Job Analysis In Telecommunication

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Job Analysis In Telecommunication

PROJECT REPORT OF

JOB ANALYSIS
IN TELECOMMUNICATION INDUSTRY
By
Zonash Ghaffar
MBA (B)
Roll# 41
REG NO: ag-2009-118

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Job Analysis In Telecommunication

ACKNOWLEDGMENT

All acclamation to Allah who has empowered and enabled me to accomplish

the task
successfully. First of all i would like to thank our Allah Almighty who really
helps me in every problem during the project. I would like to express my
sincere and humble gratitude to Almighty who’s Blessings, help and
guidance has been a real source of all my achievements in life.

I would like to admit that I completed this project due to parents who pray
for our success.

I also wish to express my appreciation to my supervisor “Sir SHAHID

TUFAIL” who giving me valuable suggestions and support to prepare this report

Last but not the least I would like to thank all the management team of
Warid, Mobilink, Ufone, Zong & Telenor for their cooperation in providing me
the information.

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Job Analysis In Telecommunication

Introduction:
Jobs are dynamic and subject to change. Before people are assigned work, managers must
examine jobs scientifically and describe the tasks needed clearly. This would be done though
“Job Analysis”. This analysis “involves the identification and description of what is happening
on the job, accurately and precisely identifying the required tasks, the knowledge and the skills
necessary for performing them, and the conditions under which they must be performed now and
in the future”. Good human resource management demands of both the employee and the
employer a clear understanding of the duties and responsibilities to be performed on a job.

This project report is about “Job Analysis” that mainly focuses the outcomes of job analysis are
 Job description
 Job specification.

And the industry through which am conducting this project report is

“Telecommunication industry” includes
 Warid
 Telenor
 Zong
 Mobilink
 Ufone
& most of the all the designation I have selected is HUMAN RESOURCE MANAGER.

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Job Analysis In Telecommunication

RESEARCH METHODOLOGY
The research techniques that are adopted for the purpose of this study are as follows:

Primary Data Collection

Formal Interview
The formal interview include people from management in telecommunication and their name are

 Amjad Rasheed, regional Incharge Administration of MOBILINK

 Mohammad Kamran Business Center Manager of WARID

 Faisal Hamraz HR Officer of UFONE

 Mohammad Abdullah Hameed Khan senior HR Officer of ZONG

 Mohammad Amir sales Manager of TELENOR

Questionnaire

MPS (motivating potential score) that is formally filled by entire manager

Limitation
One of the major limitations while carrying out this research was the lack of cooperation on the part of
the management in providing the data regarding the company and its policies.

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Job Analysis In Telecommunication

Job Description of HR Manager

In Zong
Job Title: HR Manager

Reports to: Directors

Job directly supervised: Assistants & officers

Grade: 4-A

Purpose of the Job:

Monitoring all the affairs related to recruitment, selection & manages staff of dept, Retain &
motivates employees & pay full attention over what employees doing.

Duties & Responsibilities:

• Routine check over employee performance
• HR planning
• Benefits ,health & safety issues
• To Dealing with personnel and personal problems.
• Responsible Performance appraisal
• To plan and manage recruitment and selection of staff
• To plan and conduct new employee orientation
• To handle employee complaints, grievances and disputes
• performance appraisal
• To Develop, implement and evaluate policies
• Prepare & distribute payroll

Qualifications: MBA (HR)

Work experience: 6 years experience in HRM
Knowledge & Competencies:
➢ interpersonal relationship ability
➢ Ability to take decisions & work under pressure
➢ communication skills
➢ Ability to lead & motivate develop staff.
➢ persuasive ability

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Job Analysis In Telecommunication

Job Description of HR Manager

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Job Analysis In Telecommunication

In Ufone
Job Title: HR Manager

Reports to: Head of department

Job directly supervised: Assistants & officers

Grade: A

Purpose of the Job:

Coordinate HR functions & Retain employees. Develop and implement HR strategy & programs.

Duties & Responsibilities:

• To Recruit, train, supervise & evaluate department staff
• To Routine check over employee performance
• Performance appraisal
• Conduct new employee orientation
• Handle employee complaints, grievances and disputes
• Coordinate employee safety, welfare and wellness
• Responsible for Organization development
• HR budgeting and planning
• To Develop and terminate staff.
• Responsible for payroll
• To manage Benefits ,health & safety issues

Qualifications: MBA (HR) or MS in HRM

Work experience: max 4-5 years experience in Human Resource Management
Knowledge & Competencies:
➢ Ability to lead, motivate and develop staff.
➢ Knowledge of human resource programs and systems.
➢ Able to lead change processes.
➢ Excellent verbal and written communications skills.
➢ Ability to build a team environment, coaching skills

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Job Analysis In Telecommunication

Job Description of HR Manager

In Mobilink

Job Title: HR Manager

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Job Analysis In Telecommunication

Reports to: Directors

Job directly supervised: Assistant managers & officers

Grade: M-1

Duties & Responsibilities:

• Hiring and firing
• Training & development
• Responsible for employee Performance appraisal & performance
management
• Handle all conflicts
• Manage workforce diversity & culture
• Career development
• Review employee rules & regulations
• Prepare and distribute Payroll

Qualifications: MBA (HR)

Work experience: 3-5 years experience

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Job Analysis In Telecommunication

Job Description of HR Manager

In Telenor
Job Title: HR Manager

Reports to: Head of department

Job directly supervised: Assistants

Grade:

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Job Analysis In Telecommunication

Duties & Responsibilities:

➢ To Plan and manage recruitment and selection of staff

➢ Responsible for the Training & development of new and existing
employees
➢ To Implement and monitor performance management system
➢ Responsible to mange Employee Benefits
➢ Review and update employee rules and regulations
➢ To Manage Discipline, develop and terminate staff.
➢ To Manage workforce diversity
➢ Develop & coordinate grievance and manage workplace disputes

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Job Analysis In Telecommunication

ANALYSIS
MPS
&

STANDARD JOB DESCRIPTION

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Job Analysis In Telecommunication

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Job Analysis In Telecommunication

1. Job Position / Title 2. Grade

Human Resource Manager M1,4A,3.1,A

3. Department 4. Jobs Directly Supervised

HRM Assistants and Officers

5. Reporting To 6. Subordinates
Directors or HOD Employment Officer and Performance
Officer

7. Purpose Of The Job

To manage day to day HR operations and to ensure maximum employee satisfaction through
efficiency and effectiveness.Monitoring all the affairs related to recruitment, selection &
retaining staff

8. Main Authorities Assigned

All decision about employment and their performance as to evaluate them and reviewing the
whole procedure and using leading decision powers.

9. Job Specifications
Qualifications: MBA (HR)

Work experience: 5-6 years experience in HRM

10. Knowledge And Competencies:

• interpersonal relationship ability
• Ability to take decisions / communication
• leadership & coaching skills
• persuasive ability
• Ability to lead, motivate and develop staff
• Knowledge of human resource program and system
• Able to lead change processes & team player
• Work well under pressure

10. Duties & responsibilities

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Job Analysis In Telecommunication

Motivation potential score (MPS)

1. MPS of Warid
(Task identity + task significance + skill variety) Autonomy x Feed back
3

= (4+ 5+3) 5*6 = 120

3

2. MPS of Mobilink
(Task identity + task significance + skill variety) Autonomy x Feed back
3

= (3+ 5+4) 4*5 = 80

3
3. MPS of Ufone
(Task identity + task significance + skill variety) Autonomy x Feed back
3

= (5+ 6+4) 5*5 = 125

3
4. MPS of Telenor
(Task identity + task significance + skill variety) Autonomy x Feed back
3

= (3+ 5+4) 4*4 = 64

3
5. MPS of Zong
(Task identity + task significance + skill variety) Autonomy x Feed back
3
= (4+ 5+4) 6*5 = 130

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3
Average MPS of 5 samples

Average = 120+80+125+64+130
5
=103.8

Conclusion
This project has given me a realistic view of how Human Resource practices are followed in any
organization. By completing this survey I came to conclude that Job Analysis is very important
for HRM department. It also depicts the job worth i.e. measurable effectiveness of the job and
contribution of job to the organization. Job analysis concentrates on what job holders are
expected to do. The purposes of job analysis are to define Job Description & job specification.

In Telecommunication industry e.g. Warid, Telenor, Ufone, and Zong & Mobilink all HRM
departments gives a lot of importance to Job Description & Job specification. But every industry
has their own format of J.D. As far as the designation concerned HR Manager Duties &
responsibilities are very much similar in these industries. The basic difference occurs in Job
specification because every industry has their own requirement or set of rules and on the basis of
that they set standard of their J.D.

For this report I collect data through MPS questionnaire & formal interviews. Motivating
potential score describe the Motivation level of employee at their designation whether employees

are motivated or de-motivated from their jobs.

 MPS of Warid=120
 MPS of Telenor=64
 MPS of Ufone=125
 MPS of Zong=130
 MPS of Mobilink=80
 Average MPS=103.8

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This graph shows that ufone, warid & zong are above the average score of MPS and they are
getting motivated with their jobs & satisfied as well but telenor & Mobilink are below the
average score of MPS that shows their low motivation in their jobs & they are not much satisfied
with their jobs.

Learning Outcomes
“Warid, Zong, Mobilink, Telenor and Ufone have very strong HR departments and make
maximum contribution to provide me guidance”& they perform job analysis effectively. That is
the reason I didn’t found much discrepancies in what management says, what policies state But
There are some minor discrepancies but they are adjustable with little effort.
➢ Such as Job description is very confidential document so industries make it very confidential
& don’t share all the information.
➢ Job analysis is very important because directly outcomes of job analysis are job description
and job specification.
➢ Job description identifies what must be performed, how it will be performed, where it is to be
performed and who will perform it.
➢ Enhance job satisfaction and provide greater scheduling flexibility for the employee
➢ Increase employee empowerment
➢ Job Description can help in performance review
➢ Now a day’s qualitative job description convert into quantitative job description in order to
reduce biasness (implementation done in Warid & Ufone)
➢ No proper job Description, it will lead to confusion
➢ It helps in designing proper wage policies and rewards.
➢ Job Description guiding newly hired employees in what they are specifically expected to do
and providing a platform for appraisal.
➢ JD indicate the nature and purpose of the job
➢ JD should be brief, factual and precise
➢ The reporting relationships must be clearly stated that will help to guide new employee
➢ While designing Job Description HR manager should take care of organizational
requirements.
➢ Job Description describe the worth of a Job that how much a job contributes to an
organization
➢ Job description describes the skills required to perform a job.
➢ Enhance job satisfaction
➢ JD helps employee to understand their reporting relationship
➢ JD helps employee to know about their particular targets
➢ HR manager is responsible for the designing and implementation of JOB Description.
➢ As far as the designation concerned HR Manager Duties & responsibilities are very much
similar in these industries. The basic difference occurs in Job specification because every
industry has their own requirement or set of rules and on the basis of that they set standard of
their J.D.
➢ Workplace safety, employee absenteeism and health issues are also addressed by the human
resources manager.

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Job Analysis In Telecommunication

➢ human resources manager is key in providing employee supervision and evaluations,

retaining employees, as well as firing employees that are not meeting standards.
➢ According to me the best job description did not limit employee infact it strech their
experiences, grow their skills & develop abilities to contribute with in organization.

Recommendation
➢ Interdepartmental communication
I recommend that industry should focus on their interdepartmental communication so that
all departments & its employees are well known about all the updates & information
➢ Right person should be at right place
➢ They should also give preference to fresh people for the managerial jobs
➢ Time management

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