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Approved/Accepted
Your proposal for the project is accepted and you are allowed to start working on your
project. There are some problems which have been identified in the document. Kindly
make sure that these identified areas should be improved in the final project according to
the given comments. Follow the APA style for giving references of the information in the
project.
You are required to provide the references in APA format in the INTRODUCTION &
BACKGROUND section of your study in the final project as you have not given the
references as instructed to you in the previous evaluated proposal also.
You are required to submit your QUESTIONNAIRE for data collection through email till
November 22, 2011 for review purpose.
Wish you good luck
PROJECT PROPOSAL ON

HR Training PracticesA comparative study of Mobilink and Warid

SUBMITTED BY

SUBMITTED TO
HRM619

DATE OF SUBMISSION

12-11-2011

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VIRTUAL UNIVERSITY OF PAKSITAN

1.1 Introduction of the Project

This project Study of HR Practices is an effort to explore the nature of training and
development programs of two telecommunication companies in particular. In this regard I
have chosen Mobilink GSM and Warid.It must be borne in mind that every organization,
whether it is a multinational, private business, government offices, etc. depend on its
people. These people must be trained and kept motivated, offered good working
environment and must be acknowledged at work. Talking of the Telecom industry, it is
growing very fast in Pakistan, with new companies getting license. The competition is
tough as a result the consumer is getting benefit and enjoying cheap call rates. With a
population of 15 million countries, telecom is one of the best revenue generated industry.

Two of the main telecommunication industries in Pakistan are Mobilink GSM and Warid.
Mobilink GSM in context with HRM Mobilink has a very well defined and structured
department and its various policies of keeping each employee productive part of the
organization are intoned with the corporate worlds requirement. Employees in the
company are largely committed to their organization, have shown progress in the
company and are greatly satisfied with the HR department. One of the main functions of
HRM in MOBILINK is Training & development. Similarly WARID has a very well
structured HRM department. Employees in the company have shown immense progress
and are satisfied with HRM of WARID because WARID gives them many facilities to
communicate and to give feedback freely. Along with hiring, compensation & benefits,

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performance appraisal, another main function of HRM in WARID is Training &
Development.

Here it seems necessary to briefly state what are HR and what are its Training &
Development Practices in particular.A human resource department is a critical component
of employee well-being in any business, no matter how small. They play prominent roles
in selection of employees and advising them about their suitable position in the
organization and apart from that they keep a note of employees wages, leaves and work
rights (sexual harassment, bullying and discrimination). Moreover, HR responsibilities
include benefits, hiring, firing, training and keeping up to date with state and federal
laws. We can say that HR is a direct link to employees. There are many HR practices that
help in the creation of a highly satisfied and motivated work force. Among them training
and development is a wonderful strategy that helps in the betterment of the employees
and their work.

This project, thus clearly highlights what are the training and developmental practices
regarding the two telecommunication companies under study and what is the impact and
significance of these training practices not only for the success of the company but also
how they are beneficial for personal progress of the employee. It is hard to imagine a
more critical, challenging and dynamic job than studying on the Training Practices of any
company or organization. This research is needed so as to focus on the training practices
and its requirements of both the companies, the different training techniques that they
adopt to groom their new employees and last but not the least, the comparison of both
companies training styles.

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1.2 Background:
Good companies start with good people, but finding them, managing them, and keeping
them is not always easy. It is the right employee training, development and education, at
the right time, which provides big payoffs for the employer in increased productivity,
knowledge, loyalty, and contribution. In the field of human resource management,
training and development is the field which is concerned with organizational activity
aimed at bettering the performance of individuals and groups in organizational settings.
Keeping our track towards training, this activity is both focused upon, and evaluated
against, the job that an individual currently holds.

Talking of MOBILINK GSM, its vision is to be the leading Telecommunication Services


Provider in Pakistan by offering innovative Communication solutions for their Customers
while exceeding Shareholder value & Employee Expectations. At Mobilink, their belief is
that "Our people are our greatest asset. We take great pride in acknowledging the
contribution each one of us makes". Their focus is on People Development and for that
they ensure Staff Mobilink with world class Professionals and that the right systems are
in place to encourage them to develop to their full potential.
Moreover, they try to create a collaborative and mutually supportive work environment
that encourages people to grow and build a team of professionals who deliver expertise
by participating in business decisions. Talking of training practices or programs of
MOBILINK GSM, they conduct training sessions, and train both internally and
externally. Internal training is 75% and external is 25%. Their main focus is on employee

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training and spend maximum of their budget in their training sessions for the career
development of employees. arid on the other hand, also focuses on People Development
and employee motivation. So they plan all their activities by focusing on these points.
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. 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 criteria of WARID is that
they give training to employees both internally and externally but 80% focus is on
internal training and 20% on external training. The training methods WARID uses are
Out sourcing, On the job training, Daily training Performance.

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 booklets 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. It is acknowledged
by us all that training enables the new employees to groom themselves and give their
outputs regarding to what they have learned from the training of few days. The trainee
may analyze his/her performance and the learning capabilities.
And last but not the least, if such training is updated after each 6 months, it is considered
as the refresher course for the current employees as well as the newly hired ones. Hence,
training practices definitely have a positive impact upon the current employees so that

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they would be able to check themselves and would improve their weak points, and for the
new employees they may learn a lot about their job and automatically find themselves in
a continued effort to improve their job performance.

1.3 Research Objectives


1. To study the training practices of the chosen Telecommunication companies
2. To compare the training practices of both companies
3. To identify that which company is better in terms of training practices on the basis
of comparison

1.4 Project Significance


The outcome of the study will be that which organization is utilizing better HR
practices.
1. The results of this research are useful for that company whose training practices
are not better.
2. The Training practices of the second Companies should be changed as a result of
the proposed research, whose practices are not better.
3. The result of research can be implemented by company top management of 2nd
company. The results will be sent to head office, regional offices and to high
authorities of company.

1.5 Project proceedings


Chapter 1

Introduction

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1.1 Introduction of the project
1.2 Background of the project
1.3 Companys introduction
1.4 List of competitors
1.5 Objectives of the project
1.6 Significance of the project

Chapter 2
2.1 Data Processing, Analysis & Interpretation
2.2. Data Collection Tools/Instruments

Data collection sources


1.1. 4.1.1 Primary sources
1.2. 4.1.2 Secondary sources
1.3. 4.2 Data collection tools
1.4. 4.3 Sampling
1.5. 4.3.1 Sample size
1.6. 4.3.2 Sampling technique
1.7. 2.3 Subjects/Participants
1.8. summary

Chapter 3
Conclusion, Recommendations & Limitations:

1.6 Research Methodology


For this research I will use primary data and secondary data. Primary data will be collect
from the Companies employees through conducting personal interview. Thus the primary
source of this research is companies employees.
Secondary source may include

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Internet
Newspaper
Magazine
Article

1.7 Data Collection tools


Data would be collect from the above mentioned companies employees, HR expert,
managers, by conducting personal interview by means of using questionnaires as tools.

1.8 Subjects/Participants
The respondents of this study will be both telecommunication companies employees who
are HR expert, mangers, line mangers, and supervisor

1.9 Sample size:


Sample size will be 70 respondents

2.1 Sampling Technique


A non-probability sampling technique (convenience sampling) will be used

2.2 Fieldwork/Data Collection:


I have written above that data would be collect from the employees by conducting
personal interviews through using questionnaires tools. Time will be taken from the
company management. Only relevant data will be used, irrelevant and wrong data will be
removed for quality purpose.

2.3 Data processing and Data analysis

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Getting data in the form of filled questionnaires it will further proceed on excel sheet for
analysis. For data measurement, descriptive measures like mean, STD, technique will use
to achieve the study objectives.

2.4 BIBLIOGRAPHY
B.E. Becker, B. Gerhart, The Impact of Human Resource
Management on Organizational Performance: Progress and
Prospects, Academy of Management Journal, 39, 4, 779801
(1996).
2. Brown, M. and Benson, J. (2003). Rated to exhaustion? Reaction
to performance appraisal processes, Industrial Relations Journal,
34(1), 67-81.
1.

3.

P.M. Wright, B.B. Dunford, S.A. Snell, Human Resources and the
Resource-BasedView of The Firm. Journal of Management, 27, 6,
701-721 (2001).

4.

Mo n a p p a , A., Industrial relations. New Delhi: Tata McGraw-Hill


Publishing Company Limited,2004.

5.

Beer , M., Spector , B., Lawrence . P.R ., Mills , D.Q., & Walton, R.E. ( !(1984).

6.

http://www.waridtel.com/

7.

http://www.mobilinkgsm.com/

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