15 YEARS - Zain

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46Turnover Numbers Broken Down By Category2008 2009 2010 2011 TargetFull Time 152 (20%) 74 (10%) 133 (14%) 68 (7%)Part Time 64 (41%) 144 (40%) 253 (84%) 252 (84%)Senior Management 7 (50%) 7 (54%) 11 (79%) 6 (40%)Middle Management 21 (34%) 10 (15%) 10 (12%) 11 (13%)Employees 124 (18%) 49 (8%) 112 (13%) 93 (11%)Daily Casual Employment 64 (41%) 152 (42%) 253 (84%) 210 (70%)Male 160 (24%) 170 (22%) 280 (32%) 218 (26%)Female 56 (22%) 48 (16%) 106 (27%) 102 (23%)18 – 30 141 (32%) 178 (31%) 309 (41%) 242 (32%)31 – 40 62 (16%) 30 (7%) 64 (15%) 67 (16%)41 – 50 13 (20%) 5 (8%) 6 (9%) 7 (11%)51 – 60 0 (0%) 5 (33%) 7 (70%) 4 (16%)Compensation and BenefitsCompensation for full time employees is highly competitivewithin the Jordanian market and is adjusted based on theemployee’s expertise and education. Part time Zainers areprovided with specialised contracts or a competitive hourlywage above the Jordanian national minimum wage. Our maleto female pay ratio is 1:1 for all levels of the organisation.Zain Jordan also has a comprehensive employee benefitprogram designed to support Zainers in all aspects of theirlives while rewarding them for their contribution and loyalty.The program covers all full-time Zainers, with some benefitsextended to short term and part-time Zainers.Full-time Zainers enjoy a number of benefits including:BenefitInsuranceLeavesEntertainmentChild CareAllowancesCommunicationTravelESOPFUNDSubsidiesDetailsLocal and International Health Insurance in which employeesand their family members are covered worldwide except forthe USA, Life InsuranceIn addition to the leaves assigned by labour law, Zain Jordanprovides employees with paternity leave.Club Membership based on employee levelVacation / Education Allowances based on employee levelAccess to on-site day care centre established especially forstaff’s kids aged between 3 months and 4 yearsOvertime Allowance based on business needs and onagreement with manager, Shift / On Call Allowance,Hardship Allowance for jobs of high riskInternet subsidy, handset subsidy, post-paid line withminutes and SMS package, Staff Lines for FamilyTravel Per diem for each country, Sponsorship for Umra TripsInvolvement in the Employee Stock Ownership Programupon fulfilling a set of eligibility criteriaProvident Fund policyHousing Loan Subsidy for employees after completing 3years of employment
Benefits extended to include full-time and part-timeZainers include bonus based on company performance andindividual achievements and as per Zain’s internal guidelines;transportation allowance (based on level and functional role);subsidized meals; and access to the Zain on-site clinic which isstaffed by a doctor and two nurses.Since all employees in Zain Jordan are members of theNational Social Security Fund, as per the Jordanian LabourLaw, Zain pays 11.5% of employees’ salaries to the SocialSecurity Fund monthly, while employees are meant to pay5.5% of their salaries monthly.Provident Fund - All our employees are members in the ZainJordan provident fund. Five Percent of employees’ salaries arepaid to the fund, with Zain Jordan matching what has beenpaid with double the amount on behalf of the employee.Employees can pull out of the fund membership at any time.They are required to work for Zain Jordan for three years toaccess 60% of the benefits and for five years to access 100% ofthe benefits.The fund’s capital stands at around five million JOD to date.The fund has a separate governance body consisting of sevenmembers; five members nominated by the employees andtwo by the CEO to manage the fund and its investments.Investing in our ZainersEvery year 100% of our employees receive at least oneperformance and career development review as part ofa program called ‘Zain Dialogue’. The purpose of thesedialogues is to ensure that Zainers have what they need inorder to excel within the organisation. Based on these, theHR department is able to provide the needed training anddevelopment programs to fill skills gaps, or to provide theneeded inspiration, motivation and confidence to all Zainersto push themselves further.Training and Development2008 2009 2010 2011 TargetTotal Training Hours 28,448 14,099 23,702 40,000Total Cost of Training (JOD) 221,219 88,829 241,213 250,000Average Hours of Trainingper ZainerAverage Cost of Trainingper Zainer31 13 18 32242 82 190 197Zain Jordan offers a number of dedicated managerialprograms to promote the ongoing training and developmentof all junior, mid and senior management, including:Managing at Zain, Leadership in Disguise, LeveragingBusiness Strategy, HR for Non HR Managers, NegotiationSkills, Finances for Non Finance and Team Motivation.47
Page 1: 15 YEARSofTRANSFORMINGJORDANZain Jo
Page 4 and 5: About This ReportWe at Zain Jordan
Page 7 and 8: 15 Years of Leadership and Innovati
Page 9 and 10: MembershipsMember of the GSM Associ
Page 11 and 12: 2007First Automated SpeechRecogniti
Page 13 and 14: Creating a Wonderful WorldZain Jord
Page 15 and 16: HeartEMPOWERINGPEOPLE
Page 17 and 18: Providing Access to All and Digital
Page 19 and 20: Connecting Accross BordersOne of th
Page 21 and 22: Mobile MoneyAfter a year in develop
Page 23 and 24: Delivering Mobile Content and Enter
Page 25 and 26: Activating YouthComprising over 70%
Page 27 and 28: BelongingTRANSFORMINGJORDAN
Page 29 and 30: Contributing to the EconomyIt is es
Page 31 and 32: Our Contribution to the EconomySinc
Page 33 and 34: In 2010 Zain Jordan offered the fol
Page 35 and 36: Public AwarenessToday, the mobile p
Page 37 and 38: Education“Education = Opportunity
Page 39 and 40: To date our contribution to the Kin
Page 41 and 42: Plastic BagsEvery year Zain Jordan
Page 43 and 44: RadianceSTRIVINGFOR EXCELLENCE
Page 45 and 46: Striving for Excellence Key Perform
Page 47: % 18 - 30 48% 53% 60% 60%% 31 - 40
Page 51 and 52: Health and SafetyZain Jordan active
Page 53 and 54: In addition, Zain Jordan is current
Page 55 and 56: Caring for Our CustomersAt Zain Jor
Page 57 and 58: Respecting our CustomersClarity of
Page 59 and 60: All relevant contracts and agreemen
Page 61 and 62: Environmental StewardshipThe Zain J
Page 63 and 64: Most water taps are installed with
Page 65 and 66: Responsible BusinessGovernance, Acc
Page 67 and 68: Internal AuditOne component of good
Page 69 and 70: Our 2011 CommitmentsEmpowering Peop
Page 71 and 72: Zain’s PriorityIssues- Being a pi
Page 73 and 74: Appendix B - Scope of the ReportDef
Page 75 and 76: Appendix C - GRI Statement73
Page 77 and 78: 3.6 72 EN4 59 SO4 663.7 72 EN6 None
Page 79 and 80: Regional Cable NetworkAlliance (RCN
Page 82: This Executive Summary has beenprin

15 YEARS - Zain

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