MULTINET PAKISTAN (PVT.

)
LTD

REPORT ON
HUMAN RESOURCE PLANNING PROCESS

SUBMITTED TO SHAH SAAD HUSSAIN

SUBMITTED BY:

JAVERIA REHMAN
23705

[Type here]
 TABLE OF CONTENTS

PAGE NO

EXECUTIVE SUMMARY 3

OBJECTIVE OF THE STUDY 4

ORGANIZATIONAL CHART 5

6
BRIEF HISTORY

HR PLANNING PROCESS IN MULTINET PAKISTAN PVT LTD 7

JOB ANALYSIS WORK FLOW 8

9
RECUIRTMENT AND SELECTION

COMPENSATION AND BENEFIT 10

RECOMMENDATIONS 11

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 EXECUTIVE SUMMARY

The purpose of this report is to enhance our knowledge and gain practical experience
regarding how the companies apply Strategic Human Function. This report discusses the
responsibility of Multinet Pakistan (Pvt) Ltd Management, to have Human Resource as a
strategic business function in the organization and have it not to just attract, retain and
motivate employees but also help in evolution of HR function, link HR strategy with the
business strategy, barriers and the company weakness in HR function and remedial measures
taken to ensure company HR strategy and Business Strategy is complete fit.

The Human Resource (“HR”) Planning provides the adequate and qualified human capital to
the company as per the changing requirement of the business. The effective planning helps
the company in hiring the qualified staff which helps in attaining both short term as well as
long term goals of the business. The inappropriate planning of human resources may hinder
the operation of the business which affect the market value of the company. The short term
planning helps in determining the current need of the business and the long term planning
helps in estimating the human resources required with the change in the activity of the
business. There are many internal as well as external factor which affect the demand of the
human resource in the particular organization.

Fiscal Year 2020 was a difficult year for the company with operational challenges stemming
from economy, energy shortage and poor law and order situation in the country. The root
causes of the problems Multinet is facing are failure by employees to make good decisions,
confront negative news, and make a convincing business case for immediate action. The HR
processes that must at least be considered as suspect include rewards processes, training
processes, performance management processes and the hiring process are discussed in the
report.

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OBJECTIVE OF THE STUDY

 To find out the strategic HR planning process in telecommunication firm i.e. Multinet
Pakistan Pvt. Ltd (“Multinet”);
 To inspect and study the HR planning process including flow chart and other
materials; and
 To give remedial measures to ensure alignment of HR and Business strategy.

BENEFIT OF THE STUDY

This report will increase the practical exposure of human resource as a strategic business
function. It will provide a deeper understanding of how companies apply Strategic Human
Function Planning as part of their vision, mission and overall strategy in their company

CORPORATE PROFILE

Multinet, is one of the premier information and communication solution providers for leading
enterprises in the region. Being the “Trusted Infostructure Partner in the Region”

Multinet is known for its reliable connectivity solutions on its 12,000+ km long self-healing
and scalable optical fiber network covering over 120 cities of Pakistan, as The Company as
diversified portfolio of managed services solutions and a large array of IT related services.

Multinet excels at addressing the diversified communication requirements of its customers

through its extensive product portfolio, nationwide long-haul network, overarching footprint
of international POPs and terrestrial extension into neighbouring countries. The company
provide specialized solutions to our valued customers ranging from Single/Multi-site Local or
International Data solutions, Internet connectivity & IP Transit solutions, Backhauling
Solutions, Cloud Computing & Data Centre services, Enterprise Voice & Video
Conferencing Solutions as The company as Virtualization and VSAT solutions

Multinet’s comprehensive solutions portfolio, remarkable enterprise market share, a team of

highly skilled telecom professionals and exemplary services make it “The Partner of Choice”
for its customers stretching from Top Global Enterprises to Small and Medium Businesses.

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Multinet takes pride in the unwavering trust that our customers have expressed in doing
business with us for over a decade now.

ORGANIZATIONAL CHART

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BRIEF HISTORY

Multinet was previously owned and was a subsidiary of Axiata Telecom - a Malaysian
telecom giant, however in 2018 it diluted its shares and they were bought by Mr Adnan Asdar
current Chief Executive Officer and Executive Director and co-founder.

The Human resource function initially was under developed with basic HR functions such as
Payroll and simple data entry system of the employees. Over the years HR function evolved
with installation of state of the art Oracle Technology MiHCm and HCM Cloud.

HCM CLOUD

HCM Cloud would be the central HR software that provides unified & secure HR experience
with seamless scaling across HR functionalities. HCM Cloud is designed to run on Microsoft
Azure; thus guarantees Performance, Security and Efficiency of the HR data stored in the
system. Now, businesses can confidently maintain sensitive employee data on cloud, while
enhancing HR performance on secure and efficient cloud infrastructure.

Multinet provides state of the art HCM solution on cloud (SaaS) that digitalizes the HR
domain of an organization providing flexibility, reliability, security and accessibility for HR
operations.

They are enabling organizations to move to a comprehensive digital HCM platform, with
seamless scaling across functionalities, delivering a consumer grade user experience to all
stakeholders of the organization.

Seamlessly integrated functionality across HCM Core to Talent Management

Localized version of HCM cloud that includes localized payroll and HR practices
Flexible, highly available and secure HCM cloud solution with identity integration.
Analytics offered by HCM Cloud have the potential to assist HR in recognizing
historic trends and even take predictive approaches to align HR and talent strategies
with Business Needs.
Ability to integrate with custom functionality & other system’s API
Hosted on state of the art infrastructure of Azure & Multinet.
Multinet proudly advances in the Domain of HR & technology as the authorized
partner and distributor for Micro image HCM solution, Sri Lanka.

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 HUMAN RESOURCE PLANNING PROCESS

Dimension HRM at Multinet

Recruitment Multinet uses the process which involves series of steps to identify the skills and
Selection knowledge of the employee and makes huge effort to acquire the right resources.
The company makes a huge effort to motivate there employee towards the work
Compensation and
by proving various salary and perks which helps the company to attain its goals
benefit
and objective.
Training and Multinet makes a huge effort in providing training to their employees to attain the
development quality outcome from their workers and offer quality service to its employees.
Performance Performance management of the organization is to determine the required
Management performance targets of the organization for the year.
Employee
The decision making is quick due to adoption of formal chain of communication
Relations

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 JOB ANALYSIS WORK FLOW

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RECRUITMENT AND SELECTION
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Multinet handles its own recruitment and selection process. It believes that talented and loyal
workforce plays a crucial role in the organization’s ongoing business success. Multinet is
very keen to hire very skilled personnel’s. This is why recruiting process is very meaningful
for the HR department. It provides equal opportunity chances to everyone.

Now with the passage of time Multinet has started online recruitment. Online recruitment is
very important for the progress of the company and is creating a major impact. Its online
recruitment process is very easy and useful. Because online recruitment takes less time as
compare to manual recruitment there are few steps for online recruitment process.1

Hi
ring and Selection

Advertising/C.V Collecting/ Talent hunt

Screening / Short listing
General Test (Line & Recruitment)
Interview
Candidate Finalization
Offer & Acceptance
On-Boarding
The recruitment process takes 4-5 weeks
COMPENSATION AND BENEFIT

1
Multinet Pakistan online recruitment (https://app.mihcm.com/CareerPortal/Careers?q=hVYy5D
%2BTB3jMlkEZq4xa1A%3D%3D&lang=En)

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Multinet’s entire compensation and benefits are also linked with business strategy, their
remuneration systems and annual appraisal systems are derived from corporate strategy.
Since Multinet is working in highly competitive environment and they have to maintain their
market leadership position therefore they have designed their compensation system that
encourages the quality individuation to work in this organization. They provide their
employees with state of the art facilities and salary packages so that the best in the industry
are attracted to work in the company and then they play their part in making the organization
a market leader.

TRAINING & DEVELOPMENT

Training and Development is an important component of their human resource strategy. It

keeps on adding value in their human resources by training them on hard skill and soft skill
whatever is required by the nature and role of the job. The processes starts from identifying
the training needs of each of the department. The department head either identifies the same
or the need is identified by the Learning and Development (L&D) manager. The L&D
manager after understanding the objective of the each of the department for the coming year,
asks the relevant managers to identify and evaluate the individuals in their teams that require
the training and development in certain areas of their job. These training needs can be of soft
skill and also can be of hard skills that are directly related to the job.

PERFORMANCE MANAGEMENT & EMPLOYEE RELATIONS

Below we shall see that performance management is done in Multinet, these lines will
presented the different methodologies and practices that are being adapted in the performance
management section of strategic HRM of company.

DETERMINATION OF PERFORMANCE TARGETS

The first step in strategic performance management of the organization is to determine the
required performance targets of the organization for the year. These targets are derived by
combining number of activities, first of all market analysis is done; the management analyse
the external environment so that market growth trends and competitors market share can be
understand.

Once this step is done management have the background information for dominating the
organizational performance for next year, then the next step is to decide and agree upon the
performance targets, once the corporate level targets are decided then these targets are
divided into department level targets.

ENCOURAGED INDIVIDUAL COMMITMENT

Multinet has realized the importance of encouraging the employee commitment towards
organizational objective, as without this commitment employees will not be able to achieve
the performance that organization is expecting them to achieve.

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DELEGATION, MENTORING AND COACHING

Multinet believes in delegation of power to the employees that are responsible for achieving
certain targets, as responsibility comes with authority, same is the philosophy that is applied
throughout the Multinet. Their culture is devolution of power so de-centralization, they try to
give maximum power to their employees so that they can achieve their responsibilities with
given authority.

MONITORING AND FEEDBACK

Monitoring and feedback system is an important part of the organizational performance

management; same is the case with Multinet. They have proper monitoring and feedback
system that helps us monitoring the performance and individuals and teams. They have a
quarterly performance management system that relates the performance of the employees
with their objectives of that quarter. After the evaluation and monitoring of the performance
of teams then feedback is provided to them.

HANDLING UNDER-PERFORMANCE

Multinet handles the underperformance of their employees by having a proper monitoring

system, they first evaluates the performance of the employees, then if team members are
found to be underperforming then they see that if there is any training needs. If there are
training needs then employees are sent on training, after the trainings their performance is
again monitored. If performance is found satisfactory then it is ok, if again performance is not
found satisfactory then employees are replaced to other jobs.

EMPLOYEE RELATIONS

Multinet puts special emphasis on managing good relations with their employees; they
believe that their employees are their more important assets, their human resource policies are
more focused towards managing their employee’s relations with the organization. Their
performance evaluation, benefits and compensation system is targeted towards retaining their
employees and maintaining their motivation with the organization.

RECOMMENDATIONS

Mature business in need of new products, services, markets, acquisitions or divestitures must
also plan to identify, attract or reallocate the talent necessary for revitalization and continued
competition. It is important to rightly implement human resource planning in order to create
the lead time necessary to confront potential problems

provide adequate support in terms of time, finance, facilities and so on;

disseminate and communicate relevant policies, rules and regulations to employees;

encourage employee participation and involvement as a minimum in the strategic plan

by assessing their needs, getting feedback on performance via supervisors and so
forth;

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