Faraz Ali

What is Employee relation? Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals which arise out of or affect work situations.

Mobilink

It is the company policy to ensure that the required standards of performance and conduct are maintained. The disciplinary procedure is intended only as a statement of Company policy and management guidelines. It does not form part of the contract of employment or otherwise have contractual effect. Discipline Procedure: Warning may be addressed to the employees verbally and in written through their immediate supervisor. The warning shall refer to the contraventions committed by the employee and will serve to remind the employees the he/she abide by the company rules and regulations in performing his/her work, and that this contravention should not be repeated in future. A written letter may be addressed to the employee describing the contravention committed. The employee will also be notified that a higher penalty may be inflicted on him in the contravention is repeated in future. The warning letter may be registered in the employees personal file .issuance of written warning can be recommended by the respective supervisor and HOD. It will be issued by the HR department after approval of VP HR. Deduction from the salary will be an amount of employee salary depending on the type offence and decision taken accordingly. The employee may be suspended from performing his or her duties for a period of time as conveyed in written. 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.

The Head of Department should maintain direct control of all disciplinary records. A copy of all records must be placed on the employee's personal file in the Human Resources Department. 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 These time periods may however be extended in appropriate circumstances taking into account the nature of the offence. The time period will commence from the date of the letter/memorandum confirming the warning, even though any specified time for improvement has expired.

Effects of globalization on HR process

The term Globalization has invaded the mind of every successful businessman and the concept of Global Village is a common issue in the modern business world.What really the globalization is? The answer seems simple "if a firm or an organization expands its sales or production beyond the national boundaries, then it is globalization", but it does not cover the real meaning of the term. Globalization actually means more, much more than that; it is realizing that there is a big world out there, geographically, that reaches far beyond our small community and that the world is getting closer to us all the time. Globalization is the realization that, whether we like it or not, this big world is becoming an ever increasing factor in our daily lives.The concept of globalization today has invaded the globe and the national boundaries have been virtually eliminated. So what is the effect of this? Simple, the world today has became a small but a very very complex and dynamic neighborhood. Today we live in a global village and this means that our activities have crossed the national boundaries to become global.

While general business considerations are essentially the same the world over, business styles differ greatly from country to country. He may be well equipped, trained and ready to face the situation, but he acts according to the challenges and the requirement of the situation as it comes. Globalization of business has increased the international competition rapidly. The organizations of today have become increasingly heterogeneous due to globalization. Some actually welcome change and the opportunities it presents, while others are reluctant to give up familiar ways of doing things. The human resource or the workers are proactive in finding out what skills and qualifications will be required to be an employee of demand in the coming situations. Thus globalization has increased the requirement of skill among employees and managers drastically. Thus we have no doubt that the roles of HRM have been affected largely by the globalization. To analyze whether HR is reactive or proactive in these issues first we should be able to what do Proactive or reactive meant in these context. Human resources manager of today must ensure that the appropriate mix of employees in terms of knowledge, skills and cultural adaptability is available to handle the global assignments. Globalization has resulted in drawing people of various backgrounds together in same workplace and the change is happening very quickly. HR of today's world are aware what may be happening next and they were already prepared for the today's situation yesterday.

CONCLUSION MOBILINK: To conclude Mobilink has a strong HR system. That is the reason we didn’t found much discrepancies in what management says, what policies state and what employees say. 90 % of the times they were same. There are some minor discrepancies but they are adjustable with little effort.

Conclusion TELENOR The results of our research suggest that Telenor’s Human Resource Department is working towards aligning its functions with the ideal ones as propagated by the Human Resource professionals around the world. Its current practices are not flawless. There is a room for improvement. The recruitment process can be made more compliant with the Equal Employment Opportunity Laws by making a few improvements. Amendments are required in the application form, type of interviewing and selection of outside sources of candidates. The focus is too much on reference based hiring. The drawbacks of this mode of hiring outweigh its advantages but Telenor strongly advocates it.

Telenor has fairly good training methods. It has the capacity to introduce newer modes of training. At Telenor the fault does not lie with the training processes but with the selection of the most appropriate training method for a particular job. Training serves no purpose if it does not nurture the required skills for a job. Training evaluation also needs to be more strict and quantified. The current processes do not assess the impact of the training adequately. Compensations policies currently focus on competency based pay. The problem lies in the fact that skills for every job can not be clearly defined. Even when they are identified, they are not always measurable. These policies increase supervisor bias. It is labor intensive in its introduction and sustainability and bring with it self substantial training cost. Our research shows that the current appraisal system is subject to central tendency, personal bias and results in a lot of paper work. This is because of the 360 degrees feedback system. This system is not erroneous but while using it the HR professionals should keep in mind that they are not free of biases. Telenor’s Benefit Program is an impressive one. These serve the purpose of attracting a competent pool of employees. It contributes towards employee satisfaction and retention. The only thing that lacks in this system is personalization of benefit program. This is a new phenomenon and is gaining appreciation due to its favorable effects on performance and contentment. Secondary research and interview with the HR officer at Telenor helped us in the critical analysis of their human resource functions. Based on this we came up with the steps People’s Excellence at Telenor should take in order to have a more efficient, productive Human Resource Management System. In addition to improving performance it would also help in contributing towards achieving the company’s strategic goals.