Documente Academic
Documente Profesional
Documente Cultură
Vision
Banking on your mobile phone
Mission
To set standards of excellence in microfinance and related services including branchless banking and to
achieve exceptional values for our shareholders and employees.
Mobilink plans to achieve this by:
levels dare to dream, dare to try, dare to fail and dare to succeed.
Attracting and recruiting the best talent
Core Values
Equal opportunity
Ethics
Innovation
Equitable growth
Integrity
Mobilink has a very defined and well-structured department and its various policies of keeping each
employee productive part of the organization are intoned with the corporate worlds requirement. Human
are the basic tool for having competitive edge in the market for most of the organizations and Mobilink is
one of these. Mobilink has one of the best HR systems in Pakistan that gives it an edge over its
competitors.
Sections
Employee Services:
Pay roll
Leave and Medical Record
Policies &Procedures
OD &effectiveness:
Training management
Performance Management
Employees Retention
Strategies:
At MOBILINK the people have been empowered to a large degree by minimizing out dated rules
/regulations and plan to further eliminate the bureaucratic barriers to capitalize on their ingenuity and
talent. There is a whole process behind HR Strategy. The top team continues to play its role in providing
the guidance and support to people at all levels. The HR (peoples) function ensures that it leads the
transformational change by nurturing a climate, which would help in converting the huge potential at
disposal of the company into world-class performance
HR Practices at Mobilink
Some basic HR practices being carried out at Mobilink are
Planning
Performance Appraisal system
Training & Development
Occupational Health Measures
Reward Management
Performance Appraisal
Reviewing performance and taking positive steps to develop employees further is a key function of
management and is a major component in ensuring the success of the company through effective
employee performance. Although the appraisal process is conducted at each department by their own
supervisors through interviews or written forms, the screening process is carried out by the HR
department itself .However, due to certain policies of the management, the confidentiality of the system is
very high. Though we did manage together some information regarding the system and how it leads to the
development of the employee, we were not able to attain the complete system with supporting data. A
review is about ensuring people know what levels of performance are expected of them and then taking
action to ensure they are trained and developed to perform effectively.
Appraisal Policy:
The intent of these appraisals is to review current job performance and responsibilities, set goals and
discuss further opportunities with reference to past performance at Mobilink
Performance Review:
At MOBILINK a review is intended to be an open and frank discussion between an employee and their
Team Leader/Manager. Generally there are two elements: First is the element in which discussion takes
place over the strengths and areas which need to be developed as displayed by the job holder over the past
12 months. The performance is of course judged comparing the performance against the core indicators of
Job. The second element is concerned with discussing the training needs/inputs activities that are
considered to be appropriate to help the jobholder overcome some of development areas discussed in the
review and also those activities that are deemed appropriate to build upon their current strengths.
Appraisal categories:
Appraisal category
Definition of category
Outstanding (OS)
Exceed expectation (EE)
Meet expectation (ME)
Improvement needed (IN)
Superb performance
Better than expected
Manages to meet expectations
Not been able to meet
expectations.
3.
Team Building
4.
Problem Based
5.
Refresher Courses
Technical Training
at the top in their careers. However, at Mobilink this function is not fully performed or we should say this
function is not performed satisfactorily. There are some policies on these but those are not recognized that
Promotion Policies
The new company structure is in five layers, comprising associates, specialists, managers, directors and
chief officers; in that order starting from the bottom and working towards the top rung of the ladder. Until
approved otherwise, it would be mandatory for the employees to spend the following maximum period at
each level before a promotion to the next level depending upon availability of a slot: Associate 3-4 years
Specialist 3-4 years Manager 2-3 years Director According to the president decision Chiefs According to
the president decision
Reward System
Mobilink considers its employees not just as a cost but also as a resource in which the company has
invested rom which it expects valuable returns. Pay policies and programs are one of the most important
human resource tools for encouraging desired employee behaviors. The advantage of paying above the
market average is the ability to attract and retain the top talent available, which can translate into highly
effective and productive work force. The incentive schemes and incentive objective have been clearly
communicated to all individuals and depends on their performance and appraisals.
Intrinsic and Extrinsic rewards include
Base Pay
COLAs
Seniority Pay
Merit pay
Incentive pay
Task identity
Skill variety
Task significance
Autonomy
Feedback
Gap Analysis
IDEAL PMS
GAP ANALYSIS
MOBILINK PMS
Measurement approach:
1.
Behavior approach
2.
Result approach
3.
Trait approach
Measuring Behaviors:
Comparative:
o Simple rank order
o Alternation rank order
o Paired comparison
o Forced distribution
Absolute:
o Essays
o Behavior check lists
o Critical incidents
o Graphic rating scales
Standardized-Performance
Management Practices: 1.
Personal-Developmental Plans
2. Developmental Activities
3.
4.
Performance-Management Process:
Prerequisites
Performance Planning
Performance Execution
Performance Assessment
Performance Review
Performance Renewal
Retirement Benefits
Transportation Facility
Team work