Human Resource Management Practices

WARID Telecom Service Provider of Pakistan

About

Warid Telecom is a joint venture between Abu Dhabi Group & SingTel Group. Abu Dhabi Group entered into a strategic alliance with Singapore Telecom. Subsequent to this transaction in July 2007, telecom giant SingTel acquired 30% percent equity stake in Warid Telecom, Pakistan, for US$758 million. This partnership is part of a strategy to support Warid Telecoms continued growth and to enhance its market position. Abu Dhabi Group, one of the largest business groups in the Middle East and the single largest foreign investor in Pakistan. It has diversified business interests, offering strong financial resources and extensive management expertise that result in commercial success for several institutions. SingTels investment in mobile operations include, Advanced Info Service (AIS) Thailand, (21.4%), Bharti Telecom Group India (30.5%), Optus Telecom Australia (100%), Globe Telecom Philippines (44.5%), Pacific Bangladesh Telecom (PBTL) - Bangladesh (45%), Telkomsel Indonesia (35%) and Warid Telecom Pakistan (30%).

THE WARID NEW LOOK: An evolution that strengthens the Warid identity while keeping the customers in focus.

Use of a more contemporary font & style to give a more approachable image.

This new logo encompasses the expanding reach of Warid not just in Pakistan but in an international footprint.

With our strengthened GPRS/EDGE network we would empower our customers to create their own life style networks.

WARIDAS ORGANIZATION: To see the day by day the need of cellular in Pakistan Warid Telecom plans to launch its services on July, 2007 In Pakistan. Warid Telecom could be a successful cellular operator in Pakistan to make a human resource department working properly in their company. In order to give a jump-start to the company, a comprehensive initiation plan was made along with aggressive customer acquisition, care and retention strategies Warid Telecom has four major departments. Which are mentioned as follows. Finance Marketing Sales & Services Human Resource Engineers Team
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HR must hire the best people to work and adjust them into these four departments according to their specialization. HR conducting its best practices to recruit train and motivate their employees.

WARID TELECOM buys the best equipment available in the international market to give best services and to survive in the competitive environment. It will provide many services like; voice mail, call waiting, SMS, international roaming, WAP, online billing payment, Internet access so on and so forth.

MISSION STATEMENT Warids primary goal is to create greater value for our shareholders, customers, employees and partners, and for society in general. We strive to be a driving force creating simplifying and introducing communication and content solutions to marketplace.

VISION In order to achieve this goal, Warid base its strategy on its customer oriented vision, Here to help as well as its core values, Make it easy, Keep Promises, Be inspiring and be respectful.

ROLE OF HR DEPARTMENT:

Policy initiation and formulation Advice (on personnel policy, labor agreement, needs and welfare of company and employees) Service (employment, training, benefits functions, recruiting, interviewing, testing job applicants, maintenance of adequate employee records etc.) Control (monitoring performance and conformance of other departments to personnel policy, procedures and practices)

Pl FUNCTIONS OF HR DEPARTMENT anning

FUNCTIONS OF HR DEPARTMENT: Employment (recruitment, selection and induction into the organization) Transfer, Promotion, Layoff (checking conformity of skills with new department in case of transfer) Training and Development (coaching, performance appraisal, post appraisal counseling, job rotation, understudies, special broadening assignments, feedback) Compensation Administration (designing and installing job evaluation program, pay structure, analyzing jobs and their dollar-worth, maintaining suitable records, wage and salary surveys of the labor market) Health and Safety (health programs, safety programs) Discipline and Discharge (Discipline = training that could or corrects, punishment of wrongdoers. Training people to abide by rules of behavior and punishing those who dont, formulating list of rules and penalties for each offence, approval for discharge) Labor relations (wages, rates of pay, hours of work, conditions of employment, negotiation, contract interpretation and administration, grievance handling, allocation of overtime) Benefits and Services (pensions, insurance programs, sick leave pay plans, loan funds, social programs, recreational programs) Organization Planning (developing concept of company as a structure or system) Organization Development (increase level of trust and supportiveness among people in the organization, enhance interpersonal skills, make communication more open and direct, directly confront problems, tap the knowledge of all who can contribute to problem solutions wherever they may in the organization) Human Resource Planning (right number of qualified persons available at the proper times, performing jobs that are useful to the organization and which provide satisfaction for the individuals involved, goals and plans of organization, current human resource situation
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including skills inventory, human resource forecast including comparison of projected future demand for employees with projected supply, designing programs to implement the plans of recruitment, selection, performance appraisal, transfer, promotion, training, motivation, compensation, audit and adjustment) Equal Employment Opportunity (no discrimination in terms of gender, race, age, national origin, religion. Involves complaint investigation, interpretation and policy, monitoring performance) Personnel and Behavioral Research (improving worker productivity and also increasing the quality of working life, employee attitudes and motivation, predicting success in management and organizational relationships) Personnel Information Systems (HR planning, skills inventories, employee benefits analysis and productivity studies)

ACQUIRING HUMAN RESOURCES:

Customer needs for newer and better cellular services influence the number and type of employees that mobile phone businesses need to be successful. This area of Warid Telecoms human resource management deals with: Determining human resource requirementsthat is, human resource planning. Recruiting employees and placing them in jobs that best use their skills Selecting employees

Getting the Right People: The recruitment process is planned to provide Warid Telecom with the best available talent, consistent with the needs of the business and its capacity to make full use of those recruited. Getting the People Right: Consistent policies and practices in training and developing staff and involving them as partners in the business rather than as functionaries whose roles are restricted to obeying instructions.

In this step you need to define what these sub-processes are all about, that way you have a better picture of your entire process.

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THE RECRUITMENT PROCESS OF WARID:

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RECRUITMENT: Recruitment is the process of finding and attracting capable applicants for employment PLANNING THE RECRUITMENT PROCESS: There are two types of recruitment I.
II.

Internal Recruitment External Recruitment

I-Internal Recruitment: Rehiring Employees are rehired according to needs of the job. Former employees are rehired for the benefit of the organization, as they know the organizations culture style ant style, and ways of doing things. SUCCESSION PLANNING Warid company also emphasis on succession planning for high level jobs. They develop the skills of their employees for their higher jobs. This recruiting technique is very efficient for executive jobs. II-External Recruitment: Decisions on Vacancies: Before deciding on the existence of a vacancy, management checks whether there is a need for the work to be carried out at all or whether it can be incorporated into an existing employees job. In case an external source is needed, management then checks

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whether it should be a permanent, full-time employee or whether it should be a contractual one. Consulting Other Staff Who Are Involved: The human resource management then considers other departments in the organization that might be interested in the appointment in order to make it a joint effort. They talk to relevant supervisors and especially to the people the new person will work with. A set of expert panelists are then selected from each relevant department to interview applicants. Working Out The Sort Of Person Required: The human resource management then lists the duties, responsibilities, authority and relationships that the job involves. They decide what qualifications are needed, what type and length of experience are required, and what personal attributes are important. On this basis they then draw up an up-to-date job description and person specification and proceed to forecast how soon the person is expected to be competent, what training they are prepared to give and when the start date of the job should be. Finding Out If She/he Exists: The HR management then speculates whether they are likely to find the qualities, qualifications and experience that they are seeking in one person. If so, research is carried out on the kind of pay and benefits package to offer. They do this through monitoring advertisements, referring to salary surveys and networking with other employers in their area and sector. This research will also determines whether they are likely to find suitable candidates locally or whether they will have to look further a field. Then they contemplate whether people will want to join the organization and on how to attract them.
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Planning On How To Find Them: The HR management gives priority to its own employees even in case of a negative assessment. They first advertise the post internally, both as a courtesy to staff and because they may pass the information on to any interested friends and relations. Word of mouth is also a valuable recruitment method for them and they draw on all appropriate contacts they have. Decision On Whether To Advertise: Once the HR management decides that there is a need to advertise, they pinpoint the part of the press that they need to contact. Since most of the posts are of a specialist nature, they intend on advertising in the journals of professional bodies and the trade press. Their next step is to find out how much adverts cost for varying amount of space and decide what they can afford. Writing The Advertisement: The HR management will hire the services of Interflow, an advertising agency, to propagate their service and company for them. They are also using the services of a web designer, Eveready media, to post the advertisement of the company on the Internet. Drawing Up A Short List: Then the HR management decides on the length of the short-list, which includes five or six people at the most. Following the advert they need help to sift through the applications. Everything is computerized and on-line which makes it easier to handle large numbers of replies. In case they run short of time, they get the help of other staff, supervisors and managers in the organization. Apart from the question of time, they do

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this to get second opinions. They look out for the following when reading an application: How well-matched is the candidate to the requirements Any unexplained employment gaps The quality of presentation How tailored the reply is to the particular job and Warid Telecom as an organization. Replying To Candidates: The candidates that do not match the job are contacted as quickly as possible and dealt with courteously since the HR management believes in the philosophy that these people, and their relatives and friends, may be future customers or acquaintances of potential, future applicants. Those that match the job are called over to undertake an online evaluation test. Interviewing Potential Candidates: The candidates that pass the on-line evaluation test are then called for interviews. A date and a time are arranged and the candidate appears for the interview. The questions of this interview are designed especially for gauging the personality and ability of the candidate. The Screening Process: The results are screened by a set of panelists in order to minimize chances of error in selecting the candidates. The HR management sometimes keeps a small number of candidates in reserve.

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12. Via internet: Warid companies recruit the candidates via internet. For this purpose. They have registered their organization on the website. They post their job ads on this website and the eligible candidates access them via this website and submit their C.Vs through internet and get the job. A- SELECTION: The Selection process is a series of steps through which applicants pass for getting the job. TYPES OF SELECTION METHODS: Following are common selection methods employed by HR management at Warid Telecom: Interviews: The HR staff keeps the interview structured, standardized, and focused on accomplishing a small number of goals. That is, they plan to come out of each interview with quantitative ratings on a small number of dimensions that are observable and avoid ratings of abilities that may be better measured by tests. They ask questions dealing with specific situations that are likely to arise on the job, and use these to determine what the person is likely to do in that situation.

One part is experience based questions, which require the applicant to reveal an actual experience he/she had in the past when confronting the situation.

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The other part are future oriented questions, which require the person to state what he/she is likely to do when confronted with a certain hypothetical situation in the future.

1. References And Biographical Data: Warid Telecom solicits information about the employee from the people who know the candidate through reference checks. Biographical data is collected directly from the job applicant. Cognitive Ability Tests: These tests differentiate between the mental capacities of individuals. There are three dominant facets of the tests that the HR management applies: Verbal Comprehension: They check on the candidates capacity to understand and use written and spoken language Quantitative Ability: They check the speed and accuracy with which the candidate can solve arithmetic problems of all kinds Reasoning: They check the candidates capacity to invent solutions to many adverse problems Work Samples: Work-sample tests and job-performance tests simulate the job in miniaturized form. HR management checks the behavioral consistency between the requirements of the job and the requirements of the test.

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REFRENCE:
http://www.waridtel.com/ http://careers.waridtel.com/content.php?ulid=4223-hiring-process&lid=MzIyMitC http://www.scribd.com/doc/51162081/Purpose-of-HRM 18

 http://www.waridtel.com/about/careers/job-board.php http://www.docstoc.com/docs/21740645/warid-project-of-HR http://www.ifc.org/ifcext/spiwebsite1.nsf/ProjectDisplay/ESRS25230 http://businesscasestudies.co.uk/business-theory/people/recruitment-and-selection.html http://expertscolumn.com/content/human-resource-management-nature-scope-

objectives-and-function http://www. .com/wp-content/uploads/2010/07/untitled-31.jpg

http://www.explorehr.org/articles/Selection_+_Recruitment/Types_of_Selection_Metho

ds.html
http://www.slideshare.net/lkrohilkhand/methods-of-training-and-development http://www.google.com.pk/imgres?

q=motivation&start=115&hl=en&biw=1024&bih=634&tbm=isch&tbnid=qeYejUjSh20iM:&imgrefurl=http://flybynyght.com/running/&docid=dFQ1IQaHJ2dhlM&imgu rl=http://flybynyght.files.wordpress.com/2010/01/motivationpic2.gif&w=448&h=303&ei=4aOeT_HZOIqEwb7sbWNDw&zoom=1&iact=hc&vpx=710&vpy=338&dur=2998&hovh=185&hovw= 273&tx=158&ty=139&sig=118237779063129019321&page=7&tbnh=115&tbnw=170 &ndsp=20&ved=1t:429,r:9,s:115,i:69

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