1HRM of UFONE

HRM Department of Ufone

Submitted to:

Sir SI

Submitted by:

D

University Institute of Management Sciences Pir Mehr Ali Shah Arid Agriculture University

Rawalpindi

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TABLE OF CONTENTS

EXECTUVIE SUMMARY...................................................................................................................3LETTER OF TRANSMITTAl................................................................................................4INTRODUCTION.............................................................................................................5

Background of Telecom Industry In Pakistan............................................................5INTRODUCTION OF UFONE........................................................................................6HISTORY of UFONE........................................................................................................7BRANDS of UFONE..........................................................................................................8HUMAN RESOUCRE DEPARMENT at UFONE........................................................9

Structure of Ufone......................................................................................................9Information System.....................................................................................................9Customer Care...........................................................................................................9Human Resource Management................................................................................10Goals Of Ufone HR Department..............................................................................11Responsibilities of Ufone HR Department...............................................................12

RECRUITMENT AT UFONE.......................................................................................14Internal Recruitment................................................................................................14External Recruitment...............................................................................................14Direct Applicants.....................................................................................................14Referrals...................................................................................................................14Advertisements.........................................................................................................14Private Employment Agency....................................................................................15Electronic Recruiting...............................................................................................15Recruitment Procedure............................................................................................15Replying To Candidates...........................................................................................15Scheduling Interview................................................................................................15Screening Process....................................................................................................16

JOB ANALYSIS..............................................................................................................17STRATEGIC MANAGEMENT PROCESS.................................................................20SWOT ANALYSIS..........................................................................................................22CONCLUSION................................................................................................................25REFERENCE...................................................................................................................26

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EXECUTIVE SUMMARY

In “Ufone HRM Report” we studied Ufone Human Resource Department in depth. With the Grace of Allah Almighty we tried our level best to find all the dimensions through which Ufone manages its human resource activities.

We started our project with the history of telecom industry in Pakistan, and then we described the introduction to Ufone as well as its history & brands. We continued our report by defining the Human Resource Department of Ufone with its goals and responsibilities. We focused three main activities of human resource management that are Recruitment at Ufone, Job Analysis and Strategic Human Resource Management of Ufone. After this we detailed a complete SWOT Analysis of Ufone. At the end there is Conclusion as well as References.

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LETTER OF TRANSMITTAL

We have completed this project which was allotted to us. We hope that you would accept this project. It is also a fact that being the first practical experience there will be a lot of mistakes in it but we strongly hope that you will point out these faults so that they will be helpful for us in the future.

Your guidance is the only key to our success.

Thanks

Usman Tahir (07-arid-347)Sana ur Rehman (07-arid-341)Abdul Rafay (07-arid-307)Faiza Komal (07-arid-317)Mian Muhammad Mohsin (07-arid-324)

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INTRODUCTION

Background of Telecom Industry In Pakistan

Today information has become the most vibrant force and factor of production in the new economy. The foundation of the information infrastructure is the telecom system. In Pakistan the liberalization of telecom sector started in early 1990s. The real defining moment was the passage of Telecom Re-organization Act of 1996, which established the Pakistan Telecom Authority (PTA) as independent regulator of the sector and set timeframe for ending the PTCL monopoly.

With the deregulation of telecommunications sector in Pakistan in early 90s, Ministry of Communications awarded two licenses to begin cellular operations based on AMPS technology. Paktel and Instaphone were formed as joint venture between foreign and local partners. Instaphone initiated its services in 1990, while Paktel started its operations in 1992. Both the companies were using AMPS technology. A year later, a third license was awarded to the Saif Group that led to the inception of Mobilink that started its services in 1994. It was the first company that introduced GSM technology in Pakistan. In 1995, the Cellular Industry suffered a major blow with the closure of operations in Karachi, the largest market, but the closure sanction was lifted after almost two years. On January 19th, 2001, PTCL entered the cellular market with its on operator based on GSM technology under the brand name of Ufone.

In April 2004 Pakistan Telecommunication authority (PTA) awarded two new licenses under an open auction process for a fee of $291 million. These were purchased by two companies namely, Warid telecom and Telenor. Telenor started its operations on March 15, 2005. Al-Warid started its operations on 23rd May 2005.

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INTRODUCTION OF UFONE

Ufone GSM is a Pakistani GSM cellular service provider. It is one of six GSM Mobile companies in Pakistan and is a subsidiary of Pakistan Telecommunication Company. It has a subscriber base of 20.05 million as of July 2009. It is currently owned by United Arab Emirates based Etisalat.

Ufone has played a limited but significant role in the development of the cellular market in Pakistan. It was first to launch the GPRS services and Multi-media Messaging Service (MMS) and prepaid roaming in Pakistan.

As mobile users in the country have reached over 76 million at a very rapid pace, Ufone has maintained itself as the 2nd largest cellular operator in Pakistan with a subscriber base of around 20 million and a market share of nearly 25%. Ufone has seen a subscriber growth rate of over 200% in the last year, and since the start of 2005 Ufone added nearly 5 million subscribers onto its network. Subsequently the growth in subscriber base caused a healthy trend in revenues which have doubled.

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HISTORY of UFONE

Ufone PTML is a wholly owned subsidiary of PTCL established to operate cellular telephony. The company commenced its operations, under the brand name of Ufone, from Islamabad on January 29, 2001

During the year, as a consequence of PTCL’s privatization, 26% of its shares were acquired by Emirates Telecommunication Corporation (Etisalat). Being part of PTCL, the management of Ufone has also been handed over to Etisalat. During the year July 2005 to June 2006, Ufone continued on the path to success. The Company further expanded its coverage and has added new cities and highways. Ufone has network coverage in more than 750 cities, towns and across all major highways of the country.

During the year Ufone successfully completed the network expansion of Phase IV in existing as well as in new cities and towns, which amounted to more than US Dollar 170 million. As a result the asset base of the Company has increased from Rs. 20 billion to Rs.27billion.

During the year Ufone adopted the policy of simplified tariffs with no hidden charges, which resulted in positive impacts on the usage trends of subscribers as well as total subscriber base, which has increased from 2,579 k in June 2005 to 7,487 k in June 2006. Ufone currently caters for International Roaming to more than 200 live operators across 121 countries and introduced International roaming facility for Prepaid subscribers in Saudi Arabia, United Kingdom, United Arab Emirates, Singapore, Portugal, Thailand, Cyprus, Bangladesh, Uzbekistan, Tunisia and Kuwait with lowest rates, featuring no security deposit and activation charges. GPRS Roaming facility is available with more than 90 Live Operators across 66 countries. The company has also been awarded a new License for providing cellular services in Azad Jammu & Kashmir and Northern Areas.

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BRANDS of UFONE

Ufone has introduced a mobile phone also, this cell phone is designed to promote the cellular services of Ufone in Pakistan. This cell phone is available in market easily with a reasonable price and the customer are also provided with certain incentives in shape of free balance and free sms for a certain time period.

This cell phone is also equipped with all the necessary requirements for a user and is easy to use. While keeping its tradition of being the trend setter in the industry, Ufone changed the image of mobile phones from a luxury only affordable by the elite, to a necessity affordable by the common man. Since its inception, Ufone has positioned its brand for masses. In keeping with the upcoming competition and market dynamics, Ufone increased its focus on the youth segment (which comprises 50% of the population), with the Prepay brand. By designing market focused products, Ufone’s brand team launched aggressive campaigns, which further increased the brand equity. The new brand image gained huge popularity amongst the targeted market. A recent marketing survey conducted by a prominent marketing research company showed that Ufone has considerably increased its brand visibility and image. Ufone’s Prepay brand is now considered to be one of the most favored brands by the youth market and is followed by other mobile operators launching their respective brands for the youth market. This marketing boost has been much credited to the humorous and light advertising, presenting the brand itself in a light hearted fashion, setting a new trend in the market. In other words, Ufone has created a "Blue Ocean" for advertising in Pakistan.

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HUMAN RESOUCRE DEPARMENT at UFONEStructure of Ufone

Keeping in view of all these factors the structure of Ufone is designed i.e. the overall Structure of the Ufone is Divisional (More flexible and innovative). Mainly Ufone has four regions and within those regions the structure is functional .The decision making authority is centralized at the top but within the regions it is decentralized i.e. regional heads have to inform top management before making any decision.The structure of Ufone is given under.

Board Of Directors

CEO

Project Director

Marketing&

Sales

FinanceInformation System

Customer Care

Engineering

Quality Assurance

BusinessUnit

Khi/Lhr/Fsd

HR&

Admin

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Human Resource Management

HR hires 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.

There are three Sub units of Human Resource Department at Ufone which are given as following;

Training & Development HR Operations Outsource Operation

The above 3 sub depts. Do the following tasks;

Recruitment. Policy & Procedures Development. Employees Data Management. Employee Benefit & Compensation. Training & Development. Employee Motivation Retention of Employees Career Planning/ Succession Planning Employee Relations/ Communication Employee Awards Employee Events Management Medical & Life Insurance

The senior manager and the assistant manager are responsible for the training and development functions of the organization. They take main decisions regarding the final

HR Department

Training&

Development

Outsource Operation

HR Operations

Senior Manager HR

HR Manager

Assistant Manager HR

HR Executive

Senior HR Executive

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hiring of the employees and the pay and rewards packages allocated to them. They are also responsible for the establishing of the performance evaluation criteria. The manager and the executives are responsible for the operations. But besides taking care of the day-to-day operations, they perform the function of recruiting and staffing as well. Conducting the job analysis for each job is also the responsibility of the manager and his executives.

Goals Of Ufone HR Department

Policy initiation and formulation. Advice (on personnel policy, labor agreement, needs and welfare of company and

employee development). Service (employment, training, development benefits functions, recruiting,

interviewing, testing job applicants, maintenance of adequate employee records etc.).

Control (monitoring performance, retention and conformance of other departments to personnel policy, procedures and practices).

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Responsibilities of Ufone HR Department

Employment & recruiting (Interviewing, recruiting, selection and orientation to the organization).

Transfer and Promotion

Training and Development (Orientation, coaching, performance management skill training both for technical and non technical personals, job rotation.).

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, medical facility).

Employee relations (rates of pay, hours of work, conditions of employment, negotiation, contract interpretation and administration, grievance handling).

Benefits and Services (Insurance programs, transportation facility, sick leave pay plans, loan funds, yearly bonus programs along with special bonuses for achieving high targets).

Organization Development (Increase level of trust and supportiveness, 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).

Equal Employment Opportunity (No discrimination in terms of gender, race, age, national origin, religion).

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 (Maintaining HRIS i.e. human Resource Information system, HR planning, skills inventories, employee benefits analysis and productivity studies).

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RECRUITMENT AT UFONEBefore recruiting a new employee, management checks whether there is a need to hire a new employee for that particular job or not. First Ufone prefer its exiting employee later on it goes in market. Ufone use following recruitment methods.

Internal RecruitmentIn the case of internal recruitment people from within the organization are promoted to fill the vacant vacancy. The HR department and the relevant department in which the vacancy exists, analyze whether there an employee within the organization exists, who most appropriately meets the requirements of the particular vacancy. If more then one employee is eligible for the vacancy; then that employee is chosen who has the most outstanding record. After the promotion the employee may be sent for further training. The effect of internal vacancy is that it motivates the employee to perform their best and produce maximum output. It also creates a healthy competition amongst the employees.

External RecruitmentIf the organization feels that none of their current employees can fill out the new vacancy then they hire from external sources.

Direct ApplicantsUfone maintains a data base system i.e. HRMS (Human Resource Management System) for its internal employees as well as the employees which they will recruit in near future. In some case certain some people just drop their CV’s at the head office. And whenever there is an opening or a vacancy occurs, the organization may call them for an interview.

ReferralsBy advertising a post internally Ufone gains an added benefit, which is; the current employees 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

AdvertisementsSince most of the posts are of a specialist nature, they intend on advertising in the journals of professional bodies and the trade press.

The HR management has hired 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.

Private Employment AgencyThe private Recruiting agencies collect information from unemployed as well as employed people about their skills and experiences. These agencies attempt to find some

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one suitable using its computerized inventory database of suitable individuals. These agencies charge Ufone for the referrals.

Electronic RecruitingUfone is making full fledge usage of Information Technology and it uses its own web page to advertise for new job openings.

Another aspect of the electronic recruiting is that individuals don’t have to physically go to the head office to drop their CV’s. They now can simply use the e-CV format provided by Ufone on its home page. The e-CV is then transferred to the relevant database or the HR department.

Recruitment ProcedureThe 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 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 Ufone as an organization.

Replying To CandidatesThe 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 on-line evaluation test.

Scheduling InterviewThe 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.

Screening ProcessThe 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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JOB ANALYSIS

Ufone does its job analysis with many aspects. First whenever there is a vacancy in the company, they go for the internal employment. The best suited candidate is selected on the basis of required skills and work experience. If there is no candidate for the specific job, then the external candidate is sought. The methods for job analysis are given in the following steps:

Step 1:The information about the job is collected from the other employees who are working in the similar positions, or the information is sought from its higher level management by interview technique.

Step 2:All the background information about the vacant position is collected from the organizational charts and hierarchy of management. These charts are placed in the Ufone head office for the help of its employees.

Step 3:The representative position is selected on the basis of similar job position. The management of Ufone gathers information from employees or a sample is taken if the representative employees working for that position are large.

Step 4:Now the management collects data on job activities and human behavior as well as the abilities required performing the specific job. They usually take the data from the supervisor about how the previous employee was working and what were its major abilities.

Step 5:Furthermore, this information is verified with the senior management. It is mostly done by the immediate senior manager. He signs that the information collected is correct and now this information can be given to the HR department for writing the job description and specifications which will be given in the advertisement of the local newspaper or on the internet.

Step 6:Now the HR department develops the job specification and job description. Both these aspects of job analysis are written on a separate document and then it is published in the company if there are seeking the internal employee or otherwise given in the newspaper or on the internet. All these analysis are finalized by HR manager.

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UFONE in context with HRM

The HR department of UFONE is very strong because all their employees are committed to their work.

Changes have been brought in UFONE due to HRM

Extrinsically motivated employees but for UFONE intrinsic are more important Employee satisfaction

Issue arisen from management perspective of UFONE due to HRM

Pay-roll Employee satisfaction Training

Sources for selection and recruitment

Initial interviews Written test for technical department Employee referrals Website

Selection Criteria UFONE

Jobs are planned UFONE mainly focus on internal selection

Orientation criteria of UFONE

Orientation is given to every employee who is new in UFONE

Training criteria of UFONE

They give training to employees both internally and externally but 10% focus is on internal training and 90% on external training.

The training methods UFONE used are

On the job training TNA(Training need analysis)

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International training

Performance measurement/appraisal in UFONEPerformance is measured on the basis of

Annual appraisal Monthly appraisal

Process of performance appraisal in UFONEUFONE having 6-month objectives then evaluation would be done by mutual understanding of both employees and line manager.

Compensation & benefits criteria in UFONEUFONE gives

Medical Gratuity fund Incentives Bonuses Recognition Appreciation

Important information of UFONEHRM participate in maximum strategic decision making of UFONE. Approximately 4500 people are employed in UFONE organization in which 90% are of males and 10% are of females. Minimum salary starts from 25000/-

The turnover ratio in UFONE is 3% to 4%.To motivate employees UFONE organize employees events, sports, anniversaries & toast master to increase presentation skills.

Human Resource Information systemAt Ufone profiles of all the employees containing the data relating their payroll, leaves, benefits, etc is saved in a database named as human resource information system .Ufone uses an upgraded enterprise resource planning (ERP)software names as SAP.

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STRATEGIC MANAGEMENT PROCESS

Here in this section we are going to describe the Strategic Management Process that was used by Ufone while little bit changing in their target customers. According to our data Ufone at the start of their business was interested in Postpaid Services. In other words their target market was business people.

Step 1:Current business and missionAt that time Ufone main task was to serve the corporate class. Main their services were on Postpaid Packages. On the other hand they were not targeting their Prepaid services for specific segment of the market.

Step 2:Internal and external auditsUfone’s HR department does internal and external audits to find out the problems and opportunities s they can avail to acquire more market share and to retain its customers. Due to severe competition by Mobilink at that time in Postpaid services Ufone was not able to capture the bigger market share as planned. They had to change their strategies.

Internal Audit: At that time Ufone didn’t have competient workforce that can cope with Business People or Postpaid Services as compare to their competitors.

External Audit: Pakistan has more percentage of youth of total population. At that time Ufone was Government Company and they have access of PTCL network. Ufone used this thing as their competitive edge and brought SMS services to youth.

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Step 3:New strategies and mission statementUfone started new services for youth on the basic of You Attitude. Like their slogan was “Ufone Tum Hi Tu Ho” or “Its All About U”

Ufone current mission statement is

To become the best cellular communication option available in the country for “u”. Ufone only wants to provide the best services and packages to its customers, providing them the packages and services which people want and Ufone says it’s all about U.

Step 4: Translate mission into goalsAs the population of Pakistan almost 35% compromises on the youngsters, so to provide better services to youth according to their trends and needs was a new mission for Ufone.. At that time youth was interested in SMS. That is why Ufone started the SMS Subscription Packages offering very low cost than the competitors. Ufone also introduced lowest call rate in the market. Along with this, Ufone introduced GPRS enabled MMS, WAP & Internet Access, Content Download facility and some other value added

services e.g. Phonebook Saver,video conferencing, call block etc.

Step 5:Strategies formulationTo attain this goal of maximum market share in the market, Ufone choosed the low cost strategy and introduced the Low cost to youth of Pakistan. Low call rate and the best coverage also become helpful in grapping the other age groups. Ufone every new service was on less cost as compare to the competitors.

Step 6:ImplementationIn implementation Ufone started SMS Packages in which user can debit his or her account to get the SMS on least cost for the specific time period,off-net and on-net. Low call rates and other value added services were also made available to all the customers.

Step 7:EvaluationUfone HR department used to evaluate the company’s performance, and after the implementation of this implementation strategy when the Ufone performance was analyzed, they get to know that the Ufone market share was increased from 21% to 39% and its popularity was increased.

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SWOT ANALYSIS

Strength

Ufone has network coverage in more than 750 cities, towns and across all major highways of the country.

It provides International Roaming facility with more than 150 international operators across 79 countries.

It is proud to have an efficient and friendly customer service through 21 company-owned Sales & Customer Service Centers and nearly 250 franchisees across the country.

It has always believed in a solid commitment to growth, security and reliability. Therefore, Ufone has always balanced its expansion efforts and quality of service. With a total current investment of $400 Million.

As mobile users in the country have reached over 78 million at a very rapid pace, Ufone has maintained itself as the 2nd largest cellular operator in Pakistan with a subscriber base of around 22 million and a market share of nearly 25%.

Ufone has seen a subscriber growth rate of over 200% in the last year. While keeping its tradition of being the trend setter in the industry, Ufone

changed the image of mobile phones from a luxury only affordable by the elite, to a necessity affordable by the common man.

Ufone increased its focus on the youth segment (which comprises 50% of the population), with the Prepay brand.

Ufone has the ability to retain its existing customer base with a high level of customer satisfaction via optimum network service and a 24 hour call center facility.

It has the post paid service that is normally to attract the Business class people. Most of the business and elite class people use post paid and other services offered by the Ufone.

Ufone was the first cellular Company in Pakistan that introduced the service of GPRS and hence took the competitive advantage.

Ufone has some exciting and energetic SMS packages that made SMS almost free.

Ufone has some very exciting and low call packages like “5 ka 15” , “u-one”, u circle”, “ U fone ghanta”, “U fone has some very exciting and low call packages like “5 ka 15” , “u-one”, u circle”, “ Ufone ghanta”, “U fone life package”and “ prepay Public Demand” etc which attracted lots of customers towards it and many other cellular company users are also switching to it.

Ufone post paid is also offering black berry set that is useful and tempting for the Business class.

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Weakness

Ufone does not have the proper lists of its customers. It has the list but this list is not authentic which is increasing the unauthorized use of its sim specially pre pay.

It has many franchises in the whole country but as its customers are increasing day by day so its present franchises are not enough to fulfill the needs of it customers.

Ufone also face problems and its network get jammed on special occasions like Eid, Christmas, New year etc

Its coverage on Southern part of Pakistan is quite good but in northern areas its coverage is a bit poor.

In Ufone web support is not available. Being the part of PTCL it has to face many problems like strike by employees etc. When Ufone came into the seen in Pakistan cellular market Mobilink was already

prevailing in the market and it was all Mobilink monopoly that time. Though with the passage of time Ufone took many customers of Mobilink but still Mobilink has large number of users because it was first to Pakistan’s cellular market and this is the competitive disadvantage to Ufone.

Ufone is plagued with some internal problems like when it is privatized to Etisalaat being the part of the PTCL many employees were not happy with the pay scale that they were offering.

Opportunities

Ufone could develop some new and innovative services to attract customers and some of the suggestions are as under which will help them to increase their revenues:

Ufone should develop some new franchises in remote areas so that people will get more and more benefit from it and it will help to increase their customers.

As in Pakistan Youth is almost the 50% of the population so Ufone can take advantage of this demographic situation and should introduce more and more services and packages that attracts youth towards it. These services can be the Video Call Facility.

Ufone should extend its network coverage area to Northern part of the country. It should also introduce some packages for Internet users on mobile if it do so

then many people will switch from other networks towards it. Ufone should import technological equipments from China because they are

giving the best technology at very low rates so it will not only help Ufone to be ahead technologically but also will help Ufone to decrease its cost.

Ufone can surprise its competitors by introducing “U fone kiosk”. These will be ATM like machines and that will give 24-hour service to Ufone subscribers to load the balance just like they take money from ATM.

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Threats

As Ufone is cellular company and there is cut throat competition among cellular companies in Pakistan. There are six other companies also working in Pakistan so Ufone would have to face some growing competitive pressures.

Pakistan is facing some serious economic problems now days so that would also effect Ufone. The current recession in market is not good for any kind of business including telecommunication. In Balochistan and FATA where Ufone already has network coverage is in danger because of critical situation and operation being held there. Investment of U fone is in danger.

Ufone penetrated in the market from 2005 to 2006 quite rapidly but since then it is experiencing a bit slower growth.

By the arrival of China Mobile Company (Zong) in cellular industry of Pakistan the Ufone and other companies now have to face the severe competition. As Zong is introducing some various attractive packages of both SMS and calls to attract customers. Ufone have to develop strategies to counter their strategy and to survive in the market.

The key threat to Ufone is also some adverse Government policies of implementing Tax on telecommunication industry that will ultimately affect the revenues.

There are some rumors about the shares of PTCL in the market. Being the Subsidiary company of PTCL, Ufone will also be affected by that.

Telenor is giving higher rumenration to its employees as compared to Ufone so many of its skillful and competent employees are going there. That will affect the company’s profitability in the long run.

Some Pressure groups are protesting on the Towers that are installed in residential areas. Their opinion is that it is not good for health of people to have such towers near their homes that cause radiations.

Ufone have to revise the list of subscribers who are legal and authorized. Because now the Government has warn to take strict action if any company would not keep such record.

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Conclusion

To conclude this report we can say that if the Ufone want to be market leader than it must have to advance its Human Resource Department. There is perfect competition in Telecom Sector of Pakistan. Secondly every cellular company has access to same level of technology and information systems but now the results of telecom business will matter more on the level of skills and knowledge of workforce. In other words more the company will have the knowledge worker more it has the chances of success. We know that Human Resource Activities increase the knowledge, commitment of workforce, efficiently management of resources, boost the employee satisfaction, and enhance their productivity by providing various compensation, bonuses and training.

Ufone need some changes in their HRM Activities because most of its competitors continuously getting its employee by provide more effective remuneration and compensation plans. Ufone must decrease its turnover rate if it wants to profitable in the market. It can decrease its turnover rate by providing more enhance compensation plans and by providing more flexible hours for work.

In such a severe competition among the cellular companies the competitive advantage has been diverted from cost to other aspects of business that are human resource, customer relationship management, supply chain management and corporate social responsibility etc. In these days corporate sector is facing severer recession they have to their maximum cost in other to survive in the market. To achieve the survival human resource factors have major role in these phenomena. So Ufone must apply such strategies through which their workforce become more loyal. We hope this will be the only thing that can bring the profit and survival to the Ufone.