1: understanding how the strategic management of HR contributes to the achievement of ufone objectives
History of ufone
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 3g service 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 substantial market share in a market
Introduction of ufone
Pakistan Telecommunication …show more content…
For finding the right person for the right job SHRM is needed it’s just not about filling a vacancy. Ufone SHRM is the practice of aligning business strategy with that of HR practices to achieve the strategic goals of the organization. It’s the proactive method to attracting people, developing new strategies, rewarding their employees, and retaining employees to maximize the mutual benefit for both the employees as individual and the organization as a whole and make them stronger and more effective. Ufone’s strategy to provide a high standard of service, it has achieved by substantial market share in a market. SHRM in ufone do not work independently within a silo through interaction with different departments make them to achieve their goals As a result, the goals of a human resource department reflect and support the goals of the rest of the …show more content…
They should be able to forecast and meet the future demands of the human resources. As the competition among the telecom companies are much tougher, therefore employees are less concentrate on their job and are less loyal towards the company. Ufone is aware of the fact that their employees can leave the job whenever they get the opportunity, therefore they do not have a formal strategy for succession planning although they prefer to recruit internally whenever the opportunity arises. They do develop employees for their career planning but there is no formal succession planning as such practiced by Ufone. For the existing employees they make sure to give them incentives like bonuses, paid leaves, medical facilities and friendly environment to motivate. In order to achieve the strategic goals. Most of the time they promote the employee within the organization to fill the vacant vacancy according to their performance by using their database which is known is Human Resource information
History of ufone
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 3g service 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 substantial market share in a market
Introduction of ufone
Pakistan Telecommunication …show more content…
For finding the right person for the right job SHRM is needed it’s just not about filling a vacancy. Ufone SHRM is the practice of aligning business strategy with that of HR practices to achieve the strategic goals of the organization. It’s the proactive method to attracting people, developing new strategies, rewarding their employees, and retaining employees to maximize the mutual benefit for both the employees as individual and the organization as a whole and make them stronger and more effective. Ufone’s strategy to provide a high standard of service, it has achieved by substantial market share in a market. SHRM in ufone do not work independently within a silo through interaction with different departments make them to achieve their goals As a result, the goals of a human resource department reflect and support the goals of the rest of the …show more content…
They should be able to forecast and meet the future demands of the human resources. As the competition among the telecom companies are much tougher, therefore employees are less concentrate on their job and are less loyal towards the company. Ufone is aware of the fact that their employees can leave the job whenever they get the opportunity, therefore they do not have a formal strategy for succession planning although they prefer to recruit internally whenever the opportunity arises. They do develop employees for their career planning but there is no formal succession planning as such practiced by Ufone. For the existing employees they make sure to give them incentives like bonuses, paid leaves, medical facilities and friendly environment to motivate. In order to achieve the strategic goals. Most of the time they promote the employee within the organization to fill the vacant vacancy according to their performance by using their database which is known is Human Resource information