MULTINET PAK (PVT.
) LTD
REPORT ON
STRATEGIC HUMAN RESOURCE
MANAGEMENT
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
CORPORATE PROFILE 5
VISION / MISSION/ CORE VALUES 6
ORGANIZATIONAL CHART 7
EVOLUTION OF HUMAN RESOURCE 8
LINKAGE OF STRATEGIC HR AND BUSINESS STRATEGY 9
BARRIERS IN LINKAGE OF STRATEGIC HR AND BUSINESS STRATEGY/
CHALLENGES 11
RECOMMENDATIONS 13
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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 the 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.
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, and then
the HR processes that may have influenced those decisions must be examined. The HR
processes that must at least be considered as suspect include rewards processes, training
processes, performance management processes and the hiring process which are discussed in
the report.
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OBJECTIVE OF THE STUDY
To find out the strategic HR function and its evolution in the company.
To figure out the business strategy and HR strategy both linked and aligned
To determine the barriers, the company weakness and reasons of misalignment.
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 as part of their vision, mission and overall strategy in their company
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CORPORATE PROFILE
Multinet Pakistan, 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.
Multinet takes pride in the unwavering trust that our customers have expressed in doing
business with us for over a decade now.
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VISION
To be Pakistan's Business Communications Company of choice - focused on delivering
leading connectivity solutions as measured by our exceptional service quality, reliability,
global reach, innovation and value for our customers and stakeholders
connectivity solutions
exceptional service quality
reliability
global reach
customers and stakeholders
MISSION:
Deliver superior Business Any Media (Data, Voice and Video) connectivity solutions
for Pakistan on our 100% digital fiber optic network
Be the recognized leader in all communications, market segments and markets the
company serve.
Be a customer focused organization that provides one-stop total connectivity
solutions.
Build enduring relationships based on trust with our customers and partners.
Inspire team performance excellence by being the employer of choice.
CORE VALUES
Extensive nationwide network
Overarching footprint of international POPs
Terrestrial extensions into neighbouring countries
Comprehensive solutions portfolio
Remarkable enterprise market share
A team of highly skilled telecom professionals
Exemplary support services
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ORGANIZATIONAL CHART
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EVOLUTION OF HUMAN RESOURCE
With the evolution of modern business era, that has started from 1980s, the management
practitioners and commentators has been feeling the need of taking the companies to one
direction, and they have also realized that it very important that human resource department
should be made part of the strategy formulation process and their human resource strategies
should be made while keeping in mind the business strategy of the organization. Therefore
the researchers came up with the concept which is called the Strategic Human Resource
Management, that enables the HR department to derive their practices from the corporate
strategy and they are also made part while making the business strategy/
BRIEF HISTORY12
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 CLOUD3
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
1
• https://profit.pakistantoday.com.pk/2018/07/15/axiata-to-divest-89-stake-in-multinet-pakistan-for-
1/
2
www.multinet.com.pk
3
https://myhcm.pk/
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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.
LINKAGE OF STRATEGIC HR AND BUSINESS STRATEGY
Multinet is a market leader in telecom industry, they have a competitive advantage because of
their diversification in products, services and marketing strategies, therefore their corporate
objective is to sustain their marketing leader position with the help of their diversification.
Below is the snapshot of HR strategies for various HR functions of the organization that tells
us the organization is linking their business strategy with their human resource strategy
Recruitment & Selection
Multinet’s recruitment and selection process is aligned with their business strategy, as they
are in the business of providing services and their market position is a leader with
differentiations, therefore when they recruit individuals on different seats, they have set of
core competencies that are required for each position and they check these while hiring
someone.
Compensation & Benefits
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 our case company 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
Training & Development
Training and Development is an important component of their human resource strategy. They
keep 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 start from identifying
the training needs of each of the department. They 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.
Learning
Human resource department of the organization put special emphasis on developing the
learning culture within the organization. Employees are encouraged to share their experiences
and learning with each other so that team members can have a learning culture in the
organization. Since Multinet is working in different geographical regions of the county,
therefore they make sure that employees are encouraged the learning’s regarding technical
Page 9 of 13
and marketing knowledge with each other, so that employee of one region can learn from the
experience of the other region.
Career Building
Since attracting and retaining the quality employee is challenge for the organizations working
in today’s competitive market, therefore Multinet have the policy of having a clear and well
defined career path for each of their employee.
Empowerment
Multinet is working in competitive environment and to stay ahead of competition it is very
important for organizations to have the fast and correct decision making. For this purpose
they have worked in devolution of power, decentralization of decision making and flatter
organizational culture.
Retention
As it is very important for organizations working in competitive business environment,
Multinet’s human resource practices also work in the same way, they try to retain their
quality employees to go to the competition. Their retention strategies revolve around the good
compensation and benefits, pay per performance, rewards and increments on good
performance and then having the well-defined promotional system that gives the chance to
every employee to perform and build their careers and then grow.
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BARRIERS IN LINKAGE OF STRATEGIC HR AND BUSINESS STRATEGY/
CHALLENGES:-
Strategic HRM can be very effective in organisations when implemented correctly. It benefits
the organisation in several ways. As per discussion of senior executive in Multinet Pakistan
Pvt Ltd, there are many reasons for non-alignment of business and HR strategy. It takes
strong leadership and commitment to consistently maintain the link between HR practices
and the strategic plan of the business. Here are some barriers highlighted by the staff such as
Varying levels of financial support towards the implementations and follow up of HR,
development and training policies.
There may also be market pressures due to economic difficulties which make it
difficult to recruit the preferred talent for specific roles within the organisation.
The presence of Trade Unions and threats of industrial action can also have an
adverse effect on an organisation’s development and performance in relation to the
implementation of Strategic HR Management.
The effect of globalisation is also a significant factor affecting business strategy and
HRM. As both social and business relationships in distant regions are now instantly
linked by advances in communication it is much more sustainable to manage a global
workforce. However, telecom companies such as Multinet often locate to economies
which may have lower operating costs and an attractive corporation tax rate, the
strategy will only be successful if the pool of talent with the relevant skillset is
available. In summary, this can result in an even more competitive market around
recruitment for organisations which demonstrates the challenges around linking
business strategy with HRM.
Organization’s Greatest Human Capital Challenges?
Maintaining high levels of employee engagement
Developing the next generation of organizational leaders
Maintaining competitive compensation offerings
Retaining our highest-performing employees
Retaining employees overall
Finding employees with
Increasingly specialized skills
Maintaining competitive benefits offerings (health insurance, 401(k), etc.)
Remaining competitive in the talent marketplace
Managing change due to shifting business strategies or market volatility
Creating a collaborative corporate culture
Managing the loss of key workers and their skill sets due to retirement
Adapting to a changing worker profile due to shifting demographics
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Finding the right employees in the right markets around the world
Breaking down cultural barriers that make it difficult to create a global company
Organization’s Greatest Challenges Involving the HR Function? HR Professionals’ View
69% 44% 41% 35% 33% 16%
37% 39% 48% 38% 36% 33%
Executing HR Moving HR Growing Creating Aligning HR Attractin
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organization
Currently Next 10 Years
RECOMMENDATIONS
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How Can HR Enhance Its Business Acumen? (A Bird’s Eye View)
Firms like Multinet realize the importance of providing their HR staff with exposure, there
are a range of mechanisms that could be used (job rotation, training programs, cross
functional teams, etc.).
An understanding of the business context is critical, but not sufficient. HR professionals (like
all business professionals) also need a set of tools they can use to analyse that business
context and evaluate alternative courses of action.
Most HR professionals can acquire the general and specialized finance understanding they
need without pursuing a degree in finance or business.
The alternatives are to either participate in a well-designed training program or devote time to
working through appropriate self-study materials.
The challenge is to find programs or materials that demonstrate both how financial analysis
tools can be used to improve the return on investment from HR initiatives and how they can
be used to evaluate business strategy.
The changes that will be occurring in HR are long-term structural changes. That is, although
many of the principles of HR remain the same, the way HR is executed has changed and will
continue to change.
The driving forces behind these changes will be organizational need and leadership, but to
ensure that the changes actually take place, transformation has to happen from the bottom up.
Thus change in HR must take root at every level if it is to be truly effective.
One key role for HR is to ensure that organizational strategy and organizational culture are
aligned.
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