Zong HR Report

HR PRACTICES AT ZONG
MR NAVEED
ANJUM
MS
SHUMAILA
SNR MANAGER
OD, PM & HR OPERATIONS
ADVISOR AT
SZABIST
COORDINATOR AT
ZonG
Say it all
SEQUENCE
Introduction
Zong HR Strategy &

Principles
Objective
Methodology
Scope
Zong HR Objective
Zong HR Strategy
Zong HR Guiding
Principles
Zong Introduction
Vision, Mission & Core values
Structure of Zong
Environmental Analysis
External Environmental Analysis
Industrial Analysis
Comparative study of HR
practices
SWOT Analysis
HR Department at Zong
Structure
Functions
Key Responsibilities
Zong HR Practices
HR Planning
Recruitment & Selection
Performance Management
HR Operations
Observations
Recommendations
Conclusion
Q&A
4
INTRODUCTION
OBJECTIVE
The objective of this research is to
analyze Human Resource (HR) practices
in Zong. The research project is a
requirement for the award of degree
Masters
in
Human
Resource
Management (MHRM) by SZABIST.
INTRODUCTION
METHODOLOGY
Interaction with concerned HR personnel
of Zong, and other employees.
E-mails.
Consulting HR Text Books.
Zong Website/Internet.
INTRODUCTION
SCOPE
Scope of this research is limited to
Zongs HR Department only.
ZONG INTRODUCTION
In 2004, Paktel was the first mobile
telecommunication company which
launched GSM services in Pakistan.
In 2003, Millicom, bought Paktel.
In January 2007 Millicom sold Paktel for
$284 million to China Mobile (CMPak).
So far CMPak has invested more than
US$ 2500 million in telecom sector in
Pakistan.
Cont
ZONG INTRODUCTION
CMPaks edge comes from the
experience and expertise of running
the worlds largest telecom service.
In 2007 China Mobile Company
introduced its new brand in Pakistan
called ZONG formally Paktel with
introductory slogan Say everything
or Sub Kah Do.
ZONG INTRODUCTION
VISION
Making Communication Exciting
Deliver continuous innovation
exceptional quality services.
In doing so, CM Pak will become
customers partner of choice,
industrys employer of choice
our shareholders investment
choice.
and
our
our
and
of
10
ZONG INTRODUCTION
MISSION
To be the leading mobile Operator of
Pakistan by continuously innovating and
offering exceptional quality services; to
be a good corporate citizen and envoy
of friendship between China and
Pakistan.
11
ZONG INTRODUCTION
CORE VALUES
Commitment to Customer Satisfaction.
Passion for Business Excellence.
Trust and Integrity.
Respect for People.
Responsible Corporate Citizen.
12
ZONG INTRODUCTION
CEO
(Mr Fan Yun Jun)
HR HEAD
(Mr Zhang)
COO
(Mr Fan)
PMO
DIR
MARKETING
NPI
DIR
CORP SALES
CFO
(Mr Feng)
CTO
(Mr Yan)
DIR
FINANCE
NPI
IT
O&M
ADMIN
DIR SALES &

DISTRIBUTION
CIO
(Mr Sajid)
LEGAL &
REG:
S &D M
A.S.M
B.D.O
B.D.O
13
EXTERNAL
ENVIRONMENTAL
ANALYSIS
1
4
ENVIRONMENTAL ANALYSIS
EXTERNAL ENVIRONMENTAL ANALYSIS
Immense competition with other cellular
companies like Mobilink, Ufone, Warid and
Telenor.
Other companies have huge market shares.
The ZonG external-environment includes their
external customers, agents and distributors,
suppliers, our competitors, etc.
Other forces affecting the environment e.g.;
Political forces, Economic forces, Sociocultural forces, and Technological forces.
15
INDUSTRIAL ANALYSIS
Subscribers
Zong is doing good since its fairly new in the market and still
giving competition to the old telecommunication members.
The data below shows the comparison of last 5 years subscribers
of different telecommunication organizations.
MOBILINK
UFONE
ZONG
TELENOR
WARID
Cont
16
INDUSTRIAL ANALYSIS
Market Share
Telenore
Warid
Mobilink
18%
ZonG
Ufone
27%
8%
30%
16%
Cont
17
INDUSTRIAL ANALYSIS
Males percentage
Females Percentage
Mobilink; 9%
Ufone; 23%
Mobilink; 24%
Zong; 27%
Warid; 36%
Zong; 18%
Warid; 15%
Telenor; 18%
Telenor; 20%
Ufone; 9%
Cont
18
INDUSTRIAL ANALYSIS
Training % Internally
Ufone; 25%
Turnover Ratio
Mobilink; 21%
Telenor; 21%
Mobilink; 16%
Warid; 21%
Zong; 14%
Warid; 23%
Zong; 26%
Ufone; 16%
Cont
19
INDUSTRIAL ANALYSIS
Cont
20
INTERNAL
ENVIRONMENTAL
ANALYSIS
2
1
HEADCOUNT FEB 2011
Age Analysis
Total Permanent
Employees
Total Outsourced
Employees
Avg. Age
32
Years
788
1704
51-64; 2%
41-50; 7%
31-40; 36%
20-30; 55%
Cont
22
Qualification Analysis
Staff at Locations
Under Graduate; 2% Diploma Engineer; 1%
South; 14%
Post Graduation;
Engineering
15%
Graduate; 23%
Finance Professional; 3%
MBA; 26%
M.Phil.; 0% Graduation; 29%
Central I,II,III; 23%
HQ; 48%
North; 15%
Cont
23
INDUSTRIAL ANALYSIS
HR
working
24
COMPARATIVE STUDY OF HR PRACTICES
1. RECRUITMENT & SELECTION
Sr#
HR PRACTICES
Mobilin Telenor Ufone

k
Warid
Zong
R&S Methods
Centralized
Outsourcing
Internal
External
2 EEO Compliance
91%
82%
91%
85%
90%
9%
18%
9%
15%
10%
3 Gender Diversity
A
Male %
Female %
Cont
25
Sr#
1
A
B
C
D
E
F
2
A
B
C
D
E
2. PERFORMANCE MANAGEMENT
HR PRACTICES
Mobilin Telenor Ufone
k
PMS METHOD
Formal
Annual Appraisal
Monthly Review
Quarterly Review
Bi-Annually Review
Yearly Review
PMS Decision
Probation
Separation/Extension
Contract
Separation/Extension
Transfer
Promotion
Early Retirement
Warid
Zong
26
Sr#
1
A
B
3. TRAINING & DEVELOPMENT NEEDS

HR PRACTICES
Mobilin Telenor Ufone Warid
Zong
k
TNA identification
methodlogy
TNA through PMS
TNA through Consultant
27
ZONG COVERAGE
28
SWOT
ANALYSIS
2
9
SWOT ANALYSIS
STRENGTHS
China mobile is a Strong Historical and trusted
Brand.
ContinuouslyimprovingitsNetworkServices.
BackingofWorlds LargestMobileCompany.
StrongrelationshipwiththeGovernmentandPTA.
Cont
30
SWOT ANALYSIS
STRENGTHS
Lowestratesnationwiderates.
Strongimageofparentcompany.
Networkportability.
Huge location and geographic coverage(has around
6000-7000sitesalloverPakistan).
Newtalent&freshgraduatesarepreferred.
31
SWOT ANALYSIS
WEAKNESSES
Weak brand image - still fairly new to the market.
Fresh graduates are preferred over senior and
experienced ones.
Acquisition from
environment.
Paktel
with
its
beurocratic
Work environment is very casual.

Label of Chinese Brand.
32
SWOT ANALYSIS
OPPORTUNITIES
Can expand globally from Pakistan.
Opportunity of grow its customer base due to

increasing trend of using mobile phones.
Can win the customers of its competitors by

providing them superior service on lower price.
Zong can be a pioneer in southern Punjab,

Northern areas and Baluchistan.
33
SWOT ANALYSIS
THREATS
Threats of new entrants.
Threat from other cellular brands.
Bad economic/security conditions of the
country.
Electricity & Energy Problems.
34
ZONG
HR
DEPTT
3
5
HR DEPTT AT ZONG
ZONG HR STRUCTURE
36
HR DEPTT AT ZONG
ZONG HR MANAGEMENT
37
ZONG HR OBJECTIVES
Build Capacity To Grow
Short - Medium - Long Term
Strengthen Organization &

People Capability
Institutionalize H.R Processes
/Interventions
Partner in Successful
Transformation
Become Employer Of Choice
38
FUNCTIONS OF HR DEPARTMENT
HUMAN
CAPITAL
ACQUISITION
OD &
PERFORMANCE
MANAGEMENT
COMPENSATION
AND BENEFITS
HR OPERATIONS
39
HR DEPTT AT ZONG
KEY RESPONSIBILITIES OF HR DEPARTMENT
AT HQ
HR Budgeting & Headcount Planning

Employee Record Management
Salary & Benefits Planning & Processing
Training & Development
Employee Relations, Employees Grievances
40
HR DEPTT AT ZONG
KEY RESPONSIBILITIES OF HR DEPARTMENT
REGIONS
Employee Communication and Support
Support in Recruitment & Selection
Handle Employee Logistics , exit interviews &
even management
Support in Training & Development &
41
HR
STRATEGY
&
PRINCIPLES
4
2
HR STRATAGY & PRINCIPLES

STRATEGIC ROLE OF HR
Source
Staffing Strategy and Capability
Employer Branding & Marketing
People Planning
Perform
Performance Development
Productivity/Effectiveness
Develop
Talent Management
Learning & Development
Leadership Development
43

STRATEGIC ROLE OF HR
Affiliate
Reward and Recognition Philosophy

Reward
Diversity
Employee Engagement and Culture
Initiate
Change Management Cultural
Transformation
Organizational Development
44

ZONG HR GUIDING PRINCIPLES
Align Integrate Innovate

With Business H.R Interventions H.R
Practices
Facilitate Change Effort

Build Interventions That Support Change &
Growth
High On Touch Advise & Support Line
Train People on Change & Transformation
Benchmark Best Practices
Create Impact
Tangible Results - Work Culture People
Lead in H.R Innovation
45
ZONG
HR
PROCESSES
4
6
HR PLANNING PROCESS
47
REC & SELECTION PROCESS
48
PERFORMANCE MANAGEMENT
PROCESS OF PERFORMANCE MANAGEMENT
49
ASSESSMENT RATINGS AND EFFECTS
(Performance Improvement Program)
50
ASSESSMENT RATINGS AND EFFECTS
Scoring
Grade
Increment
Percentage
Annual Performance Bonus

Disbursement
16-20% of Gross Salary
100% of the bonus declared
0%
51
ASSESSMENT RATINGS
Scoring Grade
Bell Curve distribution percentages
A
B
C
D
E
10%
15%
50%
15%
10%
A 10%
B 15%
C 50%
D 15%
E 10%
52
ZONG
HR
OPERATIONS
5
3
HR OPERATIONS
HR OPERATIONS VALUES & PRACTICES
Hajj Draws
Independence Day
celeb
New Year Celeb
Ramadan Meals & Eid
Cakes
Health Club
Flood relief fund

Swat IDPs
Environment
Protection Activities
Scholar ship Prog for
UET students
Support to rain
affecties in sind
54
QUESTIONAIRE
DATA
ANALYSIS
5
5
DATA ANALYSIS
NEUTRAL; 9%
NO; 17%
YES; 74%
56
DATA ANALYSIS
NEUTRAL; 7%
NO; 36%
YES; 57%
57
DATA ANALYSIS
Reward & Recognition
NEUTRAL; 10%
NO; 29%
YES; 61%
58
5
9
OBSERVATIONS
6
0
OBSERVATIONS
Adherence
to
organizational
HR
policies/
processes is not as required.
Female induction is less.
Senior and experienced employment candidates
are ignored.
Less efforts for Branding Zong .
Negligible services available in Southern Punjab,
Baluchistan and Northern Areas.
61
RECOMMENDATIONS
6
2
RECOMMENDATIONS
Good HR policies/processes have been devised by
the organization and strict compliance may be
practiced at all levels.
Female induction may be increased for ensuring
equal opportunities.
Senior and experienced employees may also be
given due preference and developed accordingly.
Strong Branding be done to make Zong.
Expansion in Southern Punjab, Baluchistan and
Northern Areas may be undertaken at the
earliest.
63
CONCLUSION
THANK
YOU
Khurshid Qasim Marwat
Reg.No 1055121
CONCLUSION
Zong offers several promotions, services and packages to cater

to different needs of a wide variety of customer base. They
have done considerable research In order to understand
customer needs of this country based on their cultural as well
as religious compulsions. For the first time users will get what
they want, rather than being made offers that suit operational
needs more than user needs. China mobile has proven itself as a
brand now and it seems like they are going to give competitive
environment to other cellular companies in coming days. The
hardest part of china mobile is to rebuild the image that had
been lost by Paktel. They are still a fairly new brand and their
customer base is limited in comparison to the market giants so
they need to be really innovative and use young/experienced
talent in order to reach the top.

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What is the vision and mission of Zong?

What is the vision and mission of Zong?

What are the major HR practices discussed in the document?

What are the major HR practices discussed in the document?

HR PRACTICES AT ZONG

Zong HR Strategy &

DIR SALES &

Under Graduate; 2% Diploma Engineer; 1%

Central I,II,III; 23%

Mobilin Telenor Ufone

3. TRAINING & DEVELOPMENT NEEDS

TNA through Consultant

Work environment is very casual.

Opportunity of grow its customer base due to

Can win the customers of its competitors by

Zong can be a pioneer in southern Punjab,

Strengthen Organization &

HR Budgeting & Headcount Planning

HR STRATAGY & PRINCIPLES

HR STRATAGY & PRINCIPLES

Reward and Recognition Philosophy

HR STRATAGY & PRINCIPLES

Align Integrate Innovate

Facilitate Change Effort

REC & SELECTION PROCESS

(Performance Improvement Program)

Annual Performance Bonus

16-20% of Gross Salary

100% of the bonus declared

11-15% of Gross Salary

80% of the bonus declared

07-11% of Gross Salary

60% of the bonus declared

02-06% of Gross Salary

40% of the bonus declared

00-03% of Gross Salary

Bell Curve distribution percentages

Flood relief fund

Zong offers several promotions, services and packages to cater

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