oriented and entrepreneurial culture, which allows employees to grow both personally and professionally, and to contribute to the success of the company throughout their Careers. Diversity - We are committed to a diverse and inclusive work environment, which is essential to outstanding business success. The existing employee force of Warid has a blend of talented individuals having worked with well-reputed multinational and local companies. Zahi-Post Paid: A post paid subscription is also called a billing connection. In this type of a connection, you can avail the services of a cellular connection first and pay for the usage at the end of the month. To avail this type of a connection, you will be required to submit a signed customer service agreement form (CSAF) along with certain specified documents. Your connection will be activated post the payment of the one time charge or the activation fee, a refundable deposit, and verification of the requisite documents. On consistent and regular payment and high usage pattern you could win yourself the opportunity to enjoy exclusive loyalty and frequent user facility provided by Warid Telecom. Zahi (Zaa-hee): Leader, Royalty Keeping in mind the brand philosophy, Zahi is a name that represents our post paid services aptly. Zahi depicts class and sophistication and highlights our role in Pakistan as a post paid package. All in all one word aptly defines Zahi: suave. Zem-Pre Paid: Zem, Warid Telecom's latest in prepaid convenience that is backed up by the promise of service, service and more service. Not only is it simple to use but it also offers a host of revolutionary products and features that will forever change the way you communicate. ORIENTATION IN WARID: Orientation is given before the starting of the training which is of a single day. In this orientation, the whole job as well as departmental orientation is given. This is because each and every employee should know each and every technique and method that is being adopted by the organization. An orientation tool is used for the acknowledgment of the new employees. That tool helps the trainees understand the organization and its setup, rules and regulations, norms and cultures all easily. By the end of the orientation a quiz type questionnaire

DURATION AND FORMAT OF TRAINING: Training of the employees takes place in the head office i.e. situated in Lahore. Training for each level and each employee is given there. The duration of training for the newly hired employees usually lasts for few days only i.e. 2-3 days. Then the new employees are allowed to groom themselves and give their outputs regarding to what they have learned from the training of few days. After 3 months, a quiz type test is taken from each trainee to analyze his/her performance and the learning capabilities. UPDATION OF TRAINING: And this training is updated after each 6 months. Such training is considered as the refresher course for the current employees as well as the newly hired ones. Quizzes take place for the current employees so that they would be able to check themselves and would improve their weak points. ALLOWENCES AND APPRAISALS: The ones giving best out puts in the quizzes get rewarded in the form of allowances, increments, gifts, bonuses and appraisals. Allowances and incentives are offered to the best effort placers. Basically the job is performance based. The better performance an employee shows, the more appraisal and up gradation he/she gets. GROUPING IN TRAINING: Grouping is made for the sake of distributing the employees according to their designations. Usually there are made 2 groups PROMOTION CRITERIA: Promotion in WARID is mostly on the basis of the performance of the employee. The more efficient and having more skills get promotion earlier than the ones with the lesser skills. Promotion also is give as soon as the higher post gets vacant, the replacement is taken from the immediate subordinates thus increasing the internal recruitment and motivation for the other employees to struggle for the higher posts by improving their skills and keep themselves updated. CONDUCTION OF TRAINING IN WARID: Training in WARID is not conducted totally by HR department only but is conducted by the help of the other departments as well.

Training takes place in the supervision of the senior officers who are given the charge to conduct training. A whole team of experienced employees is set up for the training of the new employees. FEEDBACK SYSTEM IN WARID: Feedback is taken from the trainees often. Mostly it is taken directly i.e. face to face as the whole setup of training is in a friendly and every one is free to give comments about what they feel and are free to give their suggestions. Feedback from the current employees is via e-mailing. Any problem that any employee faces, he/she is free to discuss it from he higher authorities and from the other members from other regional branches. Often, meetings and conferences take place in which all the problem that are being faced by the employees are discussed and solutions are suggested. Mostly such occurs when a new package is offered and the know-how of it is a bit confusion to the employees. By such time i.e. during the introduction of new package, immediately training is given to all the employees so that they would handle the setup as well as can satisfy the consumers. TRAINING RESPONSIBLES: Training is given by the senior employees of the organization. The trainer has the polite attitude towards the trainee and they keep themselves in a good mood and the atmosphere is also kept friendly. Such an environment is stress free for the trainees and increases communication and confidence. TRAINING TOOLS USED IN WARID: Classroom training is the basic technique of WARIDs training setup. They are given training by the electronic medium i.e. projectors and multi-media. Also book lets are provided printed reports and projectors are the training tools of WARID. Revision takes place at the business centers from where their abilities and efficiencies are analyzed. Trainees are given 2-3 times warnings if the are mistaking. If they repeat the same mistake again and again then they are departed from the organization.

BIBLOGRAPHY Basic Requirements of Supervisors with Employees in Training and Development by Carter McNamara, MBA, PhD

 Managing human resources By Wayne F. Cascio Human resource management By Gary Dessler www.apsu.edu/www/business/faculty/bakerrl/3210c11w.htm www.mobilinkgsm.com www.waridtel.com www.managementhelp.org/trng_dev/basics/reasons.htm APPENDEXES
QUESTIONNAIRE

1. What type of orientation is the organization offering? Short durational Long durational 2. Which orientation is of priority in the organization? o Buddy System o Job o Organizational 3. Which of the following information is given in the organizational orientation? Organizational issues Employee benefit Welcoming speech Traditions, norms and customs Current functions of the organization Org. structure and relationship of company and its branches

4. Which of the following human resource information has been provided during orientation? Departmental attendance procedures Job description review Appearance/dress code requirements 5. Which of the following is provided in the departmental information? Customer service practices Organizational structure-department core values orientation Departments policies and procedures Mail and recharge codes 6. Reflect on a "first day" at school or a new position. What were the feelings inside of you? Consider the following list: Excitement _____ Nervousness _____ Fear _____ Happiness _____ Apprehension _____ Desire to succeed _____ Loneliness _____ Sense of importance _____ 7. Which of the following information regarding JOB DUTIES AND RESPONSABILITIES of employee is given in orientation? Number of daily work hours and timings Over time needs and requirements Changing duties

Required records and reports Check out of equipment to be used 8. Which of the following information regarding FACILITIES is given in orientation? Mechanical system Emergency power Generators Food service and cafeteria Car parking First aid Supplies and equipments 9. Which of the following information regarding compensation is given by the organization? pay range and rates overtime pay receiving process discounts loan deductions(conditional) 9. What is the mission statement & vision of the company? 10. What are the major activities and operations of HRD? 11. Give the management hierarchy of your department? 12. What type of job do you offer? (Permanent, contract or both)? 13. Do you offer orientation? What kind of orientation do you offer? Where it is conducted?

14. How do you rate & promote training programs in the organization? (Predeparture and on spot or on job training, or off job training)? 15. How employees are appraised? 16. How you develop employees career planning, loyalty and life time commitment? 17. What are the criteria for judging new employees? What is their turn over rate? 18. Describes the training contents? 19. How training is given? 20. What are the strengths, weakness, opportunities threats do you see? 21. What is the culture of the organization? 22. You satisfied with your employees or not? 23. Duration and Timing of training? 24. Medium of training you provide? 25. Who is given the responsibility of training? 26. For which post is the training given? 27. How is the stress handled during training? 28. How are the skills of the trainees improved? (oral, listening, written) 29. What type of feedback process your organization gives? 30. What training satisfies the trainee? 31. What is the behavior of trainer with the trainees?