Ufone uses a systematic process for staffing new positions that includes job analysis, developing job descriptions and specifications, recruitment both internally and externally, screening applicants, conducting interviews, testing candidates, and making job offers. The selection process aims to identify candidates that meet the qualifications, skills, experience and other requirements needed for the open position.

2. History:
In 1990, Pakistan introduced its first mobile phone service
called “Paktel”. After eleven years in January 2001, a new
cellular company with GSM technology came into the market
and they named it Ufone. Ufone targeted the middle class, by
introducing low rates and different packages. Ufone recently
started GPRS through which users can connect themselves
to the global village via Internet, also introduced multimedia
messaging services and worldwide SMS at flat rates Ufone’s
strategy to provide a high standard of service, it has achieved a
substantial market share in a market

3. INTRODUCTION:
 Ufone GSM is a Pakistani GSM cellular service provider,
its one of six GSM mobile companies in Pakistan.
 Ufone currently caters for International Roaming to more
than 260 live operators in more than 150 countries
 As the world of telecommunications advances, Ufone
promises its customers to stay ahead, developing and
evolving, to go beyond their expectations, because at
Ufone, it’s all about U.

4. Organizational Structure
 Horizontal structure
 Hierarchy:
 The company is having Decentralized structure.
 The flow of communication becomes easy and
simple in such structure.

5. functional departments:-
 Finance Department
 The head of finance department is designated as CFO – Chief Financial Officer or
Vice president of financial head.
 The department is responsible for Credit exposure for Ufone postpaid connection.
 Budgeting and Planning
 Marinating accounts an records
 Internal audit
 ensure error free billing operations, deployment of key revenue assurance
applications/solutions, fraud management.
Marketing Department
 The head of marketing department is designated as CMO- Chief Marketing Officer or
Vice President of Marketing Head.
 Brands: Ufone is performing the promotional activities in Brands sub-head, including
advertising over Electronic media and print media.
 Marketing Strategy and Analysis:formularize the marketing strategy according to
the market requirement and consumer preferences. The analysis about the market
trend is done and the strategies are made in relevance.
 VAS – Value Added Services:proficient functioning of conveniences provided to the
customers, these VAS are Virtual Private Network, Call Management, Missed Call
Notification, Phonebook Saver and a host of Infotainment and Entertainment services.

6.  Information Technology Department
 The head of information technology is termed as CIO- Chief
Information officers
 Billing:The billing department is responsible for aggregating
CDRs and preparation of the postpaid billing for customer from
system.
 IT Development:Any kind of IT development required by the
company in billing or CRM (Customer Relationship
Management) module is done by IT development team.
 Customer operations Department
 The head of this department is designated as VP cops – vice
president customer operations.
Customer Care:Ufone provides customer care through
Customer Care Center located in all key cities, across the
country. They will not only resolve consumers’ issues but also
guide them into customizing Ufone, according to their needs.
Customers care is offered to through call centers and business
centers.

7. Call centre representatives are providing services, 24 hours
a day. The customers can contact the Ufone Call Center to
get answers to all their queries
Business centres:SIM issuance and other customer
related issues, retention of customers and handling
requests for Mobile number portability.
 Govt. Relations: Ufone is also abiding the rules that are
being made by PTA. The relationship with PTA is also
being maintained as PTA is Govt. regulation.
 Engineering Department: The head of the department is
termed as CTO - Chief Technical Officers or Vice
president.
BSS – Business Support System: The subhead is responsible for Radio Planning and network optimization.

8.  NSS – Network Switching Subsystem: At ufone refers to as the
GSM core network, which is being used by Ufone GSM
services such as voice calls,SMS, and Circuit Switched Data
calls.
IN – Intelligence Network:The Intelligent network’s main purpose is to
take care of charging of prepaid customers and has the balance updates of
each of the customer.
 Sales Department
The sales department at Ufone is headed by Vice president Sales
Corporate Sales:handling the sales for executives or corporate
clients. These clients are having postpaid products with billing
system.
Franchises & Retail Outlets:This division is handling franchises and retail
outlets with a network of more than 365 franchises and 25 company-owned
customer service centers along with a distribution network of150, 000 outlets
nationwide.

9. Sales operations: Sales operations at the company have
been set up to provide the customers, quality services all
under one roof so consumers can walk in to any Ufone Sales
& Service Center for services like:Mobile Number Portability,
Connection purchase, Bill payment, SIM Activation
Human resource department:
 Human Resource department is being headed by the
HR executive designated as Chief of Human resource
department. According to Ufone their belief is that
"Their people are their greatest asset”.
 Work Force
 Almost 70% of its employees are male and 30% are
female.
HR at UFONE is divided into the following two major
categories
 Permanent Employees (1500-2000 Approximately)
 Outsourced Employees (2000 Approximately)
 There are about 150 employees who are working in
the Ufone Head Office and 3500-4000 employees
approximately are serving nationwide.

10. FOUR PILLARS OF HUMAN
RESOURCE MANAGEMENT
 1-Staffing:
 2- Training and Development:
 3-Motivation:
 4-Maintainance

11. Staffing:
Staffing is acquiring or arranging people for the
organization.
 Hr planning
 Hr planning is having right person, at right
place, at right time at right position.
 Planning provides a guideline to accomplish an
activity. At Ufone the HR team plans everything
so that the outcomes and results can be
perceived before the plan is actually
implemented.
 This makes the planning more accurate and
efficient; it also saves time and money.
 Job analysis
 Job analysis is systematic exploration of
activities within a job
 a technical procedure used to define the duties,
responsibilities, and accountabilities of job.
 One of the main purposes of conducting job
analysis is to prepare job description and job
specification which in turn helps to hire the right
quality of workforce into the organization.

12.  Why Ufone conducts job analysis
Ufone conducts the job analysis to get the right person for the right job at
the right time. If Ufone does not conduct the job analysis then there will be
a huge chance of selecting the wrong person or to reject the right person
who is suitable for the job.
 Job analysis procedure of Ufone:
Direct Observations
 At Ufone direct observation is also done for job analysis.
Employees are directly observed ant word watched that
what functions they are doing related to their jobs.
 Interviews
 Interviews are conducted from employees and supervisors.
 Questionnaire method
 The questionnaire is a widely used method of analyzing jobs and
work. Here the job holders are given a properly designed
questionnaire aimed at eliciting relevant job-related information.
 Industry patterns for a bench mark job
 Sometimes in Ufone HR department just observes the industry and
see the accountabilities and duties of a bench mark job.

13. Job specification

 Ufone also has well
developed criteria for each
job in term of the job
specification. In all the area
of the jobs the pre- requisite
for the job are defined for
example:
 Qualification required for a
job
 Knowledge and skills and
abilities required for a job
 Experience required for a
job
 JOB SPECIFICATION OF HUMAN
RESOURCE MANAGER:
 Qualifications:
 MBA (HR) or MS in HRM
 Work Experience: max 4-5 years
experience in Human Resource
Management
 Knowledge & Competencies:
 Knowledge:
 Knowledge of human resource
programs and systems.
 Skills:
 Excellent verbal and written
communications skills.
 Coaching skills.
 Abilities:
 Ability to lead, motivate and develop
staff.
 Able to lead change processes.
 Ability to build a team environment.

14. Job Description
 It is a written statement of what job holder does,
how it is done and under what conditions.
 In job description Ufone define the following:
 Job title
 Duties to be performed
 Distinguishing characteristics of job
 Authorities and responsibilities of jobholder
required

15. Job Description of Human
Resource Manager
 Job title: HR Manager
 Reports to: Head of department
 Job directly supervised: Assistants & officers
 Purpose of job:
 Coordinate HR functions & Retain employees. Develop and implement HR
strategy & programs.
 Duties and Responsibilities:
 To recruit, train, supervise & evaluate department staff
 To Routine check over employee performance
 Performance appraisal
 To train employees
 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

17. Job Evaluation
 Job evaluation is a process of determining the relative worth of a
job.
 The job evaluation method of Ufone is lined to appraisal system.
Whenever the appraisal report of any employee is generated he
is being paid according to his performance.
 The present basic salary structure of Ufone is based on Job
description (Tasks and duties performed).
 Job evaluation is done on the basis of:
 Ufone conducts its own market survey and match its standards
with other telecommunication companies specifically with
Mobilink and Telenor. They conduct the survey so that they can
determine relative worth of every job according to market trends,
so that pay at every level is compatible with their competitors
and trends in the industry so that they can attract and retain
competent employees in their organization by giving market
competitive pay.
 Job specification
 Job description

18. RECRUITMENT & SELECTION
 Recruitment is the process of gathering a pool of
candidates for an organizational vacancy.
 Selection is the process of short listing only the
qualified candidates who are fit for the job.
 Ufone policy of recruitment is very simple, if at
any time there is a vacancy, due to retirement,
resignation, if employees opted for the golden
handshake or the death of an employee, the
management of the branch will inform the head
office about the vacancy. Ufone has this policy of
not mentioning the name of the company in a job
advertisement.

19. INTERNAL RECRUITMENT
 In internal recruitment employees are recruited from within the
organization. They have well-established HRIS so that they
have all information about the existing employees and also
about the jobs for all the departments. Because all the
departments are integrated so when there is a need of an
employee firstly the HRIS checks within the organization that is
there any person which is best suited for the specified post and
if any is selected.
 Promotion: Existing employees are promoted to fill the
vacancy that fulfills the qualifications, KSA’s and experience for
the vacant post.
 Referrals: The current employees refer their interested friend
and family members for the vacant post.
 Job posting: The vacant positions are communicated to
employees by posting them on notice board. Company
internally posts a list of open positions (with their descriptions
and requirements) so that the existing employees who wish to
move to different functional areas may apply.

20. External Recruitment
 If the organization feels that none of their current employees can fill
out the new vacancy then they hire from external sources.
 Methods of external recruitment:

Private employment agencies:
 It collects, maintains and manages thousands of resumes of job
seekers. When company has a vacancy and takes the services of
such agency they attempt to find someone suitable using
computerized inventory data base and they charge for their
services.
 Advertisement agencies: They take the services of employment
agencies to post their advertisement on internet. Mostly Ufone do
not advertise for jobs.
 Direct applicants:
 In head office:
 People drop their CVs at head office whenever vacancy occurs the
company may call the suitable candidate for interview.

21.  Via internet- apply online ( careers @ Ufone)
 is an online application form on the website of Ufone, on which any person
who thinks is qualified can fill that form & upload his CV. Interested
applicants drop their CV at the website. The e-CV is then transferred to
relevant database or department. Whenever the company needs they
consider them while selection.
 This is an easy way to collect CV’s, but because thousands of CV’s are
collected on the website, so then it is difficult for them to select the most
suitable CV’s. For this purpose they use a HRIS, in which the standards have
been written. CV’s which meet the standards automatically have been
selected. It is also a cheaper way of recruitment because it does not requires
too many resources.
 Ufone also provides information about any vacancy on the job search
websites; like rozee.pk.
 Outsourcing
 Ufone also do outsourcing for the purpose of recruitment they hire firm,
which will provide employees to Ufone. They worked in theUfone, but the
employee will remain employee of that firm not Ufone, and this is the most
common method followed by most of organization these days. Lower
management at Ufone comes through outsourcing.

22. SELECTION:
 Different Jobs have
different criteria. There are
no hard and fast rules
regarding the selection of
an employee but they take
into account the following
considerations during
selection process:
 Education
 Experience related to
work
 Knowledge
 Abilities
 Performance in the
previous work

23. Selection Process:
 Screening:
 Initial screening is done to weed out totally
undesirable/unqualified candidates at the outset and to screen
out obvious misfits. It is used to eliminate those candidates who
do not meet the minimum eligibility criteria laid down by the
organization.
 Preliminary Interviews/ screening interviews:
 The skills, academic and family background, competencies and
interests of the candidate are examined during preliminary
interview. Preliminary interviews are less formalized and planned
than the final interviews.
 Employment interview:
In selection it involves a personal, observational and face to face
appraisal of candidates for employment. I t is a one to one
interaction between the interviewer and the potential candidate. It
is used to find whether the candidate is best suited for the
required job or not. But such interviews consume time and
money both.

24. Selection Interview
 Candidates will go through a structured interview, where they
will be interviewed by a panel of three individuals, who are
usually subject matter experts in the field for which you are
testing.
 The interview panel will focus on a candidate's job related
qualifications for the position. Therefore, it would be to your
advantage to research the position in advance in order to
determine what knowledge and skills may be evaluated during
the interview process.
 Each candidate will be asked the same basic set of questions,
with some follow-up questioning based on the answers given.
 Mostly three interviews are taken by the new employee.
 First interview:
 In Ufone they do formal interview with the candidates; the
interview is structured & planned. First interview is taken by
the senior manager of that specific department, in which
the candidate is applying. If the candidate is passed by the
senior manager then he will be called for the second interview.

25.  Second interview:
 The second interview is taken by the HR department, in
which questions are asked to judge the personality and
confidence of the employee.HR department will take their
decision in the 2nd interview.
 Third interview:
 In the third interview that candidate has been called which
the company wants to give him/her an opportunity. In third
interviews questions are asked like how much pay is he/she
expected & for how much span of time he/she is willing to
work with the company. How much people in the family are
dependent on him.
 In that last interview the company then place an offer to the
candidate, then it depends on him whether to join the
organization or not. The last interview is the panel interview,
in which there are two HR managers & one is the senior
manager of that specific department.

26. Employment Test
 A test is sample of some aspects of an individual’s attitude, behavior
and performance. Various written tests conducted during selection
procedure are aptitude test, ability tests, IQ or EQ tests,
intelligence test, reasoning test, personality test, etc.
 Once the candidates pass the interview they are tested for the skills
they need.
 Conditional Job Offer:
 There is no such policy as conditional job offer in Ufone.
 5-Job offer:
 After passing through all the steps the candidates selected are
offered job.
 6-Medical test:
 Then the employees who are offered jobs they then have to go
through the medical test in which the company ensures that the
selected candidate is physically fit and he has no serious disease.
 It will decrease chances of employee absenteeism and improved
productivity.

27. Reference checks:
 The applicant is asked to mention in his application form the
names and addresses of two or three persons who know him
well. In the last the company does reference check to make
sure that whatever the person said was based on facts, no false
information was given in order to deceive the employers. As
part of assessing the merit of each candidate, persons selecting
candidates must satisfy themselves that the information the
candidate gives is authentic, consistent and honest
 Final Approval:
 The shortlisted candidates by the department are finally
approved by the executives of the concerned department.
 Appointment Letter:
 A reference check is made about the candidate selected and
then finally he is appointed by giving a formal appointment
letter. Employment is offered in the form of appointment letter
mentioning the post, the rank, the grade, the date by which the
candidate should join and other terms and conditions in brief.

28. TRAINING AND DEVELOPMENT:
Training and Development
involves improving the
knowledge, skills and
abilities of the individuals. A
continuous training is
conducted inside Ufone to
improve the performance of
employees.
 ORIENTATION:
 A newly hired employee is
oriented, so that he can get the
idea about the organizational
setup, so that he may feel at
home.
 For different sort of jobs
different sort of orientation is
given
 some time it might exceeds one
day

29.  Human resource Department is responsible for orientation.
 At Ufone, orientation plan covers the following points:
 General information about daily work routine.
 Review of organization’s history, purpose, operations, and
products or services and contribution of employee’s job to the
organization’s needs.
 Visit to different departments of company.
 Presentation of organization’s policies, work rules and
employee benefit.
 Types :
 Work Unit Orientation:
 Familiarizes employee with goals of work unit, contribution to the unit’s
goals, and introduction to co-workers.
 Organization Orientation:
 Informs employee about the organization’s objectives, history, philosophy
procedures and rules, human resource policies and benefits.

30. SOCIALIZATION:
 A program designed to help employees fit
smoothly into an organization; called socialization
 Socialization is designed to provide new employees
with the information needed to function comfortably
and effectively in the organization.
 This process continues until the employee remains in
organization.
 EMPLOYEE TRAINING:
 A process designed to maintain or improve current job
performance.
 Most training is directed at upgrading and improving an
employee’s abilities or skills.
 As training is the process of learning experience of the
change in your skills, knowledge, attitude and behaviour.
 It is relatively permanent change in an individual
behaviour.

31. EMPLOYEE TRAINING METHODS
AT UFONE:
 Basically, they use the following methods of training:
 Presentation Techniques:
 These involve traditional classroom instruction, distance learning and
audiovisual techniques.
 Classroom Instruction:
 The trainer lectures a group. Exercises into traditional classroom
instruction, so that trainees will learn and use the information
presented on their job.
 Distance Learning:
 It will be used by the Head Office and Branch offices to provide
information about new services, policies or procedures.
 Audiovisual Techniques:
 This is common method used by Ufone that involves overheads, slides
and videos.

32.  On The Job Training:
 It is conducted for newly hired employees, upgrading the skills of
experienced employees when new technology is introduced.
 Business Games and Case Studies:
 These are designed to make the trainees study and discuss
among themselves (case studies).
 While in business games, the trainees must gather information,
analyze it and make decisions.
 Behaviour Modeling:
 Each training session focuses on one’s interpersonal skill and
includes a presentation of the rationale behind the key
behaviours.
 Interactive Video:
 Instruction is provided one-on-one to trainees via a monitor
connected to keyboards.
 Group Building Techniques:
 These help trainees share ideas and experiences, build group
identity; understand the dynamics of interpersonal relationships.
 TRAINING NEEDS ASSESSMENT :( TNA)
 Ufone has a very systematic pattern for this TNA. Each employee is given a
specific target in the beginning of year (Appraisal Form)

33.  They recommend that which sort of staff and training
is needed in that particular region.
 The human resource department conducts a
meeting with department heads at the end of the
training program.
 The purpose of this meeting is to focus on the
individual discipline and performance during the
training program.
 Then on the basis of their performance they give
them advance jobs.
 They fill every position vacancy with the best
qualified person obtained.

34. TRAINING EVALUATION METHOD:
 Following are the methods of evaluation.
 Post-training test
 Post training survey
 Post training performance evaluation. This evaluation identifies the effectiveness
of the training; it also leads to explore future training needs. On the basis of post
training evaluation the design off training is made in future.
EMPLOYEE DEVELOPMENT:
 A process designed to develop skills necessary for future work activities.
 It is more “Future Oriented”. It will focus on the personal growth.
 Job Rotation:
 As it is a Japanese style, but now used by throughout. Ufone Fiber Itd. is a strong
advocate of this method and according to their policy they are not keeping a
person more than three years at a same position and at a same branch and
region.
 Mentor or Coach:
 Normally, this duty is done by the branch manager. He is responsible for all sorts
of help, solving any sort of problem facing a new employee or even an old
employee.
 Management Skill Training:
 Ufone has a special developmental program for those employees who are
recently promoted to managerial position or higher position

35. CAREER DEVELOPMENT:
 CAREER:
 A sequence of positions held by a person during his or her
lifetime.
 It is also defined as “advancement”.
 Programs typically designed by organizations
 To advance their work activities within specific organization.
 Provide information, assessment and training to help employees to
realize their career goals.
 Attract and retain highly talented people.
 Wide spread organizational changes have lead to uncertainty and
chaos concerning the concept of traditional organizational career
 Career Development in Ufone:
 Ufone supports the development of its employee’s skills and
abilities with an aim to achieve their potential. Ufone Mobile
Company is a place where you can live your dreams and pursue a
career that reveals your skills and passion. We provide you
flexibility for adaptation, the opportunity to learn, and providing
career alternatives with everlasting potential, possibilities. Our
people make Ufone a great company and an exciting place to work
with a shared ambition to learn leading edge ability and elongate
beyond their limits.

36. ORGANIZATION DEVELOPMENT:
 Organizational development deals with improving a
company’s performance and individual development of its
employees.
 Ufone should be viewed as a coherent system composed of
separate parts. Organizational development as a process
includes methodologies and achievements in strategic planning,
organizational design, leadership development, coaching,
diversity and balance between work and life.
Organizational development consultants act as a catalyst that
helps an organization to solve its own problems by improving its
capabilities

37. EMPLOYEE DEVELOPMENT in
Ufone:
 A process designed to develop skills necessary
for future work activities.
 It is more “Future Oriented”. It will focus on the
personal growth.
 CAREER DEVELOPMENT in Ufone:
 We provide you flexibility for adaptation, the
opportunity to learn, and providing career
alternatives with everlasting potential,
possibilities.

38. MOTIVATION
 It includes performance management and
compensation management
 Objective of the Performance Management:
 The basic objective for performance UFONE
employees circles around the following:
 Setting an individual’s goal
 Aligning goals across the company’s strategic objectives.
 Ensuring employees get coaching from managers
 Determining merit pay
 Identifying training and development needs
 Providing data for administrative decisions like promotion
transfer etc

39. PERFORMANCE APPRAISAL METHOD USE BY
UFONE
 In UFONE, performance of an employee is appraises
twice a year. Once in June while other in December. In
the form there are three sections. There are total 500
points from which an employee gets.
 Performance appraisal form has three sub-sections;
 Step 1: Section A
 In this section of form employee is evaluated for what
he has achieved during the year called “appraisal by
objective” (ABO).This form contains all the marks for
those objectives which are set and how much is achieved
in percentage. It has 80% weight.
 Step 2: Section B
 In “B” section of form employee is evaluated for
personality attributes which has 20 % weight.

40.  Personality Attributes:
 Initiative
 Problem solving
 Planning and organization
 Leader ship skills and dependability
 Cooperation(internal& external relations)
 Step 3: Section C
 This section identify need for employee development
called “DEVELOPMENT NEEDS”
 Weight Criteria:
 ABO contains 80% weight and Personality
Attributes contains 20% weight.
 Results (ABO) = 80%
 Behaviors (PA) = 20%
 Total = 100%

41.  Rating Criteria:
 5) Exceptional
 4) Highly effective
 3) Effective
 1) Improvement required

 Total marks = 500
 Best> 400
 Good>300
 Average>250
 REWARDS RELATED TO PERFORMANCE
 There is also a reward related to performance of the
employees. For “Customer Facilitation Agents” there
50% of base pay is based on their performance which is
assessing every month by their managers. For other
employees like in administration, engineering, finance,
marketing, etc their performance is assessed after every
six months and they get increased Rs.5000 in their
salary as a reward. In each case employee have to show
consistent performance to win reward next time.

42. COMPENSATION MANAGEMENT:
 Ufone is a performance oriented organization so they
compensate their employees on the basis of their
performance they implement merit pay programs, so
everybody know that if they show the results then the
organization will compensate them good if not then they
will never expect.
 And the Ufone also adopted the Competitive approach
for compensation, because of this system every employee
know what the other organizations are paying for the same
job and what they are getting is fair or not.
 Compensation strategies are usually market based and is
linked with the performance with a greater emphasis on
variable pay. Salary adjustment is based on the
performance, market movement and COLA.

43. Levels of Ufone Hierarchy and
Their Grades:
 GRADES
 Further Ufone has
developed some
grades for employees.
 A----------------H
 A is the minimum
grade and H is the
maximum grade and
they compensate their
employees on the
basis of their grades.

44. TOTAL COMPENSATION:
 CORE COMPENSATION
 It is the amount which employee gets for performing their job.
 Current base pay
 Ufone follows the job based structure, and compensate its
employees for the work they have done, for their tasks and
duties they performed, their work content, behavior and for their
responsibilities. To develop this structure, Ufone conducts some
surveys, to compete with others in the same industry.
 Work Analysis
 Evaluation
 Market trends and surveys
 Employee J.D
 Policy Lines

45. MONETORY COMPESATION:
 Minimum scale starts
from 25000
Maximum C.E.O (Not
disclosed by the
organization)
 Minimum wage:
 The minimum salary for
“Drivers” is Rs.7000
 For “Tea Boys” it is
Rs.6500
 For Administrative Staff
like HR, Finance,
Marketing, and
Engineering etc it is Rs
25000.

46.  Transport allowance:
 Rs 2500 are given to female employees only, if they travel
on local transport.
 House Rent:
 30% of the basic salary is given to each senior/ executive
level employee.
 Overtime:
 All employees are entitle for the overtime more than 130
hours per month .For overtime UFONE have specific
formula that apply on the employees gross salary, due to
which every employee have different per hour overtime
rate.
 If an employee has worked for more than the regular time,
they claim for the overtime amount other than their salary
which they receive the next month. Overtime claim have to
be approved through HR department.
 Children Education allowances:
 1 gross salary per year

47.  NON MONETORY COMPENSATION:
 Assistant Manager Level:
 10,000 Car allowance + 180 Liter’s petrol / Month
 Manager level:
 10,000 Car allowance + Car + 180 Liter’s petrol / Month+ Blackberry
 Senior Manager:
 Islamabad Club Membership + BMW Car + House + Foreign Tours
 Grade A 500 minutes + 500 Rs mobile usage. Same like this all
other benefits.
 After every Two years Ufone give the amount of Rs 6000 to lower level
employees if they want to purchase a new mobile and this limit
increases as grade increases. At each stage the amount is different.
 Medical Allowance:
 1 gross salary per year is given to each employee; half is given in mid of
the year and remaining half will be given at the end of the year.
 Health Insurance:
 Like all other cellular companies Ufone also provides health insurance
policy to its employees.

48.  Loan Insurance:
 At Ufone loan insurance policy is also provided to their employees through banks.
 Leaves:
 20 holidays
 7 Casual and 10 sick leaves are given to each employee at all level.
 Food Expense:
 Company pays 60% of the expense came over the food while 40% has to be paid by the
employees.
 Expense Claim:
 The expense Claims are the expenses which an employee make on the behalf of the
company E.g. fuel used for business travel, overnight stays on a business tour etc,
such claim are made while returning back to the office , after the whole process the HR
pay them back the next month along with their salary.
 Medical Claim:
 Different medical facilities are provided to employees at different level of hierarchy, so if
any employees make use of this facility they can claim for the amounts to be return next
the month while submitting the hospital receipt. Their medical clearness is done by the HR
department.
 Mobile deduction Claim:
 Such an expense claims which are made if an employee has made long duration call for
the official purpose and they have exceeded the limit given to them then they can make a
claim by attaching a copy of mobile bill and if its valid then HR department approved it and
pay the employee their claimed amount along with their monthly salary of the following
month

49. INTRINSIC COMPENSATION:
 Recognition of The work:
On Jan 29 (anniversary of Ufone).
Employees who is working in Ufone for seven years or more than
seven years gets Cash Rewards, Trophy, badges and other things.
 Retirement benefits
 Provident fund
 Gratuity fund
 Provident Fund:
 All permanent confirmed employees are eligible for membership of
Ufone Employee Provident Fund Scheme. An employee contributes
8.33% of month basic salary in a year and an equivalent amount is
being contributed by the employer.
 SALARY SURVEYS
 Collections of salary and market data, it includes average salaries,
inflation indicators, cost of living indicators, salary budget
averages. Ufone conducts its own market survey and match its
standards with other telecommunication companies specifically with
Mobilink and Telenor.
 (Research firms and personally)

50. MAINTAINANCE
 Ufone retains its competent employees by managing
employee relations and effective communication
 EMPLOYEE RELATION:
 Group activities and ceremonies:
 Ufone maintains the employees and motivate them by managing
good relations with them and by recognizing them.
 The employees at Ufone are very devoted as they are given a
wonderful learning environment to work.
 Ufone manage good employee relations by:
 Annual employee day
 Birthday celebration
 Good working environment:
 Ufone successfully caters to the needs of its workforce.
They have provided them good working environment
they are given the facilities of:
 Cafeteria
 Gym
 TV lounge
 Sports clubs
 Recreational trips.

51. Ethical and fair practices:
 Fair treatment and justice in:
 Promotion and transfer decisions
 Fair performance appraisal
 Fair hiring procedure
 Complaints system
 When all practices are perceived fair by employees and their
complaints are addressed, they are satisfied and it helps to reduce
employee turnover.
 Attractive pay and Rewards:
 Pay offered to them is also very attractive. Chance of progress
motivates them to work more.
 On achieving different target different intrinsic and extrinsic rewards are
given.
 Equal Employment Opportunity:
 Equal Employment Opportunity (no discrimination in terms of gender,
race, age, national origin, religion, involves complaint investigation,
interpretation and policy, monitoring performance).
 Ufone is not just an equal opportunity employer, but also a platform
enabling the collective sharing of creativity and business solutions by
innovative minds.

52.  Organizational culture and Core values:
 Their values revolve around mutual respect and
integrity, teamwork, creativity, and empowerment.
 They take pride in providing a challenging work
environment where the best graduates and highly
experienced senior personnel are well-placed.
 Training and Development Opportunities:
 Employees are granted numerous opportunities to
enhance their professional as well as soft skills.
 These opportunities include trainings based upon
modern employee motivation models.
 According to them their human resource is their
biggest assets and they want committed people.

53. EMPLOYEE COMMUNICATION:
Keep communicating:
 They keep employees up to date concerning the status of the company
and its prospects.
 Be transparent:
 They make an effort to communicate all company news whether good
or bad, without “sugarcoating” the bad news.
 Speak to each employee independently and inform them of how they fit
into the company’s plans for expansion.
 Ufone performance appraisal system is very effective after every six
months everybody knows that what their score is. They provide clear
information regarding performance goals, on which criteria employee is to be
evaluated and proper communication of feedback on positive and negative
performance. Ufone is a performance oriented organization so they
compensate their employees on the basis of their performance.
 Ufone also adopted the Competitive approach for compensation, because of
this system every employee know what the other organizations are paying for
the same job and what they are getting is fair or not.

54. SWOT ANALYSIS
 STRENGTHS:
 Ufone has well established HR
department.
 It has state of the art Human
Resource Information
System.
 Ufone has the Market
Competitive Pay Structure.
 Equal training opportunities
are provided.
 Effective and fair Performance
Appraisal System.
 WEAKNESS:
 More focus on Internal
Recruitment.


55.  OPPORTUNITIES:

 If Ufone gave equal importance to External
Recruitment, then they will have diverse pool of
candidates with increased productivity.
 THREAT:
 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.
 Other cellular companies pay equal attention to
external recruitment, so they have the threat of losing
the competent employees from external sources.

56. CONCLUSION:
 The HR department at Ufone is the foundation of organization as it is
meant to take care of the employee, employees who are the “biggest
asset” an organization has. The HR team hires highly qualified and
competent individuals through a screening process. Outsourcing
makes sure that the selection is free from biases. The skill of
employees is developed through proper training & development
phases. This becomes a major factor in the career growth of an
employee. All the employees in Ufone are equally treated; there is
internal equity as well as external equity. They have a fair
performance appraisal system. They are compensated on the basis
of performance and competitive approach is adopted for
compensation, because of this system every employee knows what
the other organizations are paying for the same job and what they are
getting is fair or not. The staff at Ufone is given incentives and rewards
so that motivation and encouragement is expressed. They maintain
the employees by employee communication and good employee
relations. The HR team is doing a very satisfying job with the
employees, yet there is always some room for improvement.