History:

In 1990, Pakistan introduced its first mobile phone service called Paktel. After eleven years in January 2001, a new cellular company with GSM technology came into the market and they named it Ufone. Ufone targeted the middle class, by introducing low rates and different packages. Ufone recently started GPRS
through which users can connect themselves to the global village via Internet, also introduced multimedia messaging services and worldwide SMS at flat rates Ufones strategy to provide a high standard of service, it has achieved a substantial market share in a market

INTRODUCTION:
Ufone GSM is a Pakistani GSM cellular service

provider, its one of six GSM mobile companies in

Pakistan.
Ufone currently caters for International Roaming to
more than 260 live operators in more than 150
countries
As the world of telecommunications advances,
Ufone promises its customers to stay ahead,
developing and evolving, to go beyond their
expectations, because at Ufone, its all about U.

Organizational Structure
Horizontal structure
Hierarchy:
The company is having Decentralized

structure.
The flow of communication becomes easy
and simple in such structure.

functional departments:Finance Department

The head of finance department is designated as CFO Chief Financial Officer or

Vice president of financial head.

The department is responsible for Credit exposure for Ufone postpaid connection.
Budgeting and Planning
Marinating accounts an records
Internal audit
ensure error free billing operations, deployment of key revenue assurance
applications/solutions, fraud management.
Marketing Department
The head of marketing department is designated as CMO- Chief Marketing Officer
or Vice President of Marketing Head.
Brands: Ufone is performing the promotional activities in Brands sub-head,
including advertising over Electronic media and print media.
Marketing Strategy and Analysis:formularize the marketing strategy
according to the market requirement and consumer preferences. The analysis
about the market trend is done and the strategies are made in relevance.
VAS Value Added Services:proficient functioning of conveniences provided
to the customers, these VAS are Virtual Private Network, Call Management,
Missed Call Notification, Phonebook Saver and a host of Infotainment and
Entertainment services.


Information

Technology Department

The head of information technology is termed as CIO- Chief

Information officers

Billing:The billing department is responsible for aggregating

CDRs and preparation of the postpaid billing for customer from
system.

IT Development:Any kind of IT development required by the

company in billing or CRM (Customer Relationship
Management) module is done by IT development team.

Customer operations Department

The head of this department is designated as VP cops vice

president customer operations.
Customer Care:Ufone provides customer care through
Customer Care Center located in all key cities, across the
country. They will not only resolve consumers issues but also
guide them into customizing Ufone, according to their needs.
Customers care is offered to through call centers and business
centers.

Call centre representatives are providing services, 24

hours a day. The customers can contact the Ufone Call
Center to get answers to all their queries
Business centres:SIM issuance and other
customer related issues, retention of customers and
handling requests for Mobile number portability.
Govt. Relations: Ufone is also abiding the rules that
are being made by PTA. The relationship with PTA is
also being maintained as PTA is Govt. regulation.

Engineering Department: The head of the

department is termed as CTO - Chief Technical Officers
or Vice president.
BSS Business Support System:
The subhead is responsible for Radio Planning and network optimization.

At ufone refers to
as the GSM core network, which is being used by
Ufone GSM services such as voice calls,SMS, and
Circuit Switched Data calls.

NSS Network Switching Subsystem:

IN Intelligence Network:The Intelligent networks main

purpose is to take care of charging of prepaid customers and has
the balance updates of each of the customer.
Sales Department
The sales department at Ufone is headed by Vice president Sales
Corporate Sales:handling

the sales for executives or

corporate clients. These clients are having postpaid
products with billing system.
Franchises & Retail Outlets:This division is handling franchises
and retail outlets with a network of more than 365 franchises and
25 company-owned customer service centers along with a
distribution network of150, 000 outlets nationwide.

Sales operations: Sales operations at the company have

been set up to provide the customers, quality services all under
one roof so consumers can walk in to any Ufone Sales & Service
Center for services like:Mobile Number Portability, Connection
purchase, Bill payment, SIM Activation

Human resource department:

Human Resource department is being headed by the HR
executive designated as Chief of Human resource
department. According to Ufone their belief is that
"Their people are their greatest asset.
Work Force
Almost 70% of its employees are male and 30% are
female.
HR atUFONEis divided into the following two major
categories
Permanent Employees (1500-2000 Approximately)
Outsourced Employees (2000 Approximately)
There are about 150 employees who are working in
the Ufone Head Office and 3500-4000 employees
approximately are serving nationwide.

FOUR PILLARS OF HUMAN

RESOURCE MANAGEMENT
1-Staffing:
2- Training and Development:
3-Motivation:
4-Maintainance

Staffing:
Staffing is acquiring or arranging people for the
organization.
Hr planning
Hr planning is having right person, at right place, at
right time at right position.
Planning provides a guideline to accomplish an
activity. At Ufone the HR team plans everything so that
the outcomes and results can be perceived before the
plan is actually implemented.
This makes the planning more accurate and efficient; it
also saves time and money.
Job analysis
Job analysis is systematic exploration of activities
within a job
a technical procedure used to define the duties,
responsibilities, and accountabilities of job.
One of the main purposes of conducting job analysis is
to prepare job description and job specification which
in turn helps to hire the right quality of workforce into
the organization.

 Why Ufone conducts job analysis

Ufone conducts the job analysis to get the right person for the right job at
the right time. If Ufone does not conduct the job analysis then there will be
a huge chance of selecting the wrong person or to reject the right person
who is suitable for the job.

Job analysis procedure of Ufone:

Direct Observations
At Ufone direct observation is also done for job
analysis. Employees are directly observed ant
word watched that what functions they are doing
related to their jobs.
Interviews
Interviews are conducted from employees and
supervisors.
Questionnaire method
The questionnaire is a widely used method of analyzing

jobs and work. Here the job holders are given a properly
designed questionnaire aimed at eliciting relevant jobrelated information.
Industry patterns for a bench mark job

Job specification

Ufone also has well

developed criteria for each

job in term of the job
specification. In all the
area of the jobs the prerequisite for the job are
defined for example:

Qualification required
for a job

Knowledge and skills

and abilities required
for a job

Experience required for

a job

JOB

SPECIFICATION OF HUMAN
RESOURCE MANAGER:

Qualifications:

MBA (HR) or MS in HRM

Work Experience: max 4-5 years
experience in Human Resource
Management

Knowledge & Competencies:

Knowledge:

Knowledge of human resource

programs and systems.

Skills:

Excellent verbal and written

communications skills.

Coaching skills.

Abilities:

Ability to lead, motivate and develop

staff.

Able to lead change processes.

Ability to build a team environment.

Job Description
It is a written statement of what job holder

does, how it is done and under what

conditions.
In job description Ufone define the
following:
Job title
Duties to be performed
Distinguishing characteristics of job
Authorities and responsibilities of
jobholder required

Job Description of Human Resource Manager

Job title: HR Manager

Reports to: Head of department

Job directly supervised: Assistants & officers

Purpose of job:
Coordinate HR functions & Retain employees. Develop and

implement HR strategy & programs.

Duties and Responsibilities:
To recruit, train, supervise & evaluate department staff
To Routine check over employee performance
Performance appraisal
To train employees
Conduct new employee orientation
Handle employee complaints, grievances and disputes
Coordinate employee safety, welfare and wellness
Responsible for Organization development
HR budgeting and planning
To Develop and terminate staff.
Responsible for payroll
To manage Benefits, health & safety issues

Job Evaluation
Job

evaluation is a process of determining the relative worth of a

job.
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 present basic salary structure of Ufone is based on Job
description (Tasks and duties performed).
Job evaluation is done on the basis of:
Ufone conducts its own market survey and match its standards
with other telecommunication companies specifically with Mobilink
and Telenor. They conduct the survey so that they can determine
relative worth of every job according to market trends, so that pay
at every level is compatible with their competitors and trends in
the industry so that they can attract and retain competent
employees in their organization by giving market competitive pay.
Job specification
Job description

RECRUITMENT & SELECTION

Recruitment is the process of gathering a pool of

candidates for an organizational vacancy.

Selection is the process of short listing only the
qualified candidates who are fit for the job.
Ufone policy of recruitment is very simple, if at
any time there is a vacancy, due to retirement,
resignation, if employees opted for the golden
handshake or the death of an employee, the
management of the branch will inform the head
office about the vacancy. Ufone has this policy of
not mentioning the name of the company in a
job advertisement.

INTERNAL RECRUITMENT
In internal recruitment employees are recruited from within the

organization. They have well-established HRIS so that they have

all information about the existing employees and also about the
jobs for all the departments. Because all the departments are
integrated so when there is a need of an employee firstly the
HRIS checks within the organization that is there any person
which is best suited for the specified post and if any is selected.
Promotion: Existing employees are promoted to fill the vacancy
that fulfills the qualifications, KSAs and experience for the
vacant post.
Referrals: The current employees refer their interested friend
and family members for the vacant post.
Job posting: The vacant positions are communicated to
employees by posting them on notice board. Company internally
posts a list of open positions (with their descriptions and
requirements) so that the existing employees who wish to move
to different functional areas may apply.

External Recruitment
If the organization feels that none of their current employees

can fill out the new vacancy then they hire from external
sources.
Methods of external recruitment:

Private employment agencies:

It collects, maintains and manages thousands of resumes of job
seekers. When company has a vacancy and takes the services
of such agency they attempt to find someone suitable using
computerized inventory data base and they charge for their
services.
Advertisement agencies: They take the services of
employment agencies to post their advertisement on internet.
Mostly Ufone do not advertise for jobs.
Direct applicants:
In head office:
People drop their CVs at head office whenever vacancy occurs
the company may call the suitable candidate for interview.

Via internet- apply online ( careers @ Ufone)

is an online application form on the website of Ufone, on which any person

who thinks is qualified can fill that form & upload his CV. Interested
applicants drop their CV at the website. The e-CV is then transferred to
relevant database or department. Whenever the company needs they
consider them while selection.
This is an easy way to collect CVs, but because thousands of CVs are
collected on the website, so then it is difficult for them to select the most
suitable CVs. For this purpose they use a HRIS, in which the standards
have been written. CVs which meet the standards automatically have been
selected. It is also a cheaper way of recruitment because it does not
requires too many resources.
Ufone also provides information about any vacancy on the job search
websites; like rozee.pk.
Outsourcing
Ufone also do outsourcing for the purpose ofrecruitment they hire firm,
which will provide employees to Ufone. They worked in theUfone, but the
employee will remain employee of that firm not Ufone, and this is the most
common method followed by most of organization these days. Lower
management at Ufone comes through outsourcing.

SELECTION:
Different Jobs have different

criteria. There are no hard

and fast rules regarding the
selection of an employee
but they take into account
the following considerations
during selection process:
Education
Experience related to
work
Knowledge
Abilities
Performance in the
previous work

Selection Process:
Screening:
Initial screening is done to weed out totally

undesirable/unqualified candidates at the outset and to screen

out obvious misfits. It is used to eliminate those candidates who
do not meet the minimum eligibility criteria laid down by the
organization.
Preliminary Interviews/ screening interviews:
The skills, academic and family background, competencies and
interests of the candidate are examined during preliminary
interview. Preliminary interviews are less formalized and
planned than the final interviews.
Employment interview:
In selection it involves a personal, observational and face to
face appraisal of candidates for employment. I t is a one to one
interaction between the interviewer and the potential
candidate. It is used to find whether the candidate is best
suited for the required job or not. But such interviews consume
time and money both.

Selection Interview
Candidates will go through a structured interview, where they

will be interviewed by a panel of three individuals, who are

usually subject matter experts in the field for which you are
testing.
The interview panel will focus on a candidate's job related
qualifications for the position. Therefore, it would be to your
advantage to research the position in advance in order to
determine what knowledge and skills may be evaluated during
the interview process.
Each candidate will be asked the same basic set of questions,
with some follow-up questioning based on the answers given.
Mostly three interviews are taken by the new employee.
First interview:
In Ufone they do formal interview with the candidates; the
interview is structured & planned. First interview is taken by the
senior manager of that specific department, in which the
candidate is applying. If the candidate is passed by the senior
manager then he will be called for the second interview.

Second interview:
The second interview is taken by the HR department, in

which questions are asked to judge the personality and

confidence of the employee.HR department will take their
decision in the 2nd interview.
Third interview:
In the third interview that candidate has been called which
the company wants to give him/her an opportunity. In third
interviews questions are asked like how much pay is he/she
expected & for how much span of time he/she is willing to
work with the company. How much people in the family are
dependent on him.
In that last interview the company then place an offer to
the candidate, then it depends on him whether to join the
organization or not. The last interview is the panel interview,
in which there are two HR managers & one is the senior
manager of that specific department.

Employment Test
A test is sample of some aspects of an individuals attitude, behavior

and performance. Various written tests conducted during selection

procedure are aptitude test, ability tests, IQ or EQ tests,
intelligence test, reasoning test, personality test, etc.
Once the candidates pass the interview they are tested for the skills
they need.
Conditional Job Offer:
There is no such policy as conditional job offer in Ufone.
5-Job offer:
After passing through all the steps the candidates selected are
offered job.
6-Medical test:
Then the employees who are offered jobs they then have to go
through the medical test in which the company ensures that the
selected candidate is physically fit and he has no serious disease.
It will decrease chances of employee absenteeism and improved
productivity.

Reference checks:
The applicant is asked to mention in his application form the

names and addresses of two or three persons who know him well.
In the last the company does reference check to make sure that
whatever the person said was based on facts, no false information
was given in order to deceive the employers. As part of assessing
the merit of each candidate, persons selecting candidates must
satisfy themselves that the information the candidate gives is
authentic, consistent and honest

Final Approval:
The shortlisted candidates by the department are finally approved

by the executives of the concerned department.

Appointment Letter:
A reference check is made about the candidate selected and
then finally he is appointed by giving a formal appointment letter.
Employment is offered in the form of appointment letter
mentioning the post, the rank, the grade, the date by which the
candidate should join and other terms and conditions in brief.

TRAINING AND DEVELOPMENT:

Training and Development

involves improving the
knowledge, skills and
abilities of the individuals.
A continuous training is
conducted inside Ufone to
improve the performance of
employees.
ORIENTATION:
A newly hired employee is
oriented, so that he can get the
idea about the organizational
setup, so that he may feel at
home.
For different sort of jobs different
sort oforientation is given
some time it might exceeds
one day

 Human resource Department is responsible for orientation.

At Ufone, orientation plan covers the following points:

General information about daily work routine.
Review of organizations history, purpose, operations, and

products or services and contribution of employees job to

the organizations needs.
Visit to different departments of company.
Presentation of organizations policies, work rules and
employee benefit.
Types :
Work Unit Orientation:
Familiarizes employee with goals of work unit, contribution to the

units goals, and introduction to co-workers.

Organization Orientation:
Informs employee about the organizations objectives, history,
philosophy procedures and rules, human resource policies and benefits.

SOCIALIZATION:
A program designed to help employees fit

smoothly into an organization; called socialization

Socialization is designed to provide new employees with
the information needed to function comfortably and
effectively in the organization.
This process continues until the employee remains in
organization.
EMPLOYEE TRAINING:
A process designed to maintain or improve current

job performance.
Most training is directed at upgrading and improving an
employees abilities or skills.
As training is the process of learning experience of the
change in your skills, knowledge, attitude and behaviour.
It is relatively permanent change in an individual
behaviour.

EMPLOYEE TRAINING METHODS

AT UFONE:
Basically, they use the following methods of training:
Presentation Techniques:
These involve traditional classroom instruction, distance

learning and audiovisual techniques.

Classroom Instruction:
The trainer lectures a group. Exercises into traditional
classroom instruction, so that trainees will learn and use the
information presented on their job.
Distance Learning:
It will be used by the Head Office and Branch offices to
provide information about new services, policies or
procedures.
Audiovisual Techniques:
This is common method used by Ufone that involves
overheads, slides and videos.

On The Job Training:

It is conducted for newly hired employees, upgrading the skills of

experienced employees when new technology is introduced.

Business Games and Case Studies:
These are designed to make the trainees study and discuss
among themselves (case studies).
While in business games, the trainees must gather information,
analyze it and make decisions.
Behaviour Modeling:
Each training session focuses on ones interpersonal skill and
includes a presentation of the rationale behind the key
behaviours.
Interactive Video:
Instruction is provided one-on-one to trainees via a monitor
connected to keyboards.
Group Building Techniques:
These help trainees share ideas and experiences, build group
identity; understand the dynamics of interpersonal relationships.

TRAINING NEEDS ASSESSMENT :( TNA)

Ufone has a very systematic pattern for this TNA. Each employee is given a

specific target in the beginning of year (Appraisal Form)

They recommend that which sort of staff and

training is needed in that particular region.

The human resource department conducts a
meeting with department heads at the end
of the training program.
The purpose of this meeting is to focus on
the individual discipline and performance
during the training program.
Then on the basis of their performance they
give them advance jobs.
They fill every position vacancy with the
best qualified person obtained.

TRAINING EVALUATION METHOD:

Following are the methods of evaluation.
Post-training test
Post training survey
Post training performance evaluation. This evaluation identifies the

effectiveness of the training; it also leads to explore future training needs. On

the basis of post training evaluation the design off training is made in future.

EMPLOYEE DEVELOPMENT:
A process designed to develop skills necessary for future work activities.
It is more Future Oriented. It will focus on the personal growth.
Job Rotation:
As it is a Japanese style, but now used by throughout. Ufone Fiber Itd. is a

strong advocate of this method and according to their policy they are not
keeping a person more than three years at a same position and at a same
branch and region.
Mentor or Coach:
Normally, this duty is done by the branch manager. He is responsible for all
sorts of help, solving any sort of problem facing a new employee or even an
old employee.
Management Skill Training:
Ufone has a special developmental program for those employees who are
recently promoted to managerial position or higher position

CAREER DEVELOPMENT:
CAREER:
A sequence of positions held by a person during his or her

lifetime.
It is also defined as advancement.
Programs typically designed by organizations
To advance their work activities within specific organization.
Provide information, assessment and training to help employees
to realize their career goals.
Attract and retain highly talented people.
Wide spread organizational changes have lead to uncertainty and
chaos concerning the concept of traditional organizational career
Career Development in Ufone:
Ufone supports the development of its employees skills and
abilities with an aim to achieve their potential. Ufone Mobile
Company is a place where you can live your dreams and pursue a
career that reveals your skills and passion. We provide you
flexibility for adaptation, the opportunity to learn, and providing
career alternatives with everlasting potential, possibilities. Our
people make Ufone a great company and an exciting place to
work with a shared ambition to learn leading edge ability and
elongate beyond their limits.

ORGANIZATION DEVELOPMENT:

Organizational development deals with improving a

companys performance and individual development of its

employees.
Ufone should be viewed as a coherent system composed of
separate parts. Organizational development as a process includes
methodologies and achievements in strategic planning,
organizational design, leadership development, coaching, diversity
and balance between work and life.
Organizational development consultants act as a catalyst that
helps an organization to solve its own problems by improving its
capabilities

EMPLOYEE DEVELOPMENT in
Ufone:
A process designed to develop skills

necessary for future work activities.

It is more Future Oriented. It will focus
on the personal growth.
CAREER DEVELOPMENT in Ufone:
We provide you flexibility for adaptation,
the opportunity to learn, and providing
career alternatives with everlasting
potential, possibilities.

MOTIVATION
It includes performance management and

compensation management
Objective of the Performance Management:
The basic objective for performance UFONE
employees circles around the following:
Setting an individuals goal
Aligning goals across the companys strategic objectives.
Ensuring employees get coaching from managers
Determining merit pay
Identifying training and development needs
Providing data for administrative decisions like

promotion transfer etc

PERFORMANCE APPRAISAL METHOD USE BY UFONE

In UFONE, performance of an employee is appraises twice

a year. Once in June while other in December. In the

form there are three sections. There are total 500 points
from which an employee gets.
Performance appraisal form has three sub-sections;
Step 1: Section A
In this section of form employee is evaluated for
what he has achieved during the year called
appraisal by objective (ABO).This form contains all
the marks for those objectives which are set and how
much is achieved in percentage. It has 80% weight.
Step 2: Section B
In B section of form employee is evaluated for
personality attributes which has 20 % weight.

Personality Attributes:
Initiative
Problem solving
Planning and organization
Leader ship skills and dependability
Cooperation(internal& external relations)
Step 3: Section C
This section identify need for employee

development called DEVELOPMENT NEEDS

Weight Criteria:
ABO contains 80% weight and Personality
Attributes contains 20% weight.
Results (ABO) = 80%
Behaviors (PA) = 20%
Total = 100%

Rating Criteria:
5) Exceptional
4) Highly effective
3) Effective
1) Improvement required

Total marks = 500

Best> 400
Good>300
Average>250
REWARDS RELATED TO PERFORMANCE
There is also a reward related to performance of the

employees. For Customer Facilitation Agents there 50%

of base pay is based on their performance which is
assessing every month by their managers. For other
employees like in administration, engineering, finance,
marketing, etc their performance is assessed after every
six months and they get increased Rs.5000 in their
salary as a reward. In each case employee have to show
consistent performance to win reward next time.


COMPENSATION MANAGEMENT:
Ufone is a performance oriented organization so

they compensate their employees on the basis of their

performance they implement merit pay programs, so
everybody know that if they show the results then the
organization will compensate them good if not then they
will never expect.
And the Ufone also adopted the Competitive approach
for compensation, because of this system every
employee know what the other organizations are paying
for the same job and what they are getting is fair or not.
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 COLA.

Levels of Ufone Hierarchy and Their Grades:

GRADES
Further Ufone has

developed some
grades for employees.
A----------------H
A is the minimum
grade and H is the
maximum grade and
they compensate their
employees on the
basis of their grades.

TOTAL COMPENSATION:
CORE COMPENSATION
It is the amount which employee gets for performing their job.
Current base pay
Ufone follows the job based structure, and compensate its

employees for the work they have done, for their tasks and
duties they performed, their work content, behavior and for
their responsibilities. To develop this structure, Ufone conducts
some surveys, to compete with others in the same industry.
Work Analysis
Evaluation
Market trends and surveys
Employee J.D
Policy Lines

MONETORY COMPESATION:

Minimum scale starts from

25000
Maximum C.E.O (Not disclosed
by the organization)
Minimum wage:
The minimum salaryfor Drivers

is Rs.7000
For Tea Boys it is Rs.6500
For Administrative Staff like HR,

Finance, Marketing, and Engineering

etc it is Rs 25000.

Transport allowance:
Rs 2500 are given to female employees only, if they

travel on local transport.

House Rent:
30% of the basic salary is given to each senior/
executive level employee.
Overtime:
All employees are entitle for the overtime more than
130 hours per month .For overtime UFONE have
specific formula that apply on the employees gross
salary, due to which every employee have different per
hour overtime rate.
If 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. Overtime claim
have to be approved through HR department.
Children Education allowances:
1 gross salary per year

NON MONETORY COMPENSATION:

Assistant Manager Level:

10,000 Car allowance + 180 Liters petrol / Month

Manager level:

10,000 Car allowance + Car + 180 Liters petrol / Month+

Blackberry
Senior Manager:

Islamabad Club Membership + BMW Car + House + Foreign Tours

Grade A
500 minutes + 500 Rs mobile usage. Same like this all
other benefits.
After every Two years Ufone give the amount of Rs 6000 to lower
level employees if they want to purchase a new mobile and this limit
increases as grade increases. At each stage the amount is different.
Medical Allowance:
1 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 Insurance:
Like all other cellular companies Ufone also provides health insurance
policy to its employees.

Loan

Insurance:
At Ufone loan insurance policy is also provided to their employees through banks.
Leaves:
20 holidays
7 Casual and 10 sick leaves are given to each employee at all level.
Food Expense:
Company pays 60% of the expense came over the food while 40% has to be paid
by the employees.
Expense Claim:
The expense Claims are the expenses which an employee make on the behalf of
the company E.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 HR pay them back the next month along with their salary.
Medical Claim:
Different 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. Their medical
clearness is done by the HR department.
Mobile deduction Claim:
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 attaching a copy of mobile bill and if its valid then HR
department approved it and pay the employee their claimed amount along with
their monthly salary of the following month

INTRINSIC COMPENSATION:
Recognition of The work:

On Jan 29 (anniversary of Ufone).

Employees who is working in Ufone for seven years or more than
seven years gets Cash Rewards, Trophy, badges and other
things.
Retirement benefits
Provident fund
Gratuity fund
Provident Fund:
All permanent confirmed employees are eligible for membership of
Ufone Employee Provident Fund Scheme. An employee contributes
8.33% of month basic salary in a year and an equivalent amount is
being contributed by the employer.
SALARY SURVEYS
Collections of salary and market data, it includes average salaries,
inflation indicators, cost of living indicators, salary budget
averages. Ufone conducts its own market survey and match its
standards with other telecommunication companies specifically with
Mobilink and Telenor.
(Research firms and personally)

MAINTAINANCE
Ufone retains its competent employees by

managing employee relations and effective

communication
EMPLOYEE RELATION:

Group activities and ceremonies:

Ufone maintains the employees and motivate them by

managing good relations with them and by recognizing

them.
The employees at Ufone are very devoted as they are
given a wonderful learning environment to work.
Ufone manage good employee relations by:
Annual employee day
Birthday celebration

Good working environment:

Ufone successfully caters to the needs of its

workforce. They have provided them good working

environment they are given the facilities of:
Cafeteria
Gym
TV lounge
Sports clubs
Recreational trips.

Ethical and fair practices:

Fair treatment and justice in:
Promotion and transfer decisions
Fair performance appraisal
Fair hiring procedure
Complaints system
When all practices are perceived fair by employees and their complaints

are addressed, they are satisfied and it helps to reduce employee

turnover.
Attractive pay and Rewards:

Pay offered to them is also very attractive. Chance of progress motivates

them to work more.

On achieving different target different intrinsic and extrinsic rewards are
given.
Equal Employment Opportunity:
Equal Employment Opportunity (no discrimination in terms of gender,
race, age, national origin, religion, involves complaint investigation,
interpretation and policy, monitoring performance).
Ufone is not just an equal opportunity employer, but also a platform
enabling the collective sharing of creativity and business solutions by
innovative minds.

Organizational culture and Core values:

Their values revolve around mutual respect and

integrity, teamwork, creativity, and

empowerment.
They take pride in providing a challenging work
environment where the best graduates and highly
experienced senior personnel are well-placed.
Training and Development Opportunities:
Employees are granted numerous opportunities to
enhance their professional as well as soft skills.
These opportunities include trainings based upon
modern employee motivation models.
According to them their human resource is their
biggest assets and they want committed people.

EMPLOYEE
COMMUNICATION:
Keep communicating:
They keep employees up to date concerning the status of the company

and its prospects.

Be transparent:
They make an effort to communicate all company news whether good

or bad, without sugarcoating the bad news.

Speak to each employee independently and inform them of how they fit
into the companys plans for expansion.
Ufone performance appraisal system is very effective after every six months everybody
knows that what their score is. They provide clear information regarding performance
goals, on which criteria employee is to be evaluated and proper communication of
feedback on positive and negative performance. Ufone is a performance oriented
organization so they compensate their employees on the basis of their performance.
Ufone also adopted the Competitive approach for compensation, because of this system
every employee know what the other organizations are paying for the same job and what
they are getting is fair or not.

SWOT ANALYSIS
STRENGTHS:
Ufone has well established HR

department.
It has state of the art Human
Resource Information
System.
Ufone has the Market
Competitive Pay Structure.
Equal training opportunities
are provided.
Effective and fair Performance
Appraisal System.
WEAKNESS:
More focus on Internal
Recruitment.

OPPORTUNITIES:

If Ufone gave equal importance to External

Recruitment, then they will have diverse pool of

candidates with increased productivity.
THREAT:
As Ufone is cellular company andthere is cut throat
competition among cellularcompanies in Pakistan. There
are six other companies also working in Pakistan so Ufone
would have to face some growing competitive pressures.
Other cellular companies pay equal attention to external
recruitment, so they have the threat of losing the
competent employees from external sources.

CONCLUSION:
The HR department at Ufone is the foundation of organization as it is

meant to take care of the employee, employees who are the

biggest asset an organization has. The HR team hires highly
qualified and competent individuals through a screening process.
Outsourcing makes sure that the selection is free from biases. The skill
of employees is developed through proper training & development
phases. This becomes a major factor in the career growth of an
employee. All the employees in Ufone are equally treated; there is
internal equity as well as external equity. They have a fair
performance appraisal system. They are compensated on the
basis of performance and competitive approach is adopted for
compensation, because of this system every employee knows what
the other organizations are paying for the same job and what they are
getting is fair or not. The staff at Ufone is given incentives and
rewards so that motivation and encouragement is expressed.They
maintain the employees by employee communication and good
employee relations.The HR team is doing a very satisfying job with
the employees, yet there is always some room for improvement.