14355371 Group Project. Doc

8/14/2019 14355371 Group Project. Doc

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HUMA HUMAN

RESOURCE MANAGEMENT



NATIONAL UNIVERSITY OFMODERN

LANGUAGE . LAHORECAMPUS

Human ResourceManagement 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 IqbalOwais Ahmad

Tahir Shumair Ijaz



TABLE OF CONTENT

1. INTRODUCTION…………………………………… 1I. WHAT IS HRM?

II. IMPORTANCE OF HRM III. MOBILINK GSM IN THE CONTEXT WITH HRM

2. HRM FUNCTION ……………………………………… 3I. PLANNING

II. ORGANIZING III. LEADING IV. CONTROLLING

3. JOB DESCRIPTION AND JOB SPECIFICATION………. 4

4. COMPONENTS OF A HRM SYSTEM…………………….. 8



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

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

II. PERFORMANCE APPRAISAL………………………………………Method;

I. Written essaysII. Graphic rating

III. Critical incident IV. Multiperson comparison

V. Bars behaviora l anchored rating scaleVI. 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 organizationmembers.

• 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, developand 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 eachemployee 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 thecompany. 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 thenewspaper for example;

MARKETING / SALE RESPRESENTATIVE IS TO BE ESTABLISHED SELLING THEIRTHE 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





• WORKING TO 9AM TO 6PM • WORKING’ SPECIALLY VISITING THE DIFFERENT SHOPS AND

ASKED ABOUT WHICH EXTENT THE REQUIRED THEL JAZZ LOADOR 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 humanresource management:



R e c ru it m e n t /D e c r u i t m e n t

R e c r u it m e n t /R e c r u it m e n t /D e c r u i t m e n tD e c r u i t m e n t

T ra i n i n g /D e v e lo p m e n t

T ra i n i n g /T ra i n in g /D e v e lo p m e n tD e v e lo p m e n t

P e r fo r m a n c ea p p ra is a l

P e r fo r m a n c eP e r fo r m a n c ea p p ra is a la p p r a is a l

P e r fo r m a n c eM a n a g e m e n tP e r fo r m a n c eP e r fo r m a n c eM a n ag e m e n tM a n a g em e n t

H u m a n R e s o u rc eP la n n in g

H u m a n R e s o u rc eH u m a n R e s o u r c eP la n n in gP la n n in g

O r ie n ta t io nO r ie n ta t io nO r ie n t a t io nS e le c t io nS e le c t io nS e le c t io n

C a re e rD e v e lo p m e n t

C a re e rC a re e rD e v e lo p m e n tD e v e lo p m e n t

H R MH R M

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 candidatesare 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 performancemanagement and appraisal:



5.1)-performance management definition:

Performance management is a process used within organization to establishand 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, jobdescription, 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:

GraphicGraphicRatingRatingScaleScale

WrittenWritten

EssaysEssays

CriticalCriticalIncidentsIncidents

360 Degree360 DegreeFeedbackFeedback

MultipersonMultipersonComparisonsComparisons

BARSBARSBehavioralBehavioralAnchoredAnchored

Rating ScalesRating Scales

PerformanceAppraisalMethods

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..• D isadvantage s of this is more a measure of evaluators writing ability than of employee actual

performance.



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.• D isadvantage 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 fromineffective job performanc

•

Advantage rich examples behaviorally based.• D isadvantage time consuming lack of quantification

IV. Multiperson comparison Performance appraisal techniques that compare one individuals performance with that of one or moreother individuals.

• Group ranking • Individual ranking

• Advantage compares with one another.• D isadvantage 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

• A dvantage focus on specific and measurable job behavioral • D isadvantage 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.• D isadvantage 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 placeto 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 promotecommunication 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 thetome 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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14355371 Group Project. Doc