HR practices of Interloop and Mobilink

1. Strategic Human Resource Management
Presenters:
Ahmad Roqash
Muhammad Shakeel Gill

3. Company History & Introduction
• Interloop - one of the world's largest hosiery manufacturers
• Interloop was started in 1992
• Founders - MR. MUSADAQ ZULQURNAIN and MR. NAVEED FAZAL
• Interloop Spinning - 2005
• Products – Socks and Yarn
• Company turnover - exceeds $250 million
• Vertically integrated organization
• 4,000 knitting machines, 46,704 ring-spinning spindles and more than 13,000 employees
• Locations – Pakistan, North America, and Europe
• Manufacturing capacity;
• Knitting per Month – 3.3 Million Dozens
• Finishing per Month – 3.5 Million Dozens
• Spinning per Month – 2400 tons
• Yarn Dyeing per Month – 285 tons
• Sponsor – Faisalabad Wolves

4. Company’s Clients

5. Vision 2020
“To double our turnover by 2020 through value addition, process improvement & nourishing talent.”
Mission
“To be an agent of positive change for the stakeholders and community by pursuing an ethical and
sustainable business.”

6. Organizational
Structure

7. HR Department
Human Resource Management (HRM) is the term used to describe formal systems devised for the
management of people within an organization.
Responsibilities of HR manager:
 Staffing
 Employee compensation and benefits
 Defining/designing work
Interloop has more than 13000 workers. These people are surrounded by more than 1000 executive
officers, who are providing managerial input and guidance to them.
Purpose Statement:
“We ensure acquisition of capable human capital and transform them into a highly motivated
workforce through provision of a secure & congenial workplace, implementation of statutory laws,
company policies and best management practices for efficient operations of the company.”

8. HR & A Hierarchy
ED Support Services
DGM HR & A
HR Admin
DM HR DM Admin
Sr. Officer
Officer
Sr. Supervisor
Supervisor

9. HR & A Functional Layout
HR & Admin
Human Resources
Recruitment
& Staffing
Training &
Orientation
Payroll Processing
& HRIS Monitoring
Compensation
& Benefits
Legal Action Cell
Compliance
Internal
Relations
Administration
Transportation
Housekeeping,
Horticulture &
Mosque
Communication
On Campus
Facilities &
Protocols
Security

10. Enterprise Resource Planning (ERP)
Enterprise resource planning (ERP) is business process management software that allows an organization
to use a system of integrated applications to manage the business and automate many back office functions
related to technology, services and human resources.
Characteristics:
• Operates in (or near) real time without relying on
periodic updates.
• A common database that supports all applications.
• A consistent look and feel across modules.
ERP in Human Resource:
The functional areas of ERP in HR processes are;
• Recruiting
• Training
• Rostering
• Payroll
• Benefits
• Retirement and pension plans
• Diversity management
• Separation

11. Recruitment & Selection
Responsibilities:
o Job postings for non-executives: emails, notices, newspaper ads etc.
o Initiate recruitment and selection process for non-executives
o Hiring in non-executive cadre as per approved HR strength
o Master data updating of new employees in HRIS and issuance of employee cards
o Preparation and updating of personnel files for all grades.
o Reconciliation of contractor/contractual staff: reviewing & refreshing of contracts
o Recruitment, selection and induction of apprentices
o Bank account opening

12. Recruitment & Selection (cont.)
Recruitment Process (Non Executives)
1) Short listing of CVs according to the vacancy requirements from the CV bank
2) Calling the potential candidates for test and interview
3) Written test assessment
4) Interview assessment (intelligence, growth potential, appearance, confidence, qualification,
professional knowledge, experience, previous job durations etc.)
5) Salary negotiation
6) Approval sheet
7) Appointment letter
8) Employee’s data feeding in HRIS
9) Orientation and joining

13. Orientation
Orientation is basically the introduction of newly hired employees into the company. The orientation
includes;
 The history of the company
 The company’s business profile
 Employee & their roles and responsibilities
 Company’s policies
 Company’s rules and regulations
 Filling of various forms
 Employee cards
 Guidebooks

14. Training (Non-Executives)
Purpose:
Refresh the knowledge about the rules, regulations and policies through detailed presentations.
Training sessions for supervisory staff on how to deal with subordinates.
Procedure:
a) Emails with complete details of training date, topic, time and venue etc. to HODs to send their
respective subordinates for training purpose
b) Attendance is marked at the start of the training session to ensure the presence of required
employees
c) Presentation and explanation of the topic by a skilled trainer
d) Discussion and question/answers session
e) Training feedback from the participants (Training feedback compilation)

15. Training (cont.)
Maintenance of Training Records:
Complete training record of every employee is kept up to date in the ERP system, which includes;
• Trainee name and complete information
• All trainings undertaken
• Topics of the trainings
• Dates of the trainings
• Time duration of the trainings
• Trainer names
• Venues of training

16. Human Resource Information System
(HRIS)
HRIS, which is also known as a human resource information system or human resource management
system (HRMS), is basically an intersection of human resources and information technology through
HR software. This allows HR activities and processes to occur electronically.
Benefits:
Effectively plan, control and manage HR processes
HRIS offers HR, payroll, benefits, training, recruiting and compliance solutions
Flexibly designed with integrated databases
HRIS also facilitates communication processes
Example
An example of HRIS working is Salary Processing, which is as follows;
HR Deptt.
(Data of
employee’s duty
details)
MIS
(Processing)
HR Deptt.
(Verification of
salary sheet)
Finance
Deptt.
(Okay for
payment)
Salary
Transfer
(Employee’s
bank
account)

17. Personnel Files
Properly create and maintain employee personnel files will pay off in the long run;
 All the important documents relating to each employee in one place
 Easily available when it’s time to make decisions on promotions or layoffs, to file tax returns, or to
comply with government audits
 Careful documentation will protect you from legal danger when firing an employee
Contents - Job application, Resume, Resume cover letter, Education verification, Employment
verification, Rejection letter, Position job description, Job analysis records, Job offer letter or
employment contract, Employment agency or temp agency agreement, Emergency contact
information, Signed employee handbook acknowledgment form, Checklist from new employee
orientation showing topics covered and by whom, Any relocation agreements and documentation,
Any contract, written agreement, receipt, or acknowledgment between the employee and the
employer, Life of employment official forms including: requests for transfer, promotion, internal job
applications, and so forth, Any other documentation related to employment, Copies of any
performance appraisal used or employee development plans, Employee self-assessments, Records
from any formal counseling sessions, Notes on attendance or tardiness, Performance improvement
plan documentation, Disciplinary action reports, Training records, Competencies assessments etc.

18. Compensation & Benefits
Kid’s Fee:
Executives: After 10 years of continuous service, fee of one kid can be reimbursed at Rs.
2500/month until graduation. Fee slips are submitted to HR department every month for
reimbursement
Non Executives: After 10 years of continuous service, fee of one kid can be reimbursed at Rs.
500/month until graduation. Fee slips are submitted to HR department every six month for
reimbursement
Welfare Assistance:
 own marriage
 sister’s marriage
 self-marriage (female)
 daughter’s marriage

19. Compensation & Benefits (cont.)
Advance Salary:
One Installment
Based on attendance
No guarantor or witness required
Deducted from current month’s salary
At most two times advance is allowed in one year
Loan:
Loans depend on the ceiling of the department.
Loan allocation: Long term (20% of ceiling amount) and Short term (80% of the ceiling amount)
Long Term Loan (Executives):
At least 5 years of continuous service
Guarantor & witness of at least same grade is required
Time between long term loans is five years from the issuance date
Long term loan entitlement amount: Twelve salaries or 4 lacs (whichever is less)

20. Compensation & Benefits (cont.)
Short Term Loan:
Executives;
At least 1 year of continuous service
Time between short term loans is two years from the issuance date
Twelve installments
Short term loan entitlement amount: Four salaries or 3 lacs (whichever is less)
If short term loan is less than Rs. 50,000 then no audit and no guarantor is required
Non-Executives;
At least 1 year of continuous service
Time between short term loans is two years from the issuance date
Twelve installments
Short term loan entitlement amount: Two salaries (Guarantor required) and no guarantor is required
for loan upto one gross salary.

21. Long Service Benefits
After 10 years of continuous service, an employee is entitled to long service benefits, which include;
o Service award
o One month’s extra gross salary
o Kid’s fee (explained above)
o 2% OPD for self and wife (executives only)
After 15 years of continuous service, an executive employee is entitled to additional benefits, such as;
o 4% OPD for self and wife
o Guaranteed job for one eligible child

22. Leave Fare Assistance (LFA)
Purpose:
To encourage them to utilize their leaves by going out of their towns.
The LFA amount is expected to cover the major portion of their travel and boarding expenses during
their leaves.
Rules/Conditions:
 All executives of Grade E2 and above are entitled to avail their LFA after completing 12 months of
service with the company
 All executives of Grade E1 who have completed 3 years of service in the company in this cadre are
entitled to avail LFA
 Minimum 6 days annual leaves need to be availed to claim LFA
 All entitled employees will be entitled for 60% of the gross salary.
 50% of LFA amount can be sanctioned as advance on LFA holidays.
 For Grade E1 to E3, LFA will be paid without the need to produce any documents.

23. Leave Fare Assistance (cont.)
 For Grade E4 and above, remaining/balance 50% amount of LFA will be paid subject to the
provision of bills for 25% of total entitled amount. Bills e.g. travelling/boarding and lodging for
self and family are admissible but other expenses will not be treated
 In no case LFA will be paid without accompanying annual leave
 Carrying forward of LFA payment to the next year will not be admissible in any case
General Guidelines:
All leave applications will be approved by as follows:
Grade Approving Authority
E1-E3 / below HOD Sectional Head or HOD
HOD and above Functional Head / Director concerned

24. Reimbursement Claims
Reimbursement is an act of compensating someone for an expense. Often, a person is reimbursed for
out-of-pocket expenses when the person incurs those expenses through employment or in an account
of carrying out the duties for another party or member.
Common examples are firms compensating individuals who buy supplies for their companies, or
firms compensating employees on field or out-of-town assignments who pay for their stay and
transportation.
Reimbursement can be of many types like day care, mobile expense, transport, medical expense,
study expenditure etc.
Reimbursement claim form is filled and submitted to HR department along with billing receipts and
signatures of relevant authorities.

25. Health Insurance
Jubilee Life Insurance Company provides health insurance to the
Interloop’s employees on the following conditions:
• Employee’s gross salary must be more than Rs. 18000 at the time of
joining
• Only children and spouses are insured
• Eligibility of Employees & Spouses (min. eligibility age is 18 years, max. eligibility age of Entry is
59 years, max. eligibility age of Expiry is 65 years)
• Eligibility of Dependents (maximum eligibility age of Entry is 24 years (No age limits for
unmarried daughters)
• Min. of 24 hours stay in hospital (only on doctor’s referral)
• Only one wife can be insured at a time
Entitlement Amounts:
Grades Names Amount per
Individual
(Rupees)
Room Charges
(Rupees)
Maternity Charges
(Normal Delivery)
(Rupees)
Maternity Charges
(C-Sec. Delivery)
(Rupees)
A Managers and
above
3.75 Lacs 4500 40,000 55,200
B Sr. Officer to D.M. 3 Lacs 4000 35,000 47,600
C Upto officers 2.25 Lacs 3500 30,000 40,200

26. Health Insurance (cont.)
Benefits:
 Hospital Stay
 Doctor visits during stay
 Surgery
 Specialized Diagnostic Test (CT scan,
Angiography, Biopsy, Endoscopy etc.)
 Inpatient Treatments
 Emergency Accidental Treatment
 Pre-Hospitalization
 Post-Hospitalization
 Per day room limits
 By-birth defects, problems and diseases
 Cancer
 Hepatitis
 Prenatal treatment
 Childbirth
 Postnatal treatment
 Complicated Delivery

27. Group Insurance
Entitlement Conditions:
Eligibility age limit is under 60 years
Every employee is insured from day one
Types of cases:
I. Accidental (Fracture)
II. Death
Correspondence:
Semi-annual payments to insurance company
Annual payments to insurance company in special cases
Update of addition and deletion of employees to the insurance company
Update of employees’ grade changing to the insurance company
Formula:
“Payable amount per employee = Insurance company’s Rate X
𝑺𝒖𝒎 𝑨𝒔𝒔𝒖𝒓𝒆𝒅
𝟏𝟎𝟎𝟎
”

28. Group Insurance (cont.)
Entitlement Categories:
Grades/Ranks Sum Assured (Rupees)
NA,0, 1, 2 ,3 & 3A 4,00,000
E1, 2 & 3 8,00,000
E4,5,6 & ME 1,000,000
E7 & 8 1,400,000
M1 2,000,000
M2 3,000,000
M3 4,000,000
M4 4,000,000
M5 4,000,000

29. Performance Appraisals
Executive Appraisals:
 Performance appraisal rewards are awarded at the start of every calendar year (January)
 Performance appraisal is carried out by the Organizational Development (OD) Department
 Increment and performance rewards depend on the evaluation done by the Incharge, HODs and
immediate heads
 120% of one gross salary was awarded to all the executive employees at the start of 2015 (This
percentage varies every year according to the budget)
Non-Executive Appraisals:
 Performance appraisal rewards are awarded at the end of every financial year (July)
 Performance appraisal is carried out by the Human Resource Department
 Types of bonuses;
i) Workers Participation Provident Fund (WPPF): 180 required working days. Bonus has an
inverse relation with the salary (More the salary, lesser the bonus and vice versa)
ii) 10-C: 90 required working days and bonus is equal to one gross salary

30. Social Security
Interloop pays the contribution of every entitled employee on monthly basis.
Entitlement Criteria:
One gross salary should not be greater than Rs. 18000 at the time of joining.
Facilities Provided:
Leave Reimbursement in case of Sickness
Reimbursement of Maternity Leaves
Funeral Expenses
Reimbursement of Iddat Leaves
Compensation in case of Injury during Work
Daily Allowance (Hospital stay)
Travelling Fares (Rs. 1.25 per km)
Hajj Draw

31. Labor Office
Educational Scholarship:
Employees and their children who are studying above matriculation level
There are three categories of scholarships:
i) Category 1 (Intermediate level) – no eligibility criteria
ii) Category 2 (Bachelors level) – at least 3 years of service
iii) Category 3 (Masters level) – at least 3 years of service
Death Grant:
• In case of the employee’s death during service, his legal heirs are entitled to Rs. 5,00,000
• No minimum service time period requirement
Marriage Grant:
o Entitlement amount per daughter’s marriage is Rs. 1,00,000
o Entitlement amount for self-female marriage is also Rs. 1,00,000
o At least three years of service is required to become eligible for this grant

32. Employees Old-Age Benefits Institution
(EOBI)
• It is a public institution
• Its benefits are provided to those whose income fall or discontinue due to
old age, invalidity or death
• It is a sure and continuous flow of income
Benefits:
Old Age Pension
Disability Pension
Pension of Legal Heirs
Old Age Grant
Estate Pension

33. Time Office
o Time office is a section of HR Department
o It is headed by time keepers
o Time keepers monitor the following activities:
 Attendance: Electronic updating in the automated and computerized system.
 Employee Card Issues: Cross on the employee’s picture, card not swiping, multiple swiping,
damaged card etc.
 Outdoor Duty (OD) Feeding: OD forms for on-executives and their feeding in the system.
 Entrance: Executives can enter without cards but through with manual attendance. Non executives
are not allowed to enter.
 Leaves Record: Complete record of full day leave, half-day leave, emergency leave etc.
 Notice Board: Maintenance of notice boards. Putting up new notices and removing old ones.

34. Bank Accounts
Types of Workplace Accounts:
1. CD Account:
 For employees with salary less than Rs. 25000
 Most non executives fall in this category
 All bank charges are applicable such as Tax deductions, ATM fee, Checkbook fee, etc.
2. GD Account:
• For employees with salary more than Rs. 25000
• Most executives fall in this category
• No bank charges are applicable

35. Car Policy
Purpose:
To provide vehicles to Company employees in Executive Cadre for official and personal use.
Entitlement:
Responsibilities:
Option to change the brand
Insurance
Replacement
Vehicle Allowance;
Grades Vehicle Make Ownership
(Years)
Petrol
Allowance
(Liters per
month)
Driver
Allowance per
month
(Rupees)
M3 Honda VTI
Oriel
Prosmatic
5 Actual Driver
allowance will
match the
min. wage of
drivers as
notified by
govt. from
time to time
M2 Honda VTI
Prosmatic
5 400
M1 Honda VTI
Prosmatic
5 350
E8 Toyota Corolla
GLI (1300cc)
5 300
E7 Toyota Corolla
XLI
5 250 N/A
E6 Suzuki Swift
DLX
5 220 N/A
E5 Suzuki Cultus
VXR
5 175 N/A
Grades Car Allowance per month
(Rupees)
M1-M3 8500
E8 8000
E7 7500
E6 6000
E5 5500

36. Travel Policy
This policy is applicable to all employees working in executive cadre i.e.
grade E1 and above in permanent or contractual employment.
Travel Entitlement:
Designation Grade Road Air (Domestic) Air (International) Train
Executive Director M3 Actual Business Business AC
Sr. Gen. Manager M2 Actual Business Business AC
Gen. Manager M1 Rs. 12 / km Economy + Economy AC
Dy. Gen. Manager E8 Rs. 12 / km Economy + Economy AC
Sr. Manager E7 Rs. 12 / km Economy + Economy AC
Manager E6 Rs. 12 / km Economy Economy AC
Dy. Manager E5 Rs. 12 / km Economy Economy AC
Asst. Manager E4 Rs. 8 / km Economy Economy AC
Sr. Officer E3 Rs. 8 / km Economy Economy AC
Officer E3 Rs. 8 / km Economy Economy AC
Asst. Officer E1 Rs. 8 / km Economy Economy AC

37. Legal Action
A legal cell is formed in HR Department which is responsible for taking
legal actions against wrong doers and law breakers.
Causes of Dismissal & Legal Action:
• Regular absences without intimation
• Absence without intimation for 10 days
• Peace threatening actions
• Theft and misuse of Company assets
• Voluntarily damaging Company assets
• Abuse of authority
• Irresponsible behavior towards work
• Violating Company rules and policies
• Arriving late at work
• Disobeying seniors
Decision Types; Termination, resignation, strict warning, warning etc.

38. Grievance Handling
Grievance is a complaint that has been formally presented to a management representative or to a
union official.
Ways to Launch:
 Through Department
 Grievance Cell (In person)
 Suggestions & Complaint boxes
 JWC (Joint Works Council)
Grievance Handling Process:
• Inquiry of matter
• Report and Suggestions
• Corrective Actions
• Displaying on Notice board / Concerned person

39. Child Care Center
Responsibilities of HR:
 Maintenance of child care rooms
 Decoration
 Providing toys and other learning materials
 Hiring of capable attendants
 Hiring qualified teachers for children
 Strict supervision of the child care staff
 Training of attendants
 Child friendly furniture and environment
 Provision of clean drinking water and food
 Training and regular meetings with parents
 Children’s attendance record
 Staff’s attendance record
 Provision of dedicated telephone line
 Sanitation
 Clean and enough number of bathrooms
 Proper ventilation and temperature control

40. Final Settlement
Procedure:
Clearance Form is filled
Exit Interview
Running End Employment in ERP
(Final settlement dates & bonuses)
Running Attendance in ERP
HOD’s Signature
Tax Department
Audit Department
Finance Department
Dues Transfer to account
or Cash office
Resignation/Retirement

42. Company History & Introduction
• Mobilink - Pakistan's largest cellular company
• Mobilink was started in 1994
• First GSM (Global System of Mobile communication) cellular mobile service in Pakistan
• It was a joint venture by Saif Group and Motorola Inc.
• Products – Jazz and Indigo
• Total numbers of subscribers are about 12 Million
• November 2015 - Mobilink announced its merger with Warid Pakistan (completed in July 2016)
• Branch offices; Lahore, Karachi, Faisalabad, Rahim Yar Khan, Sukkur, Peshawar, Quetta, Swat,
and Kohat
• Customers; Major part of corporate sectors, Armed forces, Business communities, Govt.
organizations, Teenagers, Students, Shopkeepers, Bankers etc.

43. Vision
“To be the leading telecommunication services provider in Pakistan by offering innovative
communication solutions of our customers while exceeding shareholder value and employee
expectations”
Mission
“To be the unmatchable mobile system of communications in Pakistan this provides the best value to
its customers, employees, business partners and shareholders.”

45. HRM Department
HR Mission Statement:
“To lead the organization in enhancing its human capital and creating a winning environment where
everyone enjoys contributing to the best of one’s ability.”
Mobilink will achieve this by:
• Inspiring and motivating its people.
• Developing its people to strive for higher standards.
• Driving an open minded and enterprising corporate culture where people through leadership at all
levels dare to dream, dare to try, dare to fail and dare to succeed.
• Attracting and recruiting the best talent

46. HRM Department Sections Employee services
• Payroll information
• Leave and medical record
• Final settlements and provident fund
• Policies and procedures
• Employees record and recreation
 OD and Effectiveness
• Training plan
• Talent management
• Performance management
• Employees retention
• Orientation employee communication
 Staffing and compensation
• Staffing plan and HR budgeting
• Management trainee and internship program
• Interviewing and selection
• Headhunters
• Compensation, benefits and incentive

47. HR Strategies
Development of HR strategies/policies/practices:
Mobilink’s Competitive Environment
Economic, Political, Demographic,
Competitive and Technological Trends
Company’s Strategic Situation
Company’s Internal
Strengths and Weaknesses
Organizational Performance
Company’s Strategic Plan
Company’s HR strategies
Formulation of HR policies Formulation of HR practices

48. Recruitment & Selection
Internal Recruitment:
 Internal candidates has to be a confirm employees of Mobilink of who have completed a one year
of service in their existing designation
 Selected candidates are required to join the new job/position after getting clearance from
supervisor and will be on probation for a period of three months
External Recruitment:
 No candidate under age of eighteen can apply for the job
 Heads are responsible for hiring procedures
 Human resources jointly with the department heads decide the salary range
 Minimum qualification must be a bachelor degree
 Candidate are required to successfully complete any job related selection test given to them.
The HR department is responsible for overall administration of the assessment center including
training of the assessors.
The HR department provides details of remuneration package and terms and conditions of service,
prepares appointment letter, service agreement and finalizes other documentation for service record.

49. Orientation
Orientation is basically the introduction of newly hired employees into the company. The orientation
includes;
 Introduction of a new employee to his/her job and the organization
 A program designed to help employees fit smoothly into an organization; also called socialization
 Orientation or socialization is designed to provide new employees with the information needed to
function comfortably and effectively in the organization
 Orientation may exceed to few months until he get the feeling of affiliation and get to know the
organization well

50. Training
At Mobilink, there is a continuous assessment of the technical and managerial skills.
Formal training programs offered at all levels
The employee are trained periodically either locally or abroad according to preplanned schedules
Training Methods:
 On Job Training
 Special Training Sessions
 Team Building
 Problem Based
 Refresher Courses
Types of Training in Mobilink:
On a general basis the training done in Mobilink can be divided into two categories:
I. Soft skill training
II. Technical Training

51. Training (cont.)
Soft Skill Training:
Helping your employees develop a stronger base of knowledge on topics that affect their personal
lives can make them more productive and less distracted in their jobs.
This may include the following things;
o Conflict management training
o People management training
o Communication skills
o Anger management
o Time management training
o Teamwork training etc.
Technical Training:
This type of training has direct effect on the job of the employee. Specific skills are focused like;
o Customer Services training
o Sales related training
o Marketing and technology training etc.

52. Performance Appraisal
Objectives:
To measure the work performance
To motivate and assist employees in improving
their performance
And achieving there professional goals
To identify employees with high potentials for
advancements
To identify employees training and development
needs
To provide a solid path for career planning for
each individual
Appraisal category Definition of category
% Of total numbers of
employees which can be
rated in this category
1.expert Indicates exceptional
performance
15%
2.very Good Indicate performance that
consistently meets the
requirements of the
position,” very good”
indicates the individual is on
track for advancements
10%
3. Good Indicated performance that
requires improvement (i.e.
meet requirements without
initiative or advancement)
8%
4. Basic Performance to be improved
(hardly meets requirements)
5%

53. Career Planning & Development
The Mobilink HR department develops the employee’s career development plans in which the HR
department predicts the next logical step for their employees within five years.
Career planning and development is one of the basic tool and strategy Mobilink is using for retaining
their employees.
Promotion Policies:
It is 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
However, employees who may not get a chance of promotion due to the non availability of an
existing slot, will be compensated by being “moved over” with in the new salary range specified by
the company.

54. Reward System
Mobilink considers its employees not just as a cost but also as a resource in which the company has
invested from which it expects valuable returns.
Compensation and benefit plans:
Compensation and benefit plans are particularly based on performance.
Salary policy:
The company will pay salaries of the employees as fallows;
All new employees have to open bank accounts in specified banks prescribed by the company
After opening account with the bank employees should forward his account number to HR
Upon termination of services the employee will receive his salary within 15 days up to the time of
date of his last working day
Upon resignation the employee will be paid his dues during a maximum period of 15 days from the
date he left the job
Promotions:
In Mobilink promotions are based on the merit and seniority (experience) basis
The one who performs well consistently over time gets reward in the form of promotion

55. Reward System (cont.)
Bonuses:
 The employee may receive 1 to 3 month bonus subject to evaluation of accomplished objectives
 The reward system is based on the individual performance. The manager of respective departments
recommends a candidate from his section for the reward purpose to HR
Reward Categories at Mobilink:
Smart/Quality work Exceptional performance in a project
Targets achievements Special assignments
Medical care Life insurance
Vacations Relocation
Credit advance policy Recreation
Club Policy Travel Education assistance policy
Mobile phone Business mobile phone policy
Official Blackberry Policy Life insurance
Medical entitlement

56. Employee Relations
It is the company policy to ensure that the required standards of performance and conduct are
maintained.
Discipline Procedure:
• Warning may be addressed to the employees verbally and in written through their immediate
supervisor
• A written letter may be addressed to the employee describing the contravention committed
• Deduction from the salary will be an amount of employee salary depending on the type offence and
decision taken accordingly
• Temporary suspension
• Unauthorized absence of more then two times in Six month can result in termination of
employment
• An employee who is absent from the job with out satisfactory explanation is considered to be an
unauthorized unpaid absence
• Discrimination, intimidation and harassment based on sex, race, religion, age, color, disability,
sexual orientation and cultural background is prohibited at the workplace

57. Employee Relations (cont.)
All warnings will remain upon the employee's personal file indefinitely, but will normally be
disregarded for disciplinary purposes after the following periods:
• Stage 1 - Verbal warning: 03 months
• Stage 2 - Written warning: 06 months
• Stage 3 - Final written warning: 12 months
• Stage 4 – Dismissal
Penalties:
Employee’s services may be terminated in following cases;
o Insubordination
o Dishonesty
o Violation of safety rule
o Indecent conduct
o Intoxication
o Willful damage to property etc.

58. Motivation
Mobilink is highly aware of how to motivate its employees in the best way.
There is a well-devised system that MOBILINK follows for the purpose of motivation. It includes
both financial and non-financial rewards such as;
Medical
Dental
 Vision and life insurance
 Retirement plan
Educational refund assistance
Paid vacation days
Family and work life balance benefits
Profit sharing plan
Annual bonus opportunities
Company cars etc.