HRM619 Project Fall 2011 Passed Comparative Study of Training Practices of Warid and Mobilink
See the attached file please
Virtual University of Pakistan
Evaluation Sheet for Final Project
HRM619: Final Project (HRM) Credit Hours: 3
Written Work Status
Presentation & Viva Voce
Name of Student:
Topic: Comparative Study of Training Practices of Warid and Mobilink
“Comparative Study of Training Practices of Warid and Mobilink”
SUBMITTED TO THE DEPARTMENT OF MANAGEMENT SCIENCES,
VIRTUAL UNIVERSITY OF PAKISTAN
IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR
THE DEGREE OF MASTER IN BUSINESS ADMINISTRATION
Department of Management Sciences,
Virtual University of Pakistan
I DEDICATE MY PROJECT TO MY FAMILY AND MY HRM619 INSTRUCTOR MARIAM AHMED
The most merciful and beneficent” First of all I thank my Allah Almighty who gave me strength to write and complete this project by utilizing my skills and knowledge. I am also thankful for giving me spirit of patience, consistency and courage for writing the project. I extend my heartiest thanks to my seniors and colleagues who assist me on every occasion to enable me to write this project. My parents, classmates and friends come next in the list of those whom I have to thank. I am responsible for errors and mistakes presented in the report and a positive and constructive criticism will always be greeted with warmth.
This project “Study of training practices you are studying training practice not all HR practices” is an effort to explore the nature of training and development programs of two telecommunication companies in particular. Two of the main telecommunication industries in Pakistan are Mobilink GSM and Warid. Mobilink GSM in context with HRM Mobilink has a very well defined and structured department and its various policies of keeping each employee productive part of the organization are intoned with the corporate worlds requirement. Employees in the company are largely committed to their organization, have shown progress in the company and are greatly satisfied with the HR department. One of the main functions of HRM in MOBILINK is Training & development. Similarly WARID has a very well structured HRM department. Employees in the company have shown immense progress and are satisfied with HRM of WARID because WARID gives them many facilities to communicate and to give feedback freely. Along with hiring, compensation & benefits, performance appraisal, another main function of HRM in WARID is Training & Development. The purpose of this project is to study the training practices of the chosen Telecommunication companies, to compare the training practices of both companies and to identify that which company is better in terms of training practices on the basis of comparison. Data was collect from the both company employees through questionnaires and Mean test technique was used to measure the employees response. Some true finding which are found during this research.
Majority of the employees are satisfied with training practices of Mobilink as compare to Warid telecom
Table of Contents
Chapter 1) Introduction. 6
1.1 Background of the project: 7
1.3 Introduction of the organization(s) 9
1.1 Mobilink. 9
1.2 Warid Telecom.. 10
1.5 Objectives: 11
1.6 Significance: 11
1.7 Research Methodology. 12
1.8 Data Collection tools. 12
1.9 Subjects/Participants. 12
1.10 Sample size: 13
2.1 Sampling Technique. 13
2.2 Fieldwork/Data Collection: 13
2.3 Data processing and Data analysis. 13
2.5) Summary. 19
3.1) Conclusion. 20
3.2) Recommendations. 22
3.3) Limitations. 23
3.4 Bibliography. 23
Chapter 1) Introduction
"This project “Study of Training practices” is an effort to explore the nature of training and development programs of two telecommunication companies in particular. In this regard I have chosen Mobilink GSM and Warid. It must be borne in mind that every organization, whether it is a multinational, private business, government offices, etc. depend on its people. These people must be trained and kept motivated, offered good working environment and must be acknowledged at work. Talking of the Telecom industry, it is growing very fast in Pakistan, with new companies getting license. The competition is tough as a result the consumer is getting benefit and enjoying cheap call rates. With a population of 15 million countries, telecom is one of the best revenue generated industry. Two of the main telecommunication industries in Pakistan are Mobilink GSM and Warid. Mobilink GSM in context with HRM Mobilink has a very well defined and structured department and its various policies of keeping each employee productive part of the organization are intoned with the corporate worlds requirement. Employees in the company are largely committed to their organization, have shown progress in the company and are greatly satisfied with the HR department. One of the main functions of HRM in MOBILINK is Training & development. Similarly WARID has a very well structured HRM department. Employees in the company have shown immense progress and are satisfied with HRM of WARID because WARID gives them many facilities to communicate and to give feedback freely. Along with hiring, compensation & benefits, performance appraisal, another main function of HRM in WARID is Training & Development. Here it seems necessary to briefly state what are HR and what its Training & Development Practices are in particular. A human resource department is a critical component of employee well-being in any business, no matter how small. They play prominent roles in selection of employees and advising them about their suitable position in the organization and apart from that they keep a note of employees’ wages, leaves and work rights (sexual harassment, bullying and discrimination). Moreover, HR responsibilities include benefits, hiring, firing, training and keeping up to date with state and federal laws. We can say that HR is a direct link to employees. There are many HR practices that help in the creation of a highly satisfied and motivated work force. Among them training and development is a wonderful strategy that helps in the betterment of the employees and their work. This project, thus clearly highlights what are the training and developmental practices regarding the two telecommunication companies under study and what is the impact and significance of these training practices not only for the success of the company but also how they are beneficial for personal progress of the employee. It is hard to imagine a more critical, challenging and dynamic job than studying on the Training Practices of any company or organization. This research is needed so as to focus on the training practices and its requirements of both the companies, the different training techniques that they adopt to groom their new employees and last but not the least, the comparison of both companies training styles
1.1 Background of the project:
Good companies start with good people, but finding them, managing them, and keeping they is not always easy. It is the right employee training, development and education, at the right time, which provides big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution. In the field of human resource management, training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. Keeping our track towards training, this activity is both focused upon, and evaluated against, the job that an individual currently holds. Talking of MOBILINK GSM, its vision is to be the leading Telecommunication Services Provider in Pakistan by offering innovative Communication solutions for their Customers while exceeding Shareholder value & Employee Expectations. At Mobilink, their belief is that "Our people are our greatest asset. We take great pride in acknowledging the contribution each one of us makes". Their focus is on People Development and for that they ensure Staff Mobilink with world class Professionals and that the right systems are in place to encourage them to develop to their full potential. Moreover, they try to create a collaborative and mutually supportive work environment that encourages people to grow and build a team of professionals who deliver expertise by participating in business decisions. Talking of training practices or programs of MOBILINK GSM, they conduct training sessions, and train both internally and externally. Internal training is 75% and external is 25%. Their main focus is on employee training and spend maximum of their budget in their training sessions for the career development of employees. Warid on the other hand, also focuses on People Development and employee motivation. So they plan all their activities by focusing on these points. Training in WARID is not conducted totally by HR department only but is conducted by the help of the other departments as well. Training takes place in the supervision of the senior officers who are given the charge to conduct training. A whole team of experienced employees is set up for the training of the new employees. Training is given by the senior employees of the organization. The trainer has the polite attitude towards the trainee and they keep themselves in a good mood and the atmosphere is also kept friendly. Such an environment is stress free for the trainees and increases communication and confidence. Training criteria of WARID is that they give training to employees both internally and externally but 80% focus is on internal training and 20% on external training. The training methods WARID uses are out-sourcing, on-the-job training, Daily training Performance. Classroom training is the basic technique of WARID’s training setup. They are given training by the electronic medium i.e. projectors and multi-media. Also booklets are provided printed reports and projectors are the training tools of WARID. Revision takes place at the business centers from where their abilities and efficiencies are analyzed. Trainees are given 2-3 times warnings if the are mistaking. If they repeat the same mistake again and again then they are departed from the organization. It is acknowledged by us all that training enables the new employees to groom themselves and give their outputs regarding to what they have learned from the training of few days. The trainee may analyze his/her performance and the learning capabilities. And last but not the least, if such training is updated after each 6 months, it is considered as the refresher course for the current employees as well as the newly hired ones. Hence, training practices definitely have a positive impact upon the current employees so that they would be able to check themselves and would improve their weak points, and for the new employees they may learn a lot about their job and automatically find themselves in a continued effort to improve their job performance.
1.3 Introduction of the organization(s)
Today, the telecommunications industry is exposed to fierce competition. National and geographical borders no longer coincide with those of telecommunications. The same products and services are developed and offered in a number of different countries.
Since, the invention of telephone as a medium of communication, the telecommunication has been growing by leaps and bounds. Competition among different firms has led to creative and innovative solutions regarding the usage of phones all over the world. Mobile phones are one such creation, in this regard, that had taken the telecommunication industry to new heights.
Therefore, keeping the importance of mobile industry in mind, we have chosen a mobile company as our focus of study i.e. Mobilink.
A multinational, Mobilink was incorporated in 1990 in Pakistan as a private limited company and subsequently commenced operations in 1994.Since then, it has been expanding enormously and has successfully captured a major market share in Pakistan despite of the tight competition.
We would be particularly focusing on the organizational structures, strategies and organizational culture of this organization. In the upcoming chapters we have given a brief history of the both organization and a little detail about its products and services. Then, we have presented our findings in three phases i.e. 1995-2000-2005.on the basis of our findings we have done our analysis and in the end we have recommended few changes in all aspects related to our study.
Warid Telecom is a joint venture between Abu Dhabi Group & SingTel Group. Abu Dhabi Group entered into a strategic alliance with Singapore Telecom. Subsequent to this transaction in July 2007, telecom giant SingTel acquired 30% percent equity stake in Warid Telecom, Pakistan, for US$758 million. This partnership is part of a strategy to support Warid Telecom’s continued growth and to enhance its market position.
Abu Dhabi Group, one of the largest business groups in the Middle East and the single largest foreign investor in Pakistan. It has diversified business interests, offering strong financial resources and extensive management expertise that result in commercial success for several institutions.
SingTel’s investment in mobile operations include, Advanced Info Service (AIS) –Thailand, (21.4%), Bharti Telecom Group – India (30.5%), Optus Telecom – Australia (100%), Globe Telecom – Philippines (44.5%), Pacific Bangladesh Telecom (PBTL) - Bangladesh (45%), Telkomsel – Indonesia (35%) and Warid Telecom – Pakistan (30%).
The outcome of the study will be that which organization is utilizing better HR practices.
1.7 Research Methodology
For this research I was used primary data and secondary data. Primary data was collected from the Companies employees through conducting personal interview. Thus the primary source of this research is companies’ employees.
Primary source of this study were both companies customers, hence data was collect from the both companies.
I have used only both companies website for secondary data.
1.8 Data Collection tools
Data has been collected from the above mentioned companies employees, HR expert, managers, by conducting survey and offering them questionnaires to fill up
The respondents of this study were both telecommunication companies employees who are HR expert, mangers, line mangers, and supervisor
1.10 Sample size:
Sample size was 70 respondents
2.1 Sampling Technique
A non-probability sampling technique (convenience sampling) was used
2.2 Fieldwork/Data Collection:
I have written above that data would be collect from the employees by conducting personal interviews through using questionnaires tools. Time has been taken from the company management. Only relevant data was used, irrelevant and wrong data was removed in order to ensure the quality of data.
2.3 Data processing and Data analysis
Getting data in the form of filled questionnaires it was further proceed on excel sheet for analysis. For data measurement, descriptive measures like mean analysis has done to obtain the study objectives.