Comparative Management Report

Report on Comparative Management
Association of Southeast Asian Nations (ASEAN)
TCS BY
CHINA MOBILE BY
SINGTEL BY
TOYOTA BY
AIRTEL BY
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TCS(Tranzum Companies and Services)
Type Founded Headquarters
Logistics & Courier 1983 Karachi, Pakistan Khalid Awan "Chairman & Founder", Jamil Janjua "Group CEO", Saqib Hamdani, GCOO, Ali Leghari, Corporate Affairs Air Courier 5,000
Key people
Industry Employees
Website
www.tcscourier.com
TCS
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ABOUT THE COMPANY

TCS(Tranzum courier service), a Tranzum Enterprise, started in 1983 as an express operator rapidly establishing itself into a regional brand recognized for its quality service and unique multi-product offering. . It was founded by Khalid Nawaz Awan. He is the current Chairman and driving force behind the company. He was largely responsible establishing DHL Pakistan with his elder brother. Today TCS is not just a courier company but a complete Express Logistics service provider - TCS offers international delivery services - International Documents and Parcel Express Delivery - to over 2000 destinations across the world through its extended International Network. TCS provides express & logistics services to C2C, B2B, & B2C. TCS delivers over 4 million parcels, documents and pieces of freight in a month to over 2000 destinations worldwide by using its own & network partners' depots, hubs and sortation centres. TCS operates over 300 retail outlets, 2000, off-site locations, 200 light & heavy vehicles, over 1200 motorcycles and 4 aircraft. Ever since its inception, TCS Pakistan has continued to lead, the courier and logistics service industry in Pakistan through innovation, pioneering spirit, commitment and passion. Starting with just 25 shipments, the TCS Express saga now spans five continents. TCS with its international look now caters South Asia with over 2000 locations in Pakistan. TCS Pakistan has also largely helped redefine the very path diversified offering complete solutions and direction for the entire industry to follow. TCS offers a range of document, parcel and cargo services, many of them not offered by anyone else. It offers a wide range of document delivery services both domestic and international as well as the country's premier gift service, the Sentiment Express, through which one can send over 60 exclusive products including garden-fresh flowers, scrumptious cakes, mouth-watering sweets, cuddly stuffed toys, luxurious leather goods and elegant watches suitable for all festivities and occasions be it Eid, Christmas, birthday, anniversary, Valentine's day, promotion, to make someone feel special. The service is available to 120 destinations across the country. Tranzum Group comprises TCS Express TCS is the leading courier industry of Pakistan. With its 22 years of experience in the express courier industry, it is widely trusted for reliability, speed and convenience. TCS provides time sensitive packages and business documents delivery services across Pakistan, UK and United Arab Emirates. A wide range of document, parcel and cargo services both domestic and international are offered.
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Report on Comparative Management Sentiments-Express TCS Sentiments Express is a personalized, high valued gift delivery service offering a wide array of gifts from gourmet cakes, floral bouquets, ethnic sweets, to various other elegantly wrapped gifts, delivered with a personalized greeting card in Pakistan. Since 1989, TCS Sentiments Express has been part of TCS, the leading air express courier in Pakistan. In the time, it has become Pakistans premier gift delivery and greetings service. Intiana Intiana , a Tranzum enterprise, offers travel services for Hajj, Umrah and Ziarats. Intiana is dedicated to facilitating our customers in meeting their travel related needs with personalized services and well-trained staff for customer support. Visatronix Visatronix, a division of Intiana Private Limited, extends booking facilities for visa applicants in the non-immigrant (work, visit, study) categories for applicants all over Pakistan for Canada, India, Spain, Italy, Malta, South Africa and Greece. Applications are booked on a "Return Service Basis" at selected TCS Express Centres in all major cities. OCTARA OCTARA is an independent business unit of TCS Private Limited. With a team of dedicated professionals in the fields of event management, publications, marketing and corporate services, OCTARA is geared to provide the best possible solutions in these areas to the corporate, government and NGO sectors in Pakistan and the UAE. TCS-Aviation TCS Aviation, a division of TCS Private Limited, specializes in delivering customized air fright solutions for Freight Forwarders, Pharmaceutical Industry, Charities & Relief Organizations, Government Departments, Airlines, General Sales Agents, Oil & Automotive Industries and Brokers TCS-Logistics TCS Logistics Private Limiyed was incorporated on June 2002. Started as a transport provider however it soon grew into a total logistics solution company offering trucking, distribution & warehousing facility in response to strong customer demand. Mail-Management-Solution Mail Management Solution stands upon the single largest investment in infrastructure, made by TCS for continuous delivery of value. MMS is equipped with state of the art printing and sorting technology that has been sourced from the best suppliers across Europe and Asia Pacific. This makes TCS the only end to end solution provider in the category with the largest delivery network in Pakistan.
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ROLE OF GLOBAL HUMAN RESOURCE MANAGERS

OCTARA, a Tranzum Enterprise, provides trainings, events management, publications, marketing and public relations services to the corporate, government and NGO sectors in Pakistan , UAE & Canada. CTARA was born earlier this year as an independent business unit of TCS Private Limited to pursue business in the conceptualization of event management and corporate training. While OCTARA has no literal meaning, it implies an entity that has eight facets and therefore geared to multi-tasking. The result of an indepth consultative naming exercise, OCTARA was selected as the name of this new enterprise by the TCS Chairman Mr. Khalid Awan. OCTARA is geared to provide the best possible solutions in conceptualizing and organizing workshops, seminars, and conferences, as well as providing services in public relations and publications to the corporate, government and NGO sectors in Pakistan and the UAE. TCS launched its own HR & Management Development Services under the name OCTARA to source local and overseas trainers of repute and conduct seminars and workshops for the corporate sector. Both these initiatives have received an overwhelming response, and very favorably positioned the TCS brand image as a concerned good corporate-citizen. Once you join the TCS team you become part of a family of achievers and leaders, working in a friendly and motivating environment that presents you with many incentives to put your best foot forward and move ahead in your career. At TCS, youll find yourself on the fast track of climbing the corporate ladder with vacancies opening up to employees from within the Company. So the more you achieve, the faster you thrive. All Colleagues are subjected to professional trainings & development as per requirements throughout their careers. Long service is highly revered at TCS. Team members who hit the 10, 15 or 20 year mark, are presented with Momento of Recognition as a token of appreciation for their commendable devotion. No effort is ever gone unnoticed at TCS. Bonus and Incentives are granted during the performance year, and the size of the reward depends on ones merit. Moreover, employees who demonstrate exceptional performance are rewarded monetarily and non-monetarily with one or more of the many accolades including Employee of the Month, Achievement and Innovation awards. By partnering with the finest service providers, TCS offers its employees the best medical and welfare plans for the well-being of Colleagues and that of their families. OCTARA is working for the training and job rotation of the employees of TCS.Globally the OCTARA team is evaluating the right person for the right job and their performance for appraisal. In Pakistan the best employee is selected for the performance he or she has shown over the year and is rewarded a medal for best employee of the year.
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OCTARA (through the TCS MDS platform) has had the privilege of organizing groundbreaking events like the first international Telecommunications Investment Conference hosted by the CFA Association of Pakistan, 2nd Excellence Award Ceremony of CFAAP, ITU World Telecom Day Conference, and numerous workshops and seminars with world class speakers and trainers. Dr. Edward de Bono (Malta), Etsko Schuitema (South Africa), Bob Urichuck (Canada), Ron Kaufman (Singapore). Peter Bixby (United Kingdom), Rose-marie Fernandez (Sri Lanka), Dr. Francois Hugo (South Africa), Omar S. Khan (Pakistan), and Sandra Reeves (Singapore) have graced us with their presence and wisdom in Dubai, Karachi, Lahore and Islamabad. In the UAE, OCTARA has partnered with organizations like Right Selection, Datamatix Group, and Etisalat Academy for international and regional events. As a strategic partner to Leading Minds, OCTARA is exclusively responsible for marketing in Pakistan the premier event "Leaders in Dubai 2005" held on 28, 29 November 2005 at the Madinat Jumeirah, Dubai. The event features speakers like Bill Clinton, Madeline Albright, Mikhail Gorbachev, Kenichi Ohmae, Spencer Johnson, and Arie De Geus. On the national front OCTARA / TCS MDS has over the years partnered with organizations like School of Leadership on their Young Leaders Conferences, Sidat Hyder on their Best Practices Days, IDEAS Expos and Conferences, ITCN Expos and Conferences, SENSEI, and Abacus for the benefit of the Pakistani corporate sector. Mr. Jamil Janjua (CEO, TCS Intl Businesses) has led the OCTARA team since its inception, with Hamza Wasi Hashmi developing as a competent understudy, assisted by Mohammad Arif, Nahyan Mirza, Shakeel Akhter, Arif Ansari, Rizwan Ahmed Khan, Syed Nabi Mohammad Asif, Saif-ur-Rehman and All Worldwide TCS Colleagues. It all started with the 20th anniversary celebrations of TCS two years ago. The highly popular TCS CONNECT Forum engaged with speakers of national and international acclaim on a variety of priority issues in the corporate world. Management gurus maintain that 80 percent of a companys business gets generated by 20 percent of its customers. The TCS CONNECT Forum regaled these 20 percent of its top clients on a frequent basis at the Royal Rodale Club in Karachi. Other initiatives taken requiring creative and organizational skills were the Hyde Park Juniors Declamation competitions for teenagers, the LUMS HR Forum for corporate HR executives, the Trainers Resource Group for corporate training professionals, Project Management Institute for project managers, and Administrative Professionals Forum for the secretarial corps. All these forums were an investment in the future of HR and training and served to further inculcate the culture of human resource development where spending on HR is treated as an investment rather than an expense. Developing human capital is a flagged national and international priority, and OCTARA hopes to achieve a win-win situation whereby it serves the interests of the community through an ever improving quality of the human resource, as well as set up for itself a viable revenue stream.
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COMPETITORS
TCS is facing both domestic and foreign competition but due to their quality and market leader ship they are leading the market. Their competitive edge is quality of service and technology. Following are some of the domestic as well as foreign competitors in Pakistan.
DHL
DHL Pakistan has been operating in Pakistan since 1982 as a joint venture between DHL International and the Awan Group. DHL Pakistan and is headed by Yasmeen A. Khan, Managing Director
Speedex
In 2003, PIA(Pakistan International Airline expanded the scope of Air Express and launched a full-fledged courier service, and PIA Speedex was born.
FedEx
A worldwide network of companies providing customers and businesses with the same "absolutely, positively" zeal for service you've come to expect.
PDHS Courier
We have the opportunity to introduce ourselves, dealing and performing the job of COURIER under the name and style of PDHS (PARCELS AND DOCUMENTS HANDLING SERVICE).
OCS
It was in 1986 that OCS Pakistan (Pvt.) Ltd. first started operations as an independent courier company in Pakistan.
Pakistan Post Office

Pakistan Post Office is one of the oldest government departments in the SubContinent. In 1947, it began functioning as the Department of Post & Telegraph. In 1962 it was separated from the Telegraph & Telephone and started working as an independent attached department of the Ministry of Communications.
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FUTURE PLANS
Corporate sector is the biggest user of our services. Around 75 per cent of our entire business comes from the corporate sector while the remaining 25 per cent comes from individuals and others. The volume of business from these two main category of cients has registered a steady growth during last three years and the growing parcel business indicates that the economic reforms of the government have been successful to great extent." TCS feels that growth in near future will come from international business as evident from tremendous growth in the volume of parcels during the last few years and as trends show that remaining cost-effective in the domestic market is dependent heavily on turnover. "We have our international hub in Dubai and is now developing it into a niche. TCS has elaborate arrangements with international operators to provide the fastest connection worldwide from Pakistan. TCS has affiliations with such giants as DHL and Fedex in the US, OCS in Japan, TNT in the UK and Aramex in the Middle East to provide its customers the top notch services." TCS has 80 per cent of all the TCS shipments comprise documents while the remaining 20 per cent consist of parcels. "Though documents still make the biggest part of TCS business trends show that our business is moving towards parcels by each passing year. In last three years the volume of parcel business has registered a healthy growth of as much as 300 per cent.
Conclusion
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Report on Comparative Management TCS is one of the leading pioneers in the courier industry of Pakistan. It has a strong presence not only in Pakistan but also in the Middle East and North America TCS offers a range of document, parcel and cargo services, many of them not offered by anyone else. It offers a wide range of document delivery services both domestic and international as well as the country's premier gift service, the Sentiment Express, through which one can send over 60 exclusive products including garden-fresh flowers, scrumptious cakes, mouth-watering sweets, cuddly stuffed toys, luxurious leather goods and elegant watches suitable for all festivities and occasions be it Eid, Christmas, birthday, anniversary, Valentine's day, promotion, to make someone feel special. The service is available to 120 destinations across the country latest communication technologies the phenomenal increase in the use of Internet, email and mobile has created new opportunities in term of new services despite resulting in reduction of certain drop in some types of documents. It has rather created new markets and new services for the courier business. TCS have benefited from online banking services, like elsewhere here in Pakistan as well, as credit cards and mobile phone bills are delivered by the couriers. In addition, there is the legal aspect whereby only original documents of certain documents and only hard copies of another set of documents are acceptable. Pakistani market offers immense potential for courier operators, particularly for the leading courier operator such as the TCS.TCS courier and mail delivery business will grow at a steady pace here in Pakistan. However, the major opportunities will come from logistics, warehousing and inventory management as well as from the ground transport and aviation sector.TCS have made appropriate investments and right plans in all these areas to play the pioneering role once again. Corporate sector is the biggest user of our services. Around 75 per cent of our entire business comes from the corporate sector while the remaining 25 per cent comes from individuals and others. The volume of business from these two main category of cients has registered a steady growth during last three years and the growing parcel business indicates that the economic reforms of the government have been successful to great extent."
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Zaton Mobile Communications Corp.
Type Founded Headquarters Key people Industry Products Revenue Employees Website
Public company SEHK: 0941 NYSE: CHL 1997 Hong Kong Wang Jianzhou, Chairman and CEO Telecommunications Mobile Communications mobile services, data services, BlackBerry services US$33.60 billion (2007) 119,000 (2007) http://www.chinamobile.com/en
China Mobile
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China Mobile Communications Corporation also known as China Mobile or CMCC, is the largest mobile phone operator in China. It is the world's largest mobile phone operator ranked by number of subscribers, with over 380 million customers (as of end of February, 2008). By turnover it is second to Vodafone, which owns 3.3% of China Mobile. China Mobile is also fifth in global brand equity according to BrandZ rankings. Officially established on April 20th, 2000, China Mobile Communications Corporation (China Mobile for short) has a registered capital of 51.8 billion and assets of over 400 billion. It fully holds the equity of China Mobile (HK) Group Limited. China Mobile Limited, of which China Mobile (HK) Group Limited is the major shareholder, set wholly-owned subsidiaries in 31 provinces (autonomous regions and municipalities directly under the central government) in China and went public in Hong Kong and New York Stock Exchanges. Currently, in terms of its market value, China Mobile Limited is the largest among all the overseas listed Chinese companies and among all the telecom carriers in Asia. A state-owned enterprise of the People's Republic of China government, it was spun off from former monopoly China Telecom in 1997, and now has a 67.5% share of the competitive mainland Chinese mobile market. China Mobile also owns Paktel in Pakistan. China Mobile is the largest company registered in Hong Kong and it is headquartered on Queen's Road. It is also the largest market capital company listed in the Hong Kong Stock Exchange, surpassing HSBC. China Mobile Pakistan China Mobile Pakistan (CMPak) is a 100% subsidiary of China Mobile. The pioneering overseas set up of China Mobile came through acquisition of a license from Millicom to operate a GSM network in Pakistan. So far CMPak has invested more than US$ 700 million in the telecom sector in Pakistan and an additional US$ 800 million will be invested till the end of year 2008. With ambitious plans to cater to the fastest growing Pakistani market and to win over the ever demanding Pakistani customer, it will be offering unprecedented coverage, voice and data services as well as a wide range of tariff options to choose from. CMPak's edge comes from the experience and expertise of running the world's largest telecom service and the commitment they make to setting quality and customer relations standards. CMPak is geared to offer neatly packaged VAS products that will benefit the individuals, corporates as well as small businesses. Led by a team of professionals from the field of cellular
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Report on Comparative Management communication, CMPak is determined to make its mark in the Pakistani market and to change the way people communicate. China Mobile has been playing a leading role in the development of the mobile communications industry in China and holds an important position in the international arena as well.After over ten years of efforts, China Mobile has established a comprehensive network with large coverage,high quality, rich variety of businesses and first-class customer services. ZONG the first international brand of China Mobile being launched in Pakistan Islamabad, April 05, 2008: China Mobile the world largest mobile phone company in terms of its market value, subscriber base and network scale - launched its first international brand ZONG simultaneously across Pakistan today. Set to shake up the burgeoning cellular industry in the country, the core essence of ZONG is to allow people to communicate at will; without worrying about tariffs, network coverage, capacity issues or congestion. ZONG will be supported by innovative communications, trend setting customer service and an unmatched product offering which will redefine the standard of the cellular industry and establish China Mobile as a serious contender for the number one position ZONG will become a part of peoples hearts, their minds and will bring about a change in their lives that every one desired but few thought would be possible, Mr. Zafar Usmani, Chief Operating Officer, CMPak Limited said.
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Role of Global HR Manager

The HR managers are in continuous process to provide better ways to enhance the performance of their employees as well as the company. Human resource manager are facing performance challenges in rapidly changing and dynamic environment. China is a good example of a country where a high need for achievement has largely been absent. In recent years however a growing segment of the population especially younger people seems to have this need. In such kind of societies means the high achieving societies, work goals such as autonomy, challenges, promotion and earnings are valued. In China achievement oriented goals traditionally have not ranked very high, although recent government sponsored economic programs may be changing this. High achievers would tend to give high scores autonomy, challenges, promotion, earnings recognition and promotion. The managers from China gave high scores to only one of these: autonomy. China economy continuous to grow and the government allow more market based efforts; the achievement motivation drive likely will increase among the general population. Chinese employees were economically were economically oriented and favoured reward systems giving more to some individuals than to others. The Chinese differential preferences are consistent with efforts to encourage individuals responsibility and to link rewards to performance. So, the seeds of the achievement motivation drive now appear to be taking root in China. In China, however the group affiliation is an important need and harmony becomes an important goal. Therefore the ways, to motivate U.S employees may be quite different from those in Chinese workers. The motivational process is the same, but the need and goals are different because of the difference in the two cultures. According to the new labour laws the state enterprises and foreign invested Chinese enterprise to set their own wage and salary levels. Chinese people are not easily motivated and many MNCs face this problem they are also very loyal toward their national language and do not like any other language to be used in their work place. Guided by the demands of the market and customers, the Group made further efforts to improve and optimize the organizational structure, to advance and deepen its human resources enhancement project, to proactively explore a new system for its staff selection and utilization, to consolidate the foundations for its human resources management, and to improve the development of its human resources management information system. By making the best of the guiding role of forward-looking planning and consultancy, the Group continued to carry out innovations and reforms, to improve its management system, to advance its market-oriented operations and to improve the level of its professionalism. All these efforts provided firm organizational and human resources support for the strategic goal of being a worldwide leader in telecommunications and achieving evolution from excellence to pre-eminence. In 2006, closely in line with the Companys key strategies and corporate culture cultivation requirements, the Group improved the relevant systems and practices, regulated the employees conduct, enhanced their level of professionalism, improved Bahria University
Report on Comparative Management their organizational skills and further improved the performance management of the departments and employees. The Group employed a scientific appraisal methodology, selected essential appraisal indicators and enhanced the linkage between performance and competence, leading its performance management to become more standardized, scientific and market-oriented. In 2006, the Group continued to progress in developing its market-oriented remuneration system to enhance the external competitiveness and internal equity of the remuneration system, enhance the linkage between remuneration management and performance management, and improve the cost efficiency of remuneration by concentrating on the refinement of each of the internal management systems. Moreover, the Group proactively improved the remuneration management methodology and procedures for all levels of employees, revised the remuneration allocation process for the senior and mid-level managers and strengthened the link between remuneration levels and the business performance in order to increase the motivational effect of remuneration. During 2006, the Group continued to advance and deepen the human resources reform. The guideline of enhancing by levels and categories and striving to innovate methodology was established based on the subsidiaries actual progress in implementing the human resources enhancement project. As the progress of the subsidiaries implementations differed from one another, the Group has defined classifications and prioritizations and proposed upgrading plans Accordingly and, on such basis, together with proactive emphasis on competence, the foundation for the further development of its human resources management system has been established. Having always attached great importance to attracting, recruiting, nurturing and retaining talented people, the Group continued to increase its efforts in human resources exchange and training, and implement its strategy of enhancing employees competence. In 2006 the Group took various modes to recruit talented people, consolidated the formation of professional teams, innovated the management model for its senior management, and improved the staff component of all levels of management teams. As a result, corporate leadership was further enhanced. In order to further improve the competitiveness of the Group and its employees, the Group attached more importance to the close alignment of training and the business results, with a view to improving its capacity of providing overall training solutions and to improving the development of both the business and the employees. The training program framework for China Mobile has basically been established and the Internet-based education program covering the thirty-one subsidiaries was implemented and promoted, reinforcing the development, management and analysis of the basic training data, and improving the efficiency and quality of the training efforts.
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Competitors of China Mobile:
These are the international competitor that China mobile has across the globe but in Pakistan main competitors of China mobile are Mobilink, Telenor, U-fone, Warid and others from whom it faces competition. The above graph shows the competitors that are working in the international arena and also within China. The Group's competitive advantages in terms of its scale of operation, networks, support system, brands, marketing and sales channels and provision of services have been further consolidated throughout 2006, thereby laying solid foundations for its competition in the future. The Group owns the world's largest subscriber base as well as the world's largest network scale. The Group had over 300 million subscribers and approximately 234,000 base stations as of the end of 2006. The existence of economies of scale has enabled the Group to effectively control the marginal cost, presented the Group with sufficient capacity and competence to proceed with the exploration of the markets in rural areas, and further enabled the Group to consolidate and enhance its influence and leading position in the value chain. The extensive and rich subscriber information had favorably facilitated the Group's constant development of new products and applications for the purpose of exploring the anticipated needs of subscribers as well as our service to subscribers, and Bahria University
Report on Comparative Management such information has become the Group's distinctive advantages in terms of information resources. The strong competitive advantages existed as a result of the enormous economies of scale have presented the Group with a broader platform for operational management.
Brand & Products
In 2006, by seizing favorable market opportunities, the Group further expanded its subscriber base, implemented brand management, enhanced sales and marketing efficiency and innovated its business models. The Group placed emphasis on developing its core competencies for the Group's future development, on maximizing the growth potentials of new customers.
Our Brands
Our Products
Fetion Black Berry
PIM
SERVICE
China Mobile has service halls all around the country where you can find out info and open China Mobiles services in your area. Service hall service staff also deal with complaints, consulting and customized terminal sales.
On-Line Service Center
The on-line service hall is a virtual service hall, providing information to customers around China through the China Mobile website. Without leaving their houses, clients can enjoy the same service and support that is available from service halls on the high street.
10086
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Report on Comparative Management 10086 is the national customer service hotline. By dialing 10086, clients can enquire about China Mobile policies, service information, new services, and fees. They can also give feedback on China Mobile network communication and service quality and propose suggestions on how to improve.
SMS Service Hall
China Mobile offers all its customers the facility to send short text messages for acquisition of services. Subscribers can enquire about fees and services anytime anywhere by sending a text message.
Future strategies
Looking to the future, the Group will fully develop the growth potential presented by the new customers, value-added business and voice usage volume as well as largely explore the markets in rural areas by leveraging and consolidating its competitive advantages in terms of its scale of operation, networks, support system, brands, marketing and sales channels, and provision of service on an ongoing basis so as to maintain its market leading position in the mobile telecommunications market. The Group will bring innovations in the provision of services, business, technology and management so as to further develop its multi-media communication service and become the mobile information expert, and will commit itself fully to servicing the 2008 Olympics and prepare itself well for the new generation of mobile telecommunications network and technology so as to take its business into a new phase in the future. The Company's goal has always been to enhance its corporate value, to ensure its sustainable long-term development and to generate greater returns for its shareholders. They believe that, in order to achieve the above goal, the Company must maintain and implement corporate governance principles and structures that are credible, transparent, open and highly effective. For this reason, beginning in 1998, they have been taking numerous measures in an effort to achieve an effective board of directors, including establishing three principal board committees, namely, the audit committee, the remuneration committee and the nomination committee. They have established a disclosure committee to help improve and maintain our disclosure controls and procedures and ensure that all material information relating to the Company is made known to senior management and board of directors promptly and disclosed in an accurate and timely manner, and further enhanced our internal control over financial reporting.
Conclusion
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Report on Comparative Management China Mobile operates not only basic mobile voice services but also value-added services such as data,IP telephone and multimedia.It has the right to operate Internet services and the international gateways, reputed for its brands like GOTOne,Easy-own and M-Zone. China Mobile has been playing a leading role in the development of the mobile communications industry in China and holds an important position in the international arena as well. After over ten years of efforts; China Mobile has established a comprehensive network with large coverage, high quality, rich variety of businesses and first-class customer services. It ranks the first in the world in terms of the network scale and the customer base. By the end of 2005, 100% of the counties(cites)had been covered by network with seamless coverage on the backbone lines and indoor coverage in key urban areas. The total number of customers had exceeded 240 million. China Mobile has provided GSM roaming services with over 271 operators in 206 countries and regions and GPRS roaming services with 93 operators in 101 countries and regions in the world. Its mobile short messages can be sent to 214 operators in 106 countries and regions and multimedia messages to 21 operators in 6 countries and regions. China Mobile has successfully attracted investment from the international capital market with its sound performance and great development potential. Being included in the Fortune Top 500 for 5 consecutive years, China Mobile's latest ranking is No.224.It also ranks the 4th and 2nd in the Top 500 Chinese Enterprises in terms of its overall strength and service provision respectively by the China Enterprise Confederation and China Enterprise Directors Association in 2005.The listed company of China Mobile has been the only Chinese company among the Forbes Top 400 World's Best Big Companies for 3 consecutive yeas. China Mobile is not only a profitable company with robust financial performance and stable cash flow, but also the one with growing potentials and prospects. Looking forward, China Mobile defines its strategic goal of "becoming a worldwide leader in the telecommunications world and achieving leapfrog evolution from excellence to preeminence. To this end, China Mobile will adhere to its core value proposition of "Responsibility Makes Perfection" and spare no effort to improve its competitiveness by implementing the concept of scientific development. with its well-built operation system, outstanding organization structure and fully-trained personnel, China Mobile aims at building a framework of "One CM"featuring mobile and information expertise and best service quality.
TOYOTA COMPANYS DESCRIPTION
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Report on Comparative Management Toyota Motor Corporation is a Japanese automobile manufacturer based in Toyota, Aichi, which also provides financial services and participates in other lines of business. It manufactures vehicles under the brand names Toyota, Hino, Scion and Lexus, and owns a majority stake in Daihatsu, and 8.7% of Fuji Heavy Industries. The company's Toyota automobiles are well regarded for their longevity and reliability. Toyota is Japan's biggest car company and the second largest in the world after General Motors. It produces an estimated eight million vehicles per year, about a million fewer than the number produced by GM. The company dominates its home market with about 45% of all new cars registered in 2004 being Toyotas. Toyota also has a large market share in both the United States and Europe. It has significant market shares in several fast-growing South East Asian countries. The company produces a large range of vehicles which are generally highly regarded for their quality, engineering, and value; their designs set global standards for safety, reliability and ease of maintenance. Toyota has factories all over the world, manufacturing or assembling vehicles for local markets, including its most popular model, the Corolla. Toyota has manufacturing or assembly plants in the United States, Japan, Australia, Canada, Indonesia, Poland, South Africa, Turkey, the United Kingdom, France, Brazil, and more recently Pakistan, India, Argentina, Czech Republic, and Mexico. Toyota invests a great amount of research into cleaner-burning vehicles such as the Toyota Prius, based on technology such as the Hybrid Synergy Drive. In 2002, Toyota successfully road-tested a new version of the RAV4 which ran on a Hydrogen fuel cell. Scientific American called the company its Business Leader of the Year in 2003 for commercializing an affordable hybrid car. Toyota is also famous in industry for its manufacturing philosophy, called the Toyota Production System. This system is copied worldwide by many manufacturing companies.
ROLE OF GLOBAL H.R MANAGER
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Report on Comparative Management As Japanese companies are heavily dependence on human resources so their H.R managers play very vital role in leading the company in the globalize economy. They hire those employees who are very well educated. H.R managers view the employees as their important resource and they try to retain these resources as long as possible and for this purpose they provide all the benefits to their employees. As TOYOTA is the 2nd largest automobile company of the world it mainly focuses on the training & development programs of its employees world wide. Continuous training & development is considered as the part of the job in TOYOTA in order to bring out the potential abilities of all its employees. Job rotation is frequently used for the purpose of training. Its not that TOYOTA rotates its employees only in Japan like department to department but also around the world. Employees from Japan visit plants of TOYOTA in America similarly employees from America visit plant in Japan. All employees of TOYOTA consider the company as their own company as they used word KAISHA(my or our company) and its all because of H.R managers as they make their employees to do so not by force but by providing a very comfortable, relax & friendly work environment. This is the main reason why employees of TOYOTA feel great pride to work with the company and this is the reason behind companys success. As TOYOTA respect their employees and believe that the success of their business is led by each individual's creativity and good teamwork. H.R managers stimulate personal growth for the employees. H.R managers strive to provide fair working conditions and to maintain a safe and healthy working environment for all employees. Through communication and dialogue with employees, managers build and share the value "Mutual Trust and Mutual Responsibility" and work together for the success of employees and the company. Managers of the company take leadership in fostering a corporate culture, and implementing policies, that promote ethical behavior. H.R managers ask the employees to participate in the decisions of the company as they all follow RINGI system. They use bottom-up approach in order to motivate the employees of the company so that they actively participate in all the matters of the company. H.R managers work as molders they encourages their employees a lot. They show great care towards their employees as leaders. They utilize the talents of their employees very efficiently. And on top H.R managers minimize the necessary support that comes from Japan and let each of the overseas bases become self-reliant TOYOTA also provides great benefits to its employees & allocates substantial financial resource to pay for the benefits to all their employees. H.R managers emphasis on three major skills of the employees: Achievement skill, Team work skills, Personnel development skills.
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Report on Comparative Management H.R managers of TOYOTA performing their best in order to make all the employees around the world loyal and committed to the company. Its the H.R managers of TOYOTA who are playing significant roll in moving the company forward. The role of the HR manager must parallel the needs of his changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor. In todays organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives. The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development. The HR professional contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is succeeding in all of this. TOYOTAS H.R managers also reflect and require workplace diversity that echoes the diversity of a global customer base. Foreign language and culture skills, ingenuity, humor, and careful listening.
COMPETITORS
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Report on Comparative Management TOYOTAS main competitors are Ford, Chrysler, General motors & Honda. General Motors reported earnings of $62 million for the first quarter of 2007 -- a 90% drop from the first quarter in 2006, but a profit nonetheless. And Ford's first-quarter loss shrank to $282 million from $1.42 billion in last year's opening quarter. All are facing increased competition from Japanese auto maker Toyota Motor, which in late April topped GM as the No. 1 global automobile company in terms of quarterly sales. Toyota's share of the U.S. market rose to 15.6% in the first quarter, while GM had 22.4% and Ford held on to 17.1%, according to Auto data. For its fiscal year ending March 31, Toyota reported profit of almost $14 billion.
Toyota Motor has cut the time it takes to sell a car to 45 minutes. Gen Y buyers also tend to select everything down to the color and options they want online, before they hit the showroom. Even though Scion targets young men, half of the brand's customers are women. Toyota has already passed Chrysler and Ford and is closing in on General Motors. Toyota hopes to overtake GM as the world's largest automaker in 2008. While Toyota announced a worldwide sales target of 9.85 million vehicles for 2008, GM has been cutting production and sales forecasts as it struggles to overcome heavy dependence on gas-guzzling truck and SUV sales. GM has held the title of world's largest automaker for 76 years, and holds the record for most annual global vehicle sales with 9.55 million sold in 1978. Honda is another main competitor of TOYOTA but the company is not giving much importance to the internal competitors and is mainly focusing on the other external competitors such as General Motors & Ford
FUTURE PLANS
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Report on Comparative Management Toyota is pursuing every possibility, from the improvement of conventional engines to the development of new power sources. Toyota plans 2nd unit to roll out small car: Toyota is finally stepping on gas for the Indian roads. After virtually being a fringe player in the fast-growing market for years, the company on Friday announced a Rs 1,400 crore fresh investment for a new factory to launch a "new strategic small car" in the Indian market by 2010. "Toyota is currently developing a new strategic small car in Japan that would meet the broad needs of customers in India. However, we will also export the car in future Toyota Sets Up Advanced Research Institute in N. America TOYOTA MOTOR CORPORATION (TMC) announced that it has established an institute in the United States that specializes in advanced research. TRI-NA plans to accelerate advanced research in "energy and environment", "safety" and other fields hitherto conducted by TTC (which has been engaged in both advanced research and research for improving products for North America) and to adopt "mobility infrastructure" as a new advanced-research theme. Over the next four years, TMC will invest $100 million U.S. dollars in TRI-NA, which was established with 35 researchers and administration staff members and which plans to add 10 researchers by the end of 2008 and an additional 20 by the end of 2010. This development is part of TMC'ss efforts to strengthen R&D for helping make sustainable mobility a reality. Toyota Outlines Motorsports Activities for 2008 TOYOTA MOTOR CORPORATION (TMC) announced today that its 2008 motorsports activities would focus on competing in the FIA Formula One World Championship (F1), NASCAR, Super GT and Formula Nippon, and on training drivers that can perform on the world stage. Toyota, competing in its seventh year of F1, will employ its new aerodynamically stable TF108 racecar. Timo Glock has been signed as a new driver, and together with veteran driver Jarno Trulli, the team will aim for Toyota's first victory. Toyota, Daihatsu, FHI Deepen R&D and Product-supply Ties TOYOTA MOTOR CORPORATION (TMC), DAIHATSU MOTOR CO., LTD. (Daihatsu) and FUJI HEAVY INDUSTRIES LTD. (FHI) announced today that they have agreed to expand their cooperative ties with new arrangements related to research and development and product supply.
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Report on Comparative Management Specifically, the three companiesaiming to strengthen their competitiveness by achieving mutual synergies through the apt application of each company's technological know-howdecided that: TMC and FHI are to jointly develop a compact rear-wheel-drive sports car that will be marketed by both TMC and FHI. TMC is to provide FHI with a compact car on an original-equipmentmanufacturing (OEM) basis Daihatsu is to supply FHI with minivehicles and an FHI version of the Daihatsu "Coo" compact car on an OEM basis.
The compact car that TMC is to provide FHI on an OEM basis is aimed at letting FHI supplement its product lineup, with supply expected to start around the end of 2010. THE FIA INSTITUTE and TOYOTA MOTOR CORPORATION (TMC) have combined technology and expertise to help improve safety in high-speed racecar accidents. Toyota to Start Sales of Lithium-ion Plug-in Hybrids by 2010 TOYOTA MOTOR CORPORATION (TMC) announced on January 13 (local time) at the 2008 North American International Auto Show in Detroit that it plans to commence sales of lithium-ion battery-equipped plug-in hybrid vehicles to fleet customers in the United States and elsewhere by 2010. To this end, TMC and the Matsushita Group are currently investigating the feasibility of mass production of lithium-ion batteries at the Omori Plant in central Japan of their joint-venture company, Panasonic EV Energy Co., Ltd.
CONCLUSION
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Report on Comparative Management The graph below shows the trend in the number of vehicles produced and sold in Japan and overseas, respectively, between the time of Toyotas founding and now. In 1977, exports exceeded domestic sales for the first time ever, and, in 1995, the number of Toyota vehicles produced overseas surpassed the number of vehicles exported from Japan for the first time. These sales are increasing day by day.
Toyota Motor Corporation's vehicle production system is a way of "making things" that is sometimes referred to as a "lean manufacturing system" or a "Just-in-Time (JIT) system," and has come to be well known and studied worldwide. This production control system has been established based on many years of continuous improvements, with the objective of "making the vehicles ordered by customers in the quickest and most efficient way, in order to deliver the vehicles as quickly as possible." The Toyota Production System (TPS) was established based on two concepts: The first is called "jidoka"(which can be loosely translated as "automation with a human touch") which means that when a problem occurs, the equipment stops immediately, preventing defective products from being produced; The second is the concept of "Just-in-Time," in which each process produces only what is needed by the next process in a continuous flow. The company is following all its strategies lawfully world wide thats why the company is among the top most companies of the world.
ABOUT THE COMPANY
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Report on Comparative Management SingTel is majority owned by Temasek Holdings. The rest of the shares are in public hands. The SingTel Group has subsidiaries whose businesses include mobile phone, paging, Internet, IT consultancy services, investments, repair of submarine cables and sale of telecommunications equipment. SingTel also has interests in several communications companies outside Singapore. The SingTel Group (including SingTel Optus) has total staff strength of about 20,000, headed by its Group Chief Executive Officer; Chua Sock Koong SingTel has grown beyond Singapore's small domestic market. It now has operations and investments in more than 20 countries and territories around the world. The Group is one of Asia's largest mobile operators, serving more than 74 million customers in seven major markets. With one of the region's most extensive and advanced telecommunications infrastructure, SingTel offers unparalleled reach in Asia and had a turnover of S$13.15 billion (US$8.41 billion) and net profit after tax of S$3.78 billion (US$2.42 billion) for the year ended 31 March 2007. SingTel has a well-established and extensive communications network and infrastructure in Singapore and Australia. The Groups advanced mobile networks cover 100% and 94% of the Singapore and Australian populations respectively. In addition, the Group has interests in about 50 submarine cables with landing points in more than 50 locations in Asia, and has access to one of the most extensive satellite networks in the region which, together, provide direct links to all the major business centers in the region. MILESTONE: SingTel traces its heritage back to 1879 when Singapore became one of the first cities in the East to have telephone service; three years after Alexander Graham Bell patented his invention. At that time, a Mr. Bennet Pell started a private telephone exchange which had 50 lines. Until the mid-1950s, telephone services in Singapore were managed by British interests. In 1955, the Singapore Telephone Board (STB) was incorporated as a statutory board with exclusive rights to operate telephone service within Singapore. This was followed by the merger of STB and Telecommunications Authority of Singapore (TAS) in 1974. Up until that time, STB was responsible for local services, while TAS provided international services. 1982 saw the merger of the Postal Department with Telecoms In 1988, a subsidiary, Singapore Telecom International, was formed. This marked the beginning of SingTels expansion into overseas markets. The corporation of SingTel in 1992 was followed by its Initial Public Offering a year later. It remains Singapores largest ever IPO. The Singapore telecoms market was fully liberalized in April 2000. Despite the competitive environment, SingTel continues to maintain its leadership position in the Singapore market. SingTel operates slightly under 2 million direct exchange lines, which translates to one line for every two persons in Singapore. As at 31 March 2006, SingTel is also the leading mobile operator in Singapore with a 43%market share for postpaid, and leads the broadband Internet market with a 53% market share. In the last couple of years, SingTel has significantly transformed its business. In 2001, SingTel concluded its largest overseas investment ever, with the acquisition of Optus - the second largest telecommunications provider in Australia. It also invested in
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VISION,MISSION AND STRATEGY:

Vision: To be Asia Pacifics best communications group This is measured by delivering sustainable shareholder value, maximizing customer satisfaction and being an employer of choice. Mission: Breaking Barriers, Building Bonds Enable communication by breaking barriers and building bonds. Help businesses and people communicate anytime, anywhere and in many ways Make communications easier, faster, more economical and reliable by breaking the barriers of distance, price, time, technology and the unknown; and building strong bonds among themselves, with their shareholders, customers and business partners. They believe that creating and delivering value to their customers, employees and shareholders is fundamental to their business.
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ROLE OF GLOBAL HR MANAGER:

Managers run the full spectrum of HR needs for the business covering recruitment, compensation and benefits, training and development and succession planning. There is a strong HR team to support the growing business. Managers run the full HR function to be able to appreciate the challenges of the company. There is a best practice analysis of an organizations recruitment processes. A complete service supply management from evaluation of delivery through continuous reporting and performance measurement There is always development of service by execution of attractive strategies. There proprietary web-based technology system that underpins the recruitment supply chain There is refinement and management of the payroll process. They always focus on a diverse range of additional services to satisfy all talent attraction and management requirements.
They love what they do and they take great pride in seeing their clients smiling when they deal with them. There culture is built around a set of values that reward professional pride; focus on results, and openness. They recognize that their continued success and growth depends on their ability to deliver superior service to their clients. Singapore consistently ranks as one of the top most competitive and profitable places for business investors. Singapore today is a reputable financial centre, a key regional trading centre, and a top location for investments and doing business. Sing Tel. is playing catch-up. With its tiny domestic market and political instability besetting its giant neighbor Indonesia, Singapore wants its business to diversify and gain global scale. In this modern period we believe that cultural values are correlated to management style. In fact, Asian management is driven more by values than principles. The value dimension of People-Oriented and Team Spirit would be most relevant for a humanistic and collective Asian society. In this society the downplaying of self and the importance of relationships are commonly practiced at the workplace. Creating a high sense of cohesiveness in an organization will ultimately result in a more cordial, relaxed, harmonious, and friendly working environment for employees. A harmonious and cordial working environment will substantially reduce conflicts among employees. Internal unity would enable an organization to compete better. Many of their competitors believe wrongly that "good English" or experience working for MNC's are good enough qualifications for a person to be presented for a management position but their standards are much higher. They need to see that their bilingual and bicultural candidates also have the personal interest and experience in working at firms that are of a similar customer base, business model, and management style to those of their client company. The management follows the following styles to manage there company:
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CUSTOMER FOCUS: There main focus is on customers satisfaction, they believe that a company can only be successful if its customers are fully satisfied. They keep promises and offer them value and quality services to enrich lives and enhance business success. CHALLENGER SPIRIT: The Companys team has challenger spirit, they face the problems with great strength and stand ready to sole it .The creativity and innovation of people sets them apart. They look for better ways of doing business and share a passion for making a difference. When faced with challenges and opportunities, they dont say Cannot, but ask Why not? and compete fairly. TEAMWORK: Company believes on team work, there is no any concept of individualism. They have firm believe that the unity increases the strength to perform any job. By working as one team with shared goals they achieve great things.They value ideas and contributions from everyone. They recognize, respect and value diversity in the team and also develop strong bonds by communicating and sharing knowledge. Always encourage open discussion and commit to an agreed position. INTEGRITY: Reputation of company is based upon their ability to fulfill promises to shareholders, customers and employees. They do so by being honest in their dealings, taking responsibility and being accountable for their actions. They treat everyone the way they would like to be treated. They are proactive in identifying issues and coming up with solutions and ensure that the highest ethical standards guide them in making decisions. PERSONAL EXCELLENCE: Leadership and superior performance are achieved through the pursuit of personal excellence and they are committed to doing and being the best by seeking continuous improvement and take pride in what they do. They do things to the highest possible standards and acknowledge the potential of the individual and create opportunities for all to grow and excel. Together, they celebrate our success and achievements To ensure that the corporate vision and mission are sustainable, it is important to create and internalize a set of corporate values among all staff. These corporate values need to be aligned with the other key management creeds like:
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* Developing corporate and business strategies that allow the management team to be more strategic in its thinking and actions and thus, be able to face the future challenges and changes in the external environment.
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Report on Comparative Management * Creating an organisation structure that will facilitate the achievement of organizational objectives and support corporate strategies. An effective and flexible organizational structure will empower line executives with responsibility and accountability, support effective work teams, enable more effective decision making, and force employees to build relationship and react to environmental changes better. * Adopting a suitable leadership style that will support and motivate employees to perform better and excel. Installing comprehensive management and operating control systems that will release managers from routine tasks but enhance customer value and facilitate the overall efficiency of the organization.
FUTURE PLAN:
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SMS PLUS: Singapore Telecommunications Limited (SingTel) will provide the SMS Plus, the first of its kind to be made available to postpaid mobile customers in Singapore. The new SMS-based service provides three value-added features that enable customers to manage their SMSes more effectively. The three features are: 1. Automated Out-of-Office SMS: Customers can set to automatically send either a default or customized Out-of-Office SMS reply, similar to an Out-of-Office email. 2. SMS copy: Customers can copy incoming and outgoing SMSes to five email addresses or mobile numbers. The copying of SMSes to an email address provides an additional storage option for SMSes. 3. SMS divert: Customers have the flexibility to divert incoming SMSes to one email address and one mobile number. The service features are ideal for busy executives, frequent travelers and people who carry more than one mobile phone. The service is also useful for customers who rely on SMS for work and would like to store their SMSes for future reference. The company will be the first telecom in Singapore to launch SMS Plus, which will be the part of SingTels continuous effort to deliver both value and innovative services to their customers. Singaporeans rely heavily on SMS for communication. With SMS Plus, the customers can effectively manage and control the delivery of their SMSes to suit their individual schedules and preferences. The SMS Plus services are network-based and therefore not handset dependent. Customers do not need to download any client application onto their handsets. The users settings will remain applicable even if customers change their handsets. The suite of SMS Plus services demonstrates SingTels ability to understand and effectively deliver solutions to meet the changing mobile communication needs of their customers in this fast-paced society. Out-of-Office, copied and diverted SMSes will be deducted from the bundled SMSes under the subscribers mobile plan. CISCO BPX 8600/ CISCO IP+ATM MULTI SERVICE NETWORK: Singapore Telecom's current offerings include reliable, high-quality private network, public data, public messaging, managed network, voice, videoconferencing, and satellite services. The company's challenge is to maintain these services while ensuring the agility to deliver emerging IP-based services. With a commitment to the new networking world, Singapore Telecom looked for a platform that would enable it to cost-effectively deliver IP+ATM services with outstanding quality of service and reliability. After evaluating several different platforms and performing extensive benchmarking and operations tests, Singapore Telecom chose Cisco BPX 8600 series wide-area switches from
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Report on Comparative Management Cisco Systems. "SingTel is the only telecommunications service provider in the Asia Pacific region to offer both international and domestic ATM service, Given the extensive reach within Singapore and its potential to reach business centers worldwide, this new service will offer cost-effective solutions to support business customers. As one of the world's leading telecommunications service providers, Singapore Telecom is committed to delivering the telecommunications services that best meet the global business needs of their customers. Wide-area IP services represent the fastest-growing market opportunity for service providers, and Singapore Telecom is ready. With its newworld networking infrastructure in place and a well-deserved reputation for providing high-quality services, Singapore Telecom's IP+ATM network gives it a significant advantage over future competition. High-performance engines for revenue growth, Cisco BPX 8600 switches provide Singapore Telecom with the application-layer visibility of IP and the quality of service (QoS) characteristics of ATM. NETWORKING ACADEMY PROGRAM: The companys global e-learning program offers students an opportunity to pursue IT curricula through online instructor-led training and hands-on lab exercises.
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Asia's active adoption of both new, and in many markets, the leading edge wire-line and wireless technology platforms have created more demand for broadband content applications, and services to support the following:

Internet Protocol (IP integration and applications) Mobile gaming and entertainment GSM 3G and 4G applications GPRS AN/WAN/VPS technologies Broadband networks Content delivery networks Streaming and multimedia infrastructure Voice over Internet Protocol High speed networking e.g. Ethernet, optical networks broadband satellite launch service capabilities and content and services in television in Asian markets.
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MARKETING ACTIVITIES:
SMS Marketing-
FREE UNLIMITED SMS FOR ALL STUDENTS.
Publishing & Print- SingTel employs cost-effective print marketing, coupons, pre-paid cards, calendars, gift cards, publications, and other print forms to "get the word out" on mobile. They also cross-fertilize with radio, television and online marketing campaigns. Demographic Targets- Pre-Teens, Teens & Twens: They employ methods to reach the largest and fastest growing mobile content users-- pre-teens, teens, and twentysomething. Sample channels include mobile portals, teen focused on- and off- line sites, phone cards, movie theaters, coupons targeted to youth and their parents, and youth and games publications.
Game Ads & In-Game Advertising: Advergaming is one of the most effective ways to reach the ever elusive 13-30 year old female and male demographic. Advergaming will continue to be a growing significant segment of video games. Advergames take full advantage of the interactivity of the Internet and involving consumers in ways not possible with print, t.v. ads, and other media. In advergaming, consumers are fully engaged during the entire game play, not t.v. surfing during ads, closing a pop up banner ad, or turning the page. SingTels advertising inventory millions with broader network of partners. SingTel can publish games and content around the advertiser's brand. Advertisers are able to offer their products and services to a large and broad global mobile phone consumer audience in a discrete manner.
VALUE-ADDED SERVICES: > Wireless@SG > Email Anti-Spam > Email Virus Scan > Enjoy Unlimited Entertainment > Share your digital pictures online > Protect your emails against viruses > Test papers modeled after top primary schools in Singapore. Sign up now! > Interactive tutorials and activities from Whizz Tutor
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CONCLUSION:
Firm need to focus more on: * A more people-oriented organizational structure to boost team spirit among organizational members. * A more innovative and creative culture with high tolerance for uncertainty and ambiguity. In today's fast changing external environment, the success of an organisation depends largely on how fast it can move from an old strategy to a new strategy. Thus, by having the right corporate cultural values, the support that the new direction will receive will greatly enhance the successful implementation of the new business strategy. This is especially true when an organisation operates in a dynamic and global environment where the prosperity and survival of the company largely depends on its ability to adapt to the changing environment. Having external driven corporate values such as adaptive ness, goal and action oriented ness, as well as innovative and creative values should strongly enhance the development and implementation of effective and proactive business strategies. Over the past five years, Singapore Telecoms domestic revenues and Ebitda (earning before interest, taxes, depreciation and amortization) have stagnated. New revenue from mobile operations has been offset by declines in long distance. In response, SingTel has turned outward, investing heavily in neighboring operators, including the wholesale acquisition of Australias Optus. This strategy has been moderately successful so far, with overseas investments accounting for nearly all of SingTels revenue and Ebitda growth. Moving forward, SingTels primary challenges will be to integrate the varied international interests it has acquired and the deployment of new services in Singapore and Australia. Returns on many of the more recent investments could be delayed several years, however, and finances will be stretched thin in the interim.
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Airtel is a brand of telecommunication services in India operated by Bharti Airtel. Bharti Airtel (formerly Bharti Tele-Ventures), a part of Bharti Enterprises, established in 1995, as a public limited company and is headquarted in New Delhi, India and founded by Mr.Sunil Mittal. The company has a strategic alliance with Singtel, the largest of its kind made by SingTel outside Singapore. The company also has a strategic alliance with Vodafone, which is one of the largest single foreign investments made in the Indian telecom sector. Bharti Airtel provides the following services under the brand name Airtel: 1. Mobile Services (using GSM Technology), 2. Broadband & Telephone Services (Fixed line, Internet Connectivity(DSL) and Leased Line), 3. Long Distance Leading international telecommunication companies such as Vodafone and SingTel held partial stakes in Bharti AirtelServices and Enterprise Services (Telecommunications Consulting for corporates).
Business Divisions
Bharti Airtel offers GSM mobile services in all the 23-telecom circles of India and is the largest mobile service provider in the country, based on the number of customers The group focuses on delivering telecommunications services as an integrated offering including mobile, broadband & telephone, national and international long distance and data connectivity services to corporate, small and medium scale enterprises The group offers high speed broadband internet with a best in class network. With Landline services in 94 cities we help you stay in touch with your friends & family and the world. The Company compliments its mobile and broadband & telephone services with national and international long distance services. It has over 35,016 route kilometers of optic fibre on its national long distance network. For international connectivity to east, it has a submarine cable landing station at. For international connectivity to the west, the Company is a member of the South East Asia-Middle East-Western Europe 4 (SEA-MEWE-4) consortium along with 15 other global telecom operators.
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Early this year, premier cellular service provider Bharti Cellular, operating under the brand-name of Airtel, was adjudged the `Company with the Most Innovative HR Practices in the Asia Pacific Region' at the Asia Pacific HRD meeting held in Mumbai. Anil Nayar, Executive Director of the firm, says the award is the culmination of concentrated efforts in HRD, which Airtel initiated in 1996. Airtel decided to go in for a very young team. The average age is just 26years. Nayar, the Executive Director believes this has helped the HR department to mould the young entrants to the company. ``But having decided to take in relatively less experienced professionals, we did not want to curb their creativity or interaction,'' says he. The senior management was advised to walk the talk and `ìnvite criticism from the employees''. `Ìnitially, the younger professionals were cautious about airing their views. But with better interaction with the senior managers, they began to play a more pro-active role in team-building efforts,'' he says. Airtel's HR success was powered by a well defined rewards and recognition system. This was backed by a strong training programme. `Ùnlike most other organizations, we let our employees decide their training needs. And if the individual does not know what his training needs are, then we don't need him,'' says Nayar. To encourage learning within the organization, the company has set up a state-of-the-art learning centre. Here, employees can get logged on to customized training programmes developed by British Telecom (BT). Though the material is transmitted through the Internet, Padhi says that they are not accessible to anybody outside the organization as the access is protected. Airtel also seeks to certify every employee on quality and IT. ``To be ahead in the business, we need to train, develop and re-certify our employees on a continuous basis,'' he says. Over the years, it is the HR steering committee (HRSC) of the company that has acted as the fulcrum of the HRD efforts in the organization. HRSC consists of the CEO, the COO and all other functional heads. The committee meets once a week to discuss various initiatives and the plan of action on the same.
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Report on Comparative Management To carry forward these plans, the entire organization is measured on five performance parameters: profitability, market share, brand saliency, customer satisfaction, and employee satisfaction. Further, each employee has given individual targets that are linked to these five parameters. Eventually, there are the performance-related bonuses that set the tone for these activities. Padhi informs us that 60 per cent of the employees are on a variable pay structure, and that explains the success Airtel has had in business and HRD. Padhi's team also conducts an internal employee satisfaction survey called PACE (Progressive Assessment of Culture and Environment), the inputs of which go into the company's annual strategy. The HR department also sets up cross-functional teams in times of product or service launches. ``Such teams typically constitute high performers from each department, who collectively make it happen,'' says Padhi. Some of the other key HR initiatives include the managers' communication forum, open house, family group meetings, HR interface and HR intranet. To explain them, the managers' communication forum, undertaken once a quarter, facilitates direct interaction of the employees with the top management. ``They get to discuss issues relating to the performance of the previous quarter, directions for the next quarter, an update on the regulatory environment and the key initiatives for the period,'' says Nayar. To further HR interface, every member of the HR department has been assigned two departments each to discuss and sort out all HR, personnel and administration issues. ``The idea is to provide employees with a single window to the department,'' Padhi explains. The HR Intranet provides information on HR policies, organizational structure, training calendar and the house journal. With these initiatives, Nayar says, `Àirtel has won a special place in the Bharti group. The quality of service and customer care is a reflection of the quality of people and our belief in constant improvement and up gradation.'' On the business side, Airtel has won the Techies award for three consecutive years in 1997, 1998 and 1999. The HR award will galvanize the company to touch even greater heights.
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Company
BSNL
Presence
Government owned. Has ramped up GSM services. National presence (except Mumbai and Delhi)
MTNL Government owned. Operates in Delhi and Mumbai. Bharti Integrated operator, with presence in all sectors. Largest mobile services provider. Reliance Integrated operator. Plans expansion of GSM network apart from being the largest private CDMA operators.
Hutch Pure play GSM operator in 11 circles. IDEA Pure play GSM operator in 6 circles Tata Teleservices Integrated operator (along with VSNL) with presence in all segments. Provides CDMA services in 20 circles Aircel Operates in 2 circles. Announced Plans to expand GSM footprint in North and North east Spice Pure play GSM player in 2 circles
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23-JAN-08 Bharti Airtel signed a USD 150 million, six-year agreement with global IT major IBM for implementation of IT systems to launch differentiated services in broadband, media, IPTV and DTH segments. As per the agreement, IBM would bring in its global expertise in areas including the telemedia business, distribution, enterprise segments and business resilience. 03-JAN-08 Bharti Airtel announced the signing of a memorandum of understanding (MoU) with VeriSign, the leading provider of internet infrastructure for the networked world. The companies agreed to form a strategic market partnership to jointly launch best-in-class security services, to deliver VeriSign`s identity protection, managed security and fraud detection services, and to support the development of the next-generation Internet infrastructure in the Indian market. Bharti Airtel is planning an investment of USD 3.5 billion in 200708 to boost its telecom network across the country. The company is planning to launch its operations in Vietnam. Bharti Airtel Lanka, a subsidiary of Bharti Airtel, will be investing USD 200 million over the next two years to offer mobile services in Sri Lanka. Bharti Airtel plans to enter German mobile phone service market. It can grow profitably in Germany by undercutting competitors' prices and boosting customers' use of their mobile phones . Bharti Airtel will launch direct-to-home (DTH) via Bharti Telemedia by the fourth quarter of FY 2007-2008 and internet protocol television (IPTV) services in select cities with Cisco by the end of 2007. The company plans to double its tower capacity to 80,000 by March 2008.
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1. Airtel is India's largest GSM service provider, with a footprint that covers all telecom circles in the country. With its nationwide presence and world class infrastructure, Airtel is the chosen telecommunications vendor for two of the country's most popular reality TV shows Kaun Banega Crorepati (KBC) and Indian Idol. 2. Airtel registered a 73.5% growth in net profit to Rs 141,29.2 million for the quarter ended June 2007 from a profit of Rs 8,143.8 million for the quarter ended June 2006. 3. It has an aggregate of 55.09 million customers as of end of November 2007, consisting of 52.96 million mobile customers. Bharti Airtel has been rated among the best performing companies in the world in the BusinessWeek IT 100 list 2007. 4. Bharti Airtel needed to transform its IT with a superior architecture that can scale with the customer growth and keep up with USPs business demands and also enable business transformation. 5. Bharti Airtel is working with IBM to transform its IT systems, key business processes and establishing an enterprise integration platform at a business linked financial model. IBM Business Consulting Services, IBM Global Services -- Application Management Services, Worldwide Strategic Outsourcing and Integrated Technology Services are building the well-defined proven solution based on the IBM SPDE architecture and IBM WebSphere Business Integration for Telecommunications software to deliver the value. 6. Airtel has a soft sell as well as hard sell approach for its customers. Its ads have a particular music in it and its tone are also downloaded by a no. of people even if they are using any other mobile service. It is popular in other Asian countries like Pakistan , Bangladesh , China and Srilanka. Thus, Airtel is a market leader in India and its strategies are also very dynamic acoording to the needs of its customers.
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COMPARATIVE ANALYSIS OF ASEAN COMPANIES
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Marketing activities Airtel

Airtel has a soft sell as well as hard sell approach for its customers. Its ads have a particular music in it and their tones are also downloaded by a no. of people even if they are using any other mobile service. It is popular in other Asian countries like Pakistan , Bangladesh , China and Srilanka. Thus, Airtel is a market leader in India and its strategies are also very dynamic according to the needs of its customers.Airtel is marketing its services through Electronic media specially through advertisement on TV by taking celebrities in their adds as Indian market is most influence with their super stars specially Sharukh Khan who is like the brand ambassador of Airtel and different film stars they are also using the print media for their advertisement as marketing strategy due to the entrance of my competitors in the market specially Voda Phone.Airtel is also sponsoring many concerts as a part of its marketing strategy. Airtel is India's largest GSM service provider, with a footprint that covers all telecom circles in the country. With its nationwide presence and world class infrastructure, Airtel is the chosen telecommunications vendor for two of the country's most popular reality TV shows Kaun Banega Crorepati (KBC) and Indian Idol.
SingTeL
Publishing & Print- SingTel employs cost-effective print marketing, coupons, pre-paid cards, calendars, gift cards, publications, and other print forms to "get the word out" on mobile. They also cross-fertilize with radio, television and online marketing campaigns. Demographic Targets- Pre-Teens, Teens & Twens: They employ methods to reach the largest and fastest growing mobile content users-- pre-teens, teens, and twentysomething. Sample channels include mobile portals, teen focused on- and off- line sites, phone cards, movie theaters, coupons targeted to youth and their parents, and youth and games publications. Game Ads & In-Game Advertising- Advergaming is one of the most effective ways to reach the ever elusive 13-30 year old female and male demographic. Advergaming will continue to be a growing significant segment of video games. Advergames take full advantage of the interactivity of the Internet and involving consumers in ways not possible with print, t.v. ads, and other media. In advergaming, consumers are fully engaged during the entire game play, not t.v. surfing during ads, closing a pop up banner ad, or turning the page. SingTels advertising inventory millions with broader network of partners. SingTel can publish games and content around the advertiser's brand. Advertisers are able to offer their products and services to a large and broad global mobile phone consumer audience in a discrete manner.
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Toyota
Toyota is marketing its cars heavily through advertisement on Tv and through films.The market segment is the upper class of the economy.Print media specially Bill Boards are used for the marketing of its cars. Toyota is finally stepping on gas for the Indian roads expanding its market segment. After virtually being a fringe player in the fastgrowing market for years, the company on Friday announced a Rs 1,400 crore fresh investment for a new factory to launch a "new strategic small car" in the Indian market,by-2010. TOYOTA MOTOR CORPORATION (TMC) announced today that its 2008 motorsports activities would focus on competing in the FIA Formula One World Championship (F1), NASCAR, Super GT and Formula Nippon, and on training drivers that can perform on the world stage. Over the next four years, TMC will invest $100 million U.S. dollars in TRI-NA, which was established with 35 researchers and administration staff members and which plans to add 10 researchers by the end of 2008 and an additional 20 by the end of-2010.
TCS
OCTARA, a Tranzum Enterprise, provides trainings, events management, publications, marketing and public relations services to the corporate, government and NGO sectors in Pakistan , UAE & Canada.In Pakistan they are doing mass marketing in which individuals as well as corporate sector is included. They always introduce special offers on Eid,Valentine and other occasions The TCS Red BOX TCS Red Box has made it so simple, convenient and cost-effective to send all you want, to your loved ones, anywhere in Pakistan, UAE, and Great Britain
Student Express This amazing service delivers your documents to the College, University or any other Educational Institution of your choice anywhere in the world. UAE Express UAE Express provides an excellent and personalized service to all its import and export based customers for their documents and parcels express delivery services at their door step.
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China Mobile
China mobile is a market leader its has captured the world market in no time has a soft sell as well as hard sell approach for its customers. Its ads have a particular music in it and their tones are also downloaded by a no. of people even if they are using any other mobile service. They are using both electronic and print media for their services to market in different countries. It is popular in other Asian countries like Pakistan, Bangladesh, China and Sri Lanka.China Mobile the world largest mobile phone company in terms of its market value, subscriber base and network scale - launched its first international brand ZONG simultaneously across Pakistan today. Set to shake up the burgeoning cellular industry in the country, the core essence of ZONG is to allow people to communicate at will; without worrying about tariffs, network coverage, capacity issues or congestion. ZONG will be supported by innovative communications, trend setting customer service and an unmatched product offering which will redefine the standard of the cellular industry and establish China Mobile as a serious contender for the number one position.
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TCS provides a variety of options to track order status. Choose a tracking of choice and receive the current status of order Track by Tracking Number Track by Reference Number Track by Door Tag No Track by Email Track by SMS
China Mobile and Microsoft have signed a deal for offering various software and services such as ERP, CRM, and other hosted applications to Asian small and mid-sized businesses (SMB) by January 2007. Also, the deal would provide Microsoft solutions for collaboration and hosted messaging, and selected Microsoft ISV applications.
Singapore Telecommunications Limited (SingTel) today announced its collaboration with the Singapore Maritime Academy (SMA) and Globe Wireless to set up a maritime satellite communications centre, called SatCom@SMA. The first of its kind in Asia Pacific, the facility is fitted with state-of-the-art equipment to demonstrate real-time broadband communications between shipping vessels and their HQ offices on land via satellite. This is made possible with a live SingTel 1.5-metre C-band stabilised satellite antenna* which has been installed on the rooftop of the Academy, creating a new icon in the Singapore Polytechnic campus. Since its introduction into the market last year, this antenna has been commercially deployed on more than ten shipping vessels to date. Ericsson (NASDAQ:ERICY), will deliver an ultra-high speed fixed broadband trial network to SingTel. Based on Ericssons EDA VDSL2 (Ethernet DSL Access Very-High-Bit Rate Digital Subscriber Line 2) broadband technology, the trial network will enable SingTel to experiment delivering ultra-high speed broadband services deployed over existing copper lines. This will make SingTel the first operator in South East Asia to deploy VDSL2 broadband technology in its network, providing a theoretical access speed of up to 100 Mbps on copper,
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Report on Comparative Management powered by Ericssons VDSL2 equipment and solutions.VDSL2, the most advanced standard of xDSL broadband wireline communications, will benefit operators with large-scale deployment of triple play services (voice, video and data) as it has inherent features enabling optimal user experiences for broadband services. Ericssons ADSL fallback functionality also enables the re-use of existing Customer Premises Equipment (CPE), resulting in cost savings.
Toyota implemented PeopleSoft's HR module several years ago, then moved on to PeopleSoft's financial applications. Finally, late last year, Toyota decided to implement the manufacturing application. "We didn't even look at other vendors," says Roy Vasher, general manager of IS at Toyota. "We have a good relationship with PeopleSoft. We like the flexibility of the product, the fact that we can put in one module at a time, and that these modules interface nicely with our legacy systems."
Bharti Airtel is working with IBM to transform its IT systems, key business processes and establishing an enterprise integration platform at a business linked financial model. IBM Business Consulting Services, IBM Global Services -- Application Management Services, Worldwide Strategic Outsourcing and Integrated Technology Services are building the well-defined proven solution based on the IBM SPDE architecture and IBM WebSphere Business Integration for Telecommunications software to deliver the value. With this comprehensive solution, Bharti Airtel now has superior architecture for scale and speed, IT deliverables based on a service level agreement and the agility to respond to market forces Bharti Airtel today announced the completion of its strategic implementation of Oracle Financials and Oracle Human Resources Management systems (HRMS). This will provide Bharti Airtel with real-time financial and human resources information as well as give the organization higher operational efficiency, along with better visibility and enhanced management over its financial and HR operations. This implementation was a part of the strategic business consolidation undertaken by the organization to integrate the processes and systems of its different business units under One Airtel. The Bharti Airtel IT strategy is aligned with the organizations business for the delivery of One Airtel through two major focus areas BIZ and INT that are part of Bharti Airtels unique IT Truck model. The BIZ area is focused on customer facing systems capabilities while the INT area is focused on organization and internal facing systems capabilities. The Oracle single instance deployment is part of the INT focus area. Bahria University
THE MANAGEMENT FOLLOWS THE FOLLOWING STYLES TO MANAGE THERE COMPANY:

As all these are Asian companies so little or more there management styles match with each other. They love what they do and they take great pride in seeing their clients smiling when they deal with them. There culture is built around a set of values that reward professional pride; focus on results, and openness. They recognize that their continued success and growth depends on their ability to deliver superior service to their clients. In this modern period we believe that cultural values are correlated to management style. In fact, Asian management is driven more by values than principles. The value dimension of People-Oriented and Team Spirit would be most relevant for a humanistic and collective Asian society. In this society the downplaying of self and the importance of relationships are commonly practiced at the workplace. Creating a high sense of cohesiveness in an organization will ultimately result in a more cordial, relaxed, harmonious, and friendly working environment for employees. A harmonious and cordial working environment will substantially reduce conflicts among employees. Internal unity would enable an organization to compete better. They dont only believe on good qualification and experience but they need to see that their bilingual and bicultural candidates also have the personal interest and experience in working at firms. There main focus is on customers satisfaction, they believe that a company can only be successful if its customers are fully satisfied. They keep promises and offer them value and quality services to enrich lives and enhance business success. The Companys team has challenger spirit, they face the problems with great strength and stand ready to solve it .The creativity and innovation of people sets them apart. They look for better ways of doing business and share a passion for making a difference. When faced with challenges and opportunities, they dont say Cannot, but ask Why not? and compete fairly. Company believes on team work, there is no any concept of individualism. They have firm believe that the unity increases the strength to perform any job. By working as one team with shared goals they achieve great things. They value ideas and contributions from everyone. They recognize, respect and value diversity in the team and also develop strong bonds by communicating and sharing knowledge. Always encourage open discussion and commit to an agreed position. Reputation of company is based upon their ability to fulfill promises to shareholders, customers and employees. They do so by being honest in their dealings, taking responsibility and being accountable for their actions. They treat everyone the way they would like to be treated. They are proactive in identifying issues and coming up with solutions and ensure that the highest ethical standards guide them in making decisions. Leadership and superior performance are achieved through the pursuit of personal excellence and they are committed to doing and being the best by seeking continuous improvement and take pride in what they do. They do things to the highest possible standards and acknowledge the potential of the individual and create opportunities for all to grow and excel. Together, they celebrate our success and achievements.
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Association of Southeast Asian Nations (ASEAN)

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TCS(Tranzum Companies and Services)

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ABOUT THE COMPANY

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ROLE OF GLOBAL HUMAN RESOURCE MANAGERS

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Pakistan Post Office

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Zaton Mobile Communications Corp.

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Role of Global HR Manager

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Competitors of China Mobile:

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TOYOTA COMPANYS DESCRIPTION

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COMPARATIVE ANALYSIS OF ASEAN COMPANIES

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Marketing activities Airtel

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THE MANAGEMENT FOLLOWS THE FOLLOWING STYLES TO MANAGE THERE COMPANY:

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