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					HUMAN RESOURCE MANAGEMENT

NATIONAL UNIVERSITY OF MODERN LANGUAGE . LAHORE CAMPUS

Human Resource Management
PERFORMANCE MANAGEMET AND APPRAISAL OF MOBILINK

GSM

Usman Ahmad Qadri
MBA-2 night Numl university student

Asad Iqbal
MBA-2 night Numl university student

Owais Ahmad Tahir
MBA-2 night Numl university student

This Project is Dedicated to my Beloved Father and Mother,families,our friends And all the teachers how teach me …
--Usman Ahmad Qadri Asad Iqbal Owais Ahmad Tahir Shumair Ijaz

TABLE OF CONTENT
1. INTRODUCTION……………………………………
I. WHAT IS HRM? II. IMPORTANCE OF HRM III. MOBILINK GSM IN THE CONTEXT WITH HRM

1

2.HRM FUNCTION………………………………………
I. II. III. IV. PLANNING ORGANIZING LEADING CONTROLLING

3

3.JOB DESCRIPTION AND JOB SPECIFICATION………. 4.COMPONENTS OF A HRM SYSTEM……………………..

4 8

5.EMPLOYEES PERFORMANCE MANAGEMENT AND
APPRAISAL…………………………………………………. 10

I.

PERFORMANCE MANAGEMENT………………………………

PERFORMANCE MANAGEMENT IN MOBILINK GSM………………………….

II. PERFORMANCE APPRAISAL……………………………………… Method; I. Written essays II. Graphic rating III. Critical incident IV. Multiperson comparison V. Bars behavioral anchored rating scale VI. 360 degree feedback

6.CAREER DEVELOPMENT IN MOBILINK GSM………………..19
PERCODURE IN CAREER DEVELOPMENT IN MOBILINK GSM

7.CURRENT ISSUES IN MOBILINK………………………………..20 8.CONCLUSION………………………………………………21

HUMAN RESOURCE MANAGEMENT

1)-INTRODUCTION:

1.1)- what is human resource management?
 The management function that deals with recruitment, placement, training, development of organization members.



HRM is a process for staffing the organization and sustaining high employee performance.



HRM can be defined as all the practices, systems and procedures implemented to attract, acquire, develop and manage human resources to achieve the goals of an organization .



Simply it is managing the employment relationship.

1.2)-Importance of “Human Resource Management”
 Staff is the most important resource of an organization.



Human resource is the key ingredient to success.



“Human resource” creates organizational accomplishments and innovations

1.3)-Mobilink GSM in context with HRM
 Our group will be explaining the Human resource management of the company Mobilink GSM company originated in 1994 which provides the best cellular services within Pakistan.



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 and have shown progress in the company. Employees are satisfied with the HR department of Mobilink GSM Company .

2)-Human resource management
function:
there are four hrm function are:



Planning:

Labour need plane which extent the candidates are need.



Organizing:

Giving each subordinate a specific task.



Leading:

Getting other to get the jobs done, motivating subordinates.



Controlling:

Checking to see who actual performance compares with these standard.

3)- jobs descriptions and jobs
specification:

Job description:
A written statement of what a job holder does, how its done and why it is done.

Job specification:
A statement of the minimum qualifications that a person must possess to perform a given job successfull

Mobilink jobs ads in the newspaper for example;
MARKETING/SALE RESPRESENTATIVE IS TO BE ESTABLISHED SELLING THEIR THE MOBILE CARD , DETERMINE THE DEMAND FOR PRODUCT AND SERVICE OFFERED BY THE MOBILINK GSM

A). Jobs description:

Section;

1 .Jobs identification:
Jobs title:SELLING RESPRESENTIVE Exempt OR NON EXEMPT:NON EXEMPT Preparation date:
28OCTOBER 2008

Prepared by:

USMAN AHMAD QADRI

2.JOBS SUMMARY:
THIS POSITION RESPONSIBLE FOR SELLING CARD AND NEW MOBILINK SEMS AND TO CARRY OUT SELLING STRATEGIES TO MEET SALES GOALS

.

3. RELATIONSHIP:
REPORT TO: THE HEAD OF THE DEPARTEMENT. SUPERVISES: SUPERVISES TO THE SUBORDINATES FOR THE SELLING
THE PRODUCT.

WORKES WITH:DEMPARTMENT MANAGERS AND EXECUTIVE
MANAGEMETN

4.RESPONSIBILITIES AND DUTIES:
ACHIEVE QUANTITATIVE SALES AND DETERMINE SALE PRIORITIES.

5. STANDARD OF PERFORMANCE AND WORKING CONDITIONS:
  WORKING TO 9AM TO 6PM WORKING’ SPECIALLY VISITING THE DIFFERENT SHOPS AND ASKED ABOUT WHICH EXTENT THE REQUIRED THEL JAZZ LOAD OR CARD

B).JOBS SPECIFICATIONS:
1.SPECIFICATION FOR TRAINED VERSUS UNTRAINED PERSONEL: EXPERIENCE:
THIS JOBS REQUIRED FOR THE TRAINED PERSON AND THE PERSON SHOULD MINIMUM TWO YEAR WORKING EXPERIENCE FOR SELLING. PREVIOUS JOBS PERFORMANCR: SHOULD BE GOOD.

PERSONALITY:

ATTRACTIVE

2.SPECIFICATION BASED ON JUDGMENT :
QUALIFICATION: MBA (MARKETING) OR MS- MARKETING.

3.SPECIFICATION BASED ON STATISTICAL ANALYSIS:

TRAIT;
  THE PERSON SHOULD BE INTELLIGENCE. TO HELP FOR ACHIEVEING MOBILINK GSM STRATEGIC GOAL

4)-components of a human
resource management:

Human Resource Human Resource Planning Planning

Career Career Development Development

Performance Performance appraisal appraisal Performance Performance Management Management

Recruitment/ Recruitment/ Decruitment Decruitment

HRM HRM

Selection Selection

Orientation Orientation

Training/ Training/ Development Development

1.human resource planning:
Human resource planning is designed to ensure the future personnel needs will be constantly and appropriately met.

2.Recuritment:
In this component You just attracting candidates. The development of a pool of job candidates in accordance with a human resource plan

Decruitment:
Techniques for reducing the labor supply within an organization. e.g. firing ,layoffs, transfers, retirements.

3. Selection:
In this component you select the candidates through CV of the candidates. The process of assessing candidates and appointing a post holder to ensure that the most appropriate candidates are hired.

4.Orientation:
Introduction of a new employee to his/her job and the organization. Orientation is designed to provide new employees with the information needed to function comfortably and effectively in the organization.

6.Training:
A process designed to maintain or improve current job performance.

DEEP FOCUS ON:
Performance management Performance appraisal Career development

5)-Employees performance
management and appraisal:

5.1)-performance management
definition: Performance management is a process used within organization to establish and evaluate an individual’s job performance to achieve goals and objectives.

5.2)-performance appraisal
A process of systematically evaluating performance and providing feedback upon which performance adjustments can be made Performance appraisal should be based on job analysis, job description, and job specifications

5.2.1)-Types of performance appraisal:
 Informal Performance Appraisal:

“The process of continually feeding back to subordinates information regarding their work performance”

 Formal Performance Appraisal:
“A formalized appraisal process for rating work performance, identifying deserving raises or promotions,and identifying those in need of further training”

5.2.2)-Method of performance appraisal:
360 Degree Feedback

Written Essays

Multiperson Comparisons

Performance Appraisal Methods

Graphic Rating Scale

BARS
Behavioral Anchored Rating Scales

Critical Incidents

I. written essays:
A technique in which an evaluator writes out employee strengths,weeknesses,past performance and potential.  

Advantages of this is simple to use.. Disadvantages of this is more a measure of evaluators writing ability than of employee
performance.

actual

II. Graphic rating scale
A performance appraisal technique in which an employee is rated on a set of performance factors  

Advantages of this provide quantitative data , less time consuming than other methods. Disadvantage of this do not provide depth of job behavior assessed.

III. Critical incident
A technique in which the evaluator focuses on the critical behaviors that separate effective from ineffective job performanc  

Advantage rich examples behaviorally based. Disadvantage time consuming lack of quantification

IV.

Multiperson comparison

Performance appraisal techniques that compare one individuals performance with that of one or more other individuals. • •   Group ranking Individual ranking

Advantage compares with one another. Disadvantage unwieldy with large no of employee

V. Bars behavioral anchored rating scale
A performance appraisal technique that appraises an employee on example of actual job behavior  

Advantage focus on specific and measurable job behavioral Disadvantage time consuming difficult to develop.

VI. 360 degree feedback
A performance appraisal method that utilizes feedback from supervisors employees and coworkers.  

Advantage of this is thorough. Disadvantage time consuming

5.1.1)-performance management in mobilink GSm:



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.



We focus 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.

We aim at making Mobilink a great place to work



PMCL provide a formal review program to evaluate work performance and to promote communication and discussion of job performance w.r.t. past performance at Mobilink.

Mobilink asses the employee on:
       Leadership. Communication skills. Team work and Co-operation. Problem solving & decision making. Initiative and drive. Flexibility. Customer focus

 Performance appraisal: is done on an annual basis (from January 1st to December 31st).



To give a chance to subordinates to evaluate their seniors a 360 degree evaluation is conducted at the tome of the performance evaluation.



The immediate supervisor prepares an annual report in December of each year of each employee.



Increments are also given at the end of the year ,increments are percentage of salaries.



Promotions is given on good performance after completing two years in the current grade.



Bonuses are given but the employee must have to complete 6 months in the company service.

6)-Career development in Mobilink:
Mobilink GSM supports the development of its employee’s skills and abilities with an aim to achieve their potential.

6.1)-Procedures for Career Development In Mobilink GSM:
step:1 Submission of application to HR department.

step:2

Candidates are evaluated and assessed through test.

step:3

Performance appraisal System provides basis for decisions regarding confirmation, promotion and annual increment of Mobilink.

step:4

Results of performance appraisal is increments, salary adjustments and promotions showing the last three years inclination of company after obtaining approval from the president

7)-Current Issues Of HRM in Mobilink:
Following are some issues of HRM in Mobilink:
 The timing although is 9 am to 5 pm, but it is adhered to as the normal employee leaves his office not before 6 am.



The hierarchy chart shows 3 HR managers/ coordinators for Islamabad, here as only 1 fore Lahore. This can be unjustified keeping in view that a large number of employee work in Lahore.



Moblink has a formal environment which can be changed to more relax and friendly environment.

Conclusion:
To be meaningful, an appraisal system must be:   Reliable — provide consistent results across time. Valid — actually measure people on relevant job content.

Measurement errors can threaten the reliability or validity of performance appraisals.


				
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