RECRUITMENT AND SELECTION PROCESS

BY
MUSTANSAR HUSSAIN (5283-FMS/MBA/F11)
KAMRAN AHMED
(5301-FMS/MBA/F11)

A project report submitted to the department of Human Resource Management.

Faculty of Management Sciences, International Islamic University Islamabad in
partial fulfillment of the requirement for the degree of
MASTER OF BUSINESS ADMINISTRATION (MBA)
(HUMAN RESOURCE MANAGEMENT)

DEPARTMENT OF HUMAN RESOURCE MANAGEMENT

FACULTY OF MANAGEMENT SCIENCES
INTERNATIONAL ISLAMIC UNIVERSITY ISLAMABAD (IIUI)

RECRUITMENT AND SELECTION PROCESS

Prepared By
MUSTANSAR HUSSAIN (5283-FMS/MBA/F11)
KAMRAN AHMED
(5301-FMS/MBA/F11)
MASTER OF BUSINESS ADMINISTRATION (MBA)
(HUMAN RESOURCE MANAGEMENT)
Supervised By
MR.HAFIZ GHUFRAN AHMAD
ASSOCIATE PROFESSOR
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
FACULITY OF MANAGEMENT SCIENCES
INTERNATIONAL ISLAMIC UNIVERSITY ISLAMABAD (IIUI)
2014

Copyright 2014 by Mustansar Hussain & Kamran Ahmed

All rights are reserved, no part of this project can be reproduced in any form or any means such
as photocopy or electronic media etc. without prior approval of authors.

Supervisor Certificate
This is certified that Mr. Mustansar Hussain (5283-FMS/MBA/F11) and Mr.Kamran Ahmed
(5301-FMS/MBA/F11) of MBA (26) have completed their project report entitled Recruitment
and selection process under my supervision. I have checked this report and found it bonafide
work of authors.

_____________________
Mr. Hafiz Ghufran Ahmad
Supervision Associate Professor

_______________________
Mr. Muhammad Awais Ejaz
Head of Management Department
Faculty of Management Sciences
International Islamic University Islamabad

DEDICATION
We dedicate all our efforts to our beloved Parents, Siblings & Friends whose efforts,
wishes, Prayers and sacrifices made us able to be here and complete our Education
(Mustansar Hussain & Kamran Ahmed)

ACKNOWLEDGEMENT
We are thankful to Almighty Allah, the most merciful and benevolent; who created the Universe,
with regularity and without any chaos, with ideas of Beauty, Symmetry and Harmony and gave
us the ability to discover it.
We are immensely Thankful to our Respectful Supervisor, Mr. Hafiz Ghufran Ahmad
(Associate Professor IIUI) for all the encouragement, guidelines, support and instructions
whenever required. This project would not have been possible to complete without his help.
There is no part of this work that has not been the object of his penetrating mind, and there has
been no question posed to him to which he has failed to apply his full intellect.
It is also feel pleasure to highlight honorable regards to all those who helped us in learning and
enhancing our knowledge and ability during the project especially to Mr. Muhmmad Awais Ejaz
(HOD of Management department), Mr. Aziz Ahmed Chaudhry along with them we are very
obliged to our respected Sir Faisal Durrani, who also helped us.
Finally for all possible errors, omissions and shortcomings in writing of this report only we are
responsible for which we hope that all concerning regards of this report will forgive us.

Contents
Executive Summary..8
COMPANY PROFILE ....................................................................................................... 9
LITRATURE RIEVIEW....11
TELENOR PAKISTAN.................................................................................................. ..17
DEPARTMENTS & FUNCTIONS .................................................................................. 20
Customer Service Department21
Marketing Department .................................................................................................. 21
Sales department ........................................................................................................... 22
IT /Billing and Internal Audit Department ................................................................... 22
Technical Department ................................................................................................... 23
Human resources department ........................................................................................ 23
Administration Department .......................................................................................... 24
Human resource Department ............................................................................................ 25
Functions of Human Resource Department ...................................................................... 27
JOB ANALYSIS AND PREPARATION OF JOB DISCRIPTION ................................ 30
Recruitment and Selection ................................................................................................ 32
Selection Procedure34
Training Methods and Employee Development ............................................................... 37
Human resource information system ...............................Error! Bookmark not defined.0
Managing Performance ..................................................................................................... 41
Performance Appraisal...................................................................................................... 45
Performance Measurement System................................................................................... 47
Motivation ......................................................................................................................... 48
Career Planning ................................................................................................................. 49
Career Management .......................................................................................................... 53
Wages, incentives and benefits ......................................................................................... 57
Health, Environment and Security .................................................................................... 58
Discipline Procedure ......................................................................................................... 60
Recommendations ............................................................................................................. 62
Annexure ........................................................................................................................... 64
References ......................................................................................................................... 64

Executive Summary
The todays world moves at neck breaking speed & it calls for a decisive action
Quantum Leap thinking

The culture is an important factor in the organization where every employee is deal as
that he or she is one of the most significant people in the organization regardless of his position.
Excellence is required from everyone at the organization from first line workers to the CEO.
There is a famous quote that there is only one thing is constant in life that is change.
There is a natural phenomenon that every individual responds negatively to the changes in the
normal routine. Normally the changes in the strategies encourage developing new conflicts
among the employees and with the management this is the actual problem we studied in our
report.

TELENOR PAKISTAN
COMPANY PROFILE
Telenor is a Norwegians Multinational Telecommunication Company which main office is in
Fornebu in Baerum near to Oslo. It is worlds biggest Mobile telecommunication company with
operations in Eastern, Asia and Scandinavia. It has TV and large broadband distribution
operations in four countries. It has 10 years old business line and research for machine to
machine technology. Telenor networks in twelve countries which are its own with operations in
twenty nine countries. Telenor has 33% share in Vimpelcom ltd. If included its 33% share of
Vimpelcom ltd Telenor ASA become an universal supplier of excellent information transfers,
information and media correspondence administrations. It positions as world's seventh biggest
portable administrator with a sum of 164 million supporters in its versatile operations.

HISTORY OF TELENOR
Telenor procured the permit for giving GSM benefits in Pakistan in April 2004, and has
dispatched its administrations financially in Rawalpindi, Islamabad and Karachi on 15, March
2005. The authority opening was held in Islamabad with the President of Pakistan General
Pervez Musharraf as the visitor of honor and a Telenor designation headed by CEO Telenor Jon
Fredrik Baksaas. On March 23, 2005 Telenor began its administrations in Lahore, Faisalabad and
Hyderabad. Telenor will be dispatching its administrations in different urban communities
according to the takeoff arrangement.

Telenor has its corporate central command in Islamabad, with provincial work places in Karachi
and Lahore. The permit terms stipulate that by year 4, Telenor will blanket 70% of Pakistan's
297 managerial Tehsil central commands Telenor will satisfy the permit prerequisites and give
prevalent quality scope.

Telenor is pleased to fabricate versatile correspondence framework in Pakistan and anticipates

joining its encounter in portable engineering with the nearby Pakistani abnormal amount of
9

capability. Telenor's essential point is to offer top quality portable administrations and advertise
solid rivalry in the versatile business. The organization has secured a few turning points in the
course of recent months and developed in various bearings.

Telenor has effectively consented to interconnect arrangements with every one of the four
occupants throughout December 2004, permitting its endorsers of trade voice and information
with supporters on all dynamic versatile systems including Paktel, Instaphone, Ufone, Mobilink
and Warid.

Upon the fruitful set up of our LDI unit, Tore Johnsen CEO and President of Telenor Pakistan,
and Kjell Nordbo, CTO, made the first official TP global call to Norway on January 27.

Presently Telenor is working worldwide in 13 nations with more than million individuals in their
administrations.

10

Literature review
The purpose of this chapter is to understand the recruitment and selection process in Telenor
Company. Telenor is one of leading organization in Pakistan where all standers of human
resource are being followed. There is every procedure is defined need and cleanly and encourage
developing new conflicts among the employees and with the management this is the actual
problem we studied in our report. Recruitment and selection is an essential part of organization.
As without employees, many organizations face difficult to maintain their structure, nor can
employees get employment without each other dependence. While some authors believe that
recruitment and selection are inseparable. But on other side others do identify differing level of
separation. There are many authors defined recruitment but some of authors are fail to defined
clear definition

What is Recruitment?
The Australian Oxford Dictionary (Moore, 2004, p. 1079) however, defines recruitment as
replenishing or reinvigorating. Clearly, definitions of recruitment are somewhat numbered.
While countless authors discuss the process, many fail to give a clear definition of the process as
they see it. The Australian Oxford Dictionary (Moore, 2004, p. 1079) however, defines
recruitment as replenishing or reinvigorating. The dictionary definition has obvious wider
applications; however, some of the textbook definitions are more appropriate. Cook (1998, p.
29), for example, defines recruitment as the effort of an organization to induce a sufficient
number of appropriately qualified individuals to apply for positions available in the organization.

Internal & External Recruitment

Internal recruitment is when an organization seeks to fill job vacancies from existing personnel
where on the other hand, external recruitment is when managers look outside their own
organization to fill supervisory, middle and higher-management positions. This is necessary
because the skills can't be found within the organization (Cook, 1998, p. 29-30).

11

What is selection?
Worthington (1992, p. 24) identifies the selection process as conducting interviews, checking
references thoroughly, and matching candidates to the position requirements. Cook defined
selection as the process [by which] organizations seek to identify the candidates who, in the
position to be filled, will most effectively contribute to the achieving of the organization's goals
(Cook, 1998, p. 35). It is essential that the selectors are systematic in making their decision in
relation to who is most suitable in terms of the applications received and most importantly, they
must be sympathetic in terms of their judgments (Plumbley and Williams, 1981). It was found by
Holliday (1995, p. 144) that a further important selection criterion is that the potential employee
is already trained.

Recruitment and Selection

Organizations are made up of group of peoples. For this reason hiring of the people from
different sources is very necessary and important on its side. Because its (recruitment/selection
procedure) performance further leads the organization to success or failure that how they are
recruiting people whether it from within the organization or outside the organization. Every
organization uses different kind of methods and techniques for hiring the people. In human
resource language we can say that, People are most valuable assets for any organization
Telenor Pakistan as it is said that they are new here in Pakistan market and they are facing too
many challenges, in which the hiring of the people is very important still the activity of hiring the
people after its establishment of 6 months is going on, the most acceptable reason for this, it is on
the growth stage of its product development, we know that with the establishment of the its
network they have to hire more and more workers/ executives and managers on their side,
Different methods they are using for hiring their employees like Internal recruitment stands for
the recruitment within the organization, as they are newly established business they do not have
any kind of internal recruitment still they are focusing on hiring the people from outside. And
External recruitment stands for the recruitment of the employees from other source/externally.
They perform different kind of steps in this category, For the external recruitment first the need
for the new employment is created or if it is being demanded by any department. Human
resource department first identifies the need of that job, particular its expenses in hiring that
12

employee(s), time required for its training and orientation in Telenor Pakistan. After the approval
of the manager of human resource department, different methods they adopt for the external
recruitment are as follows
advertisement through news paper
advertisement through net (official web site of Telenor Pakistan)

SELECTION PROCEDURES
After a substantial amount of applications have been received, the HR managers again work
together to shortlist the applications. This is done by carefully going through all the application
and by giving different weight age to the following criteria Quality of early schooling, Grade
obtained, Extra Curricular activities, Overseas travel and education,Age,Target University,
Relevant experience, The HR Department then issue call letters to the short listed candidates
along with blank application forms by Date, time and venue for the preliminary interview is
advised and candidates are asked to bring along completed application forms.
Panel of HR and line management carries out competency-based interviews focusing on
functional skills and managerial and supervisory skills.

After the preliminary interview is

cleared people applying for different jobs are tested in different ways. The following
management competencies are assessed by a panel of cross functional assessors In the case of
management selection: Communication skills, Resource management, Rational decision making,
Influencing, Creative thinking, Business development
The HR department is responsible for overall administration of the assessment centre including
training of the assessors. The HR department provides details of remuneration package and terms
and conditions of service. The HR department also prepares appointment letter, service
agreement and finalizes other documentation for service record. Socialization & orientation After
the recruitment and selection of the employees socialization and orientation of the employees has
started firstly the new comers or new employees have to report to the line manager of their
particular department and he is then introduced with the current values, beliefs and code of the
conduct of the organization.

13

Code of conduct in Telenor

Telenor has a professional and positive workplace with an inclusive working
environment.
People have to behave with respect and integrity towards anyone comes into contact with
through your work.
They have to create an environment free from any discrimination, be it based on religion,
skin color, gender, sexual orientation, age, nationality, race or disability.
They also have to create a working environment free from bullying, harassment or
similar. We do not tolerate any behavior that can be perceived as degrading or
threatening.
Human resource department also believe that most of the things employees learn with the
passage of the time, main reason for that is there is always problem in the adjustment at new
place of employment. Due to this reason they are arranging
Orientation of employees at Telenor Pakistan includes with the introduction with the
organization, a brief introduction about organization and as well their placement, policies, rules,
regulations, safety, health and some other basic issues in the organization. During the orientation
of the employees they are introduced with the supervisors, coordinator and other employees
working with him/her. They are introduced with their job and working conditions and other
initial information is delivered to them during orientation.
Telenor has traditionally had a gender-divided labor market. This has gradually changed as a
result of the changing organizational structure, specific equality initiatives by the company and,
not least, as the basis for recruitment has changed. Occupational groups with technological
backgrounds (chartered engineers, engineers and technicians) have been dominant and there was
a major predominance of men with this education and these skills. At the same time, units such
as the directory enquiries services and customer services had a clear dominance of women.
During recent years, this has evened out, due to increased awareness in recruiting personnel in
the various disciplines and due to changes in the basis for recruitment. Telenor's efforts to
strengthen the Groups position as an attractive employer have resulted in an increased
recruitment of highly skilled women.

14

Customer Services, which was originally dominated by female employees, now has almost the
same number of men as women. The average salary for women has increased, and this unit now
employs male and female personnel on equal pay conditions. The average annual salary in the
whole organization for women is lower than for men. This is mainly due to the number of men in
senior positions outweighing the number of women.

Training Methods and Employee Development

The principles relating to the development of the working environment are made available on the
learning portal Learn at Telenor in the form of separate e-learning programmers for both
employees and managers.
Telenor believes that each individual is attributed with potentials, which can be maximized by
enabling conditions favorable to their growth.
It is recommended that staff gets an opportunity to engage and learn through active involvement
in HRD interventions, which could include trainings, workshops, learning exposures,
conferences, exchange visits etc. The staff training needs will be identified through performance
development program plans in consultation with respective line managers and individual staff.
Line managers will be fully responsible for ensuring their staff receives access to training and
development events in areas that have been identified for them. The national HRD budget will be
located. The employee upon return from local HRD event will submit detail report outlining key
learnings and use of training received in the organizational work set.
Telenor Pakistan is providing the training to its employees at level where the organization feels
about the performance gaps especially in engineering department and IT division and level of
technology does matter too. Telenor at present providing the training to its employees when they
introduce any kind of new technology and further more they also provide training to their
employees in the call center division.
Most important thing to note that Telenor Pakistan is still employing the experienced people for
jobs and at start they dont have any kind of formal training.

15

Planned process for training & development

Training needs analysis:
Telenor Pakistan identifies the training needs at different levels and provides them to their
employees in sense to enhance their skills, the training needs are provided at various levels like
whenever they introduced the new technology and when they entered in the new place, they
provide training to them.
Telenor provide the training not only to its employees but also to its new officers working
outside the organization like franchise workers, sales officers etc. and also Telenor provide the
on job training during the duty hours, which is totally about the job instructions. And
Telenor provide the coaching facility to its employees for their training like training in the call
center and in other official matters.
During the training they are provided with the specific environment in which learning aspects are
there. Before providing them training one important element is considered that how much
information these people already have, whether the further information which will be given will
be fruitful or not for employees. They are first introduced with the training purpose and
introduced more with the specific environment they are being provided for the training mode. In
this regard the training room arrangement is very important and this helps in the learning aspects
and improves the leaning skill and ability of the employees. The training rooms for the
employees are located in the respective department and each training room is

U-shaped and

equipped with the white board and multimedia. Sitting arrangement is very proper.
After providing the sufficient training to employees they are evaluated on the basis of the
different criteria, first they are assessed through their behavior whether after providing the
training they have any kind of change in their behavior and along with the leaning purpose that
whether they get the sufficient information from their training and they also have to take tests
through these training programs to confirm, there must not any kind of performance gap after
having the training particularly in their field. And afterwards the employees are also evaluated
through their output level.
In this project we have discuss the importance of recruitment and selection for success full
managers and leadership.an awareness of issue and concept with in this area is an important tool
for all those involved with leading managing and developing people even if they are not human
16

resource managers per se . A recognition of the importance of this aspect of people management
is not new, and success in this field has often been linked with the avoidance of critical failure
factor including undesirable level of staff turnover and claim of discrimination from successful
job application.
It has been argued here that it is also possible to identify aspect of recruitment and selection
which links with critical success factors in the 21st century context, differentiating organizational
performance and going some ways to delivering employees who can act as thinking performer. It
is proposed for example that a competence approaches focusing on ability needs to perform a job
a well may be preferable to the use of a more traditional matching of job and person
specifications. In additions, many organizations may increasingly wish to identify qualities of
flexibilities and creative thing among potential employees, although this may not always be the
case many contemporary jobs do not require such competence on the part of job holder .it is also
the case that organizations should be preoccupied with the question of validity of selection
methods. Ideally combining methods which are strong on practically and cost, such as
interviewing with other measures which are most effective predictor of performance. It is
maintained finally that a managing diversity approach welcoming individuals difference may
enhance organizational performance and create a climate in which thinking performance can
emerge and flourish.

However it is maintained that a contingency approach to recruitment and selections, recognizing

that organizational policies and practices are shaped by contextual factors remains valid and that
effectiveness in recruitment and selection many vary according to particular situational factors.
in this regard it is noted that cultural difference could be an important factor in predicting the
relative success of recruitment and selections .

17

Telenor in Pakistan
Telenor in Pakistan is owned by Telenor ASA and it works in Asia together with Bangladesh,
Thailand and Malaysia. Telenor Pakistan starts its work in March 2005 as the biggest single
immediate European in Pakistan, organize future priority in telecom sector.
Telenor is the quickest developing portable system in the nation, with scope arriving at profound
into a large portion of the remotest territories of Pakistan.
It is keeping ahead by putting intensely in foundation development. With US dollars of 2 billion
effectively contributed, it has amplified concurrences with its merchants for system development
and administrations until 2009. The assertions, with a possibility to bring about US dollars 750
million values of requests from Telenor Pakistan, are a percentage of the greatest of their kind in
the business.

Telenor is spread crosswise over Pakistan, making 2,500 immediate and 25,000 or more
circuitous occupation good fortunes. It has a system of 23 organization possessed deals and
administration focuses, more than 200 franchisees and around lac retail outlets.

VISION OF TELENOR
Telenor's vision is straightforward: "We're here to help"
It exists to help its clients get the full profit of correspondences administrations in their day by
day lives.

CORE VALUES OF TELENOR

Make it easy
We are practical. We don't complicate things. Everything we produce should be easy to
understand and use. Because we never forget we're trying to make customers' lives easier.

18

Keep Promises
Everything we set out to do should work, or if it doesn't, we're here to help. We're about delivery,
not over promising, actions not words.

Be Inspiring
We are creative. We strive to bring energy to the things we do. Everything we produce should
look good, modern and fresh. We are passionate about our business and customers.

Be Respectful
We acknowledge and respect local cultures. We do not impose one formula worldwide. We want
to be a part of local communities wherever we operate. We believe loyalty has to be earned.

GOALS
Telenor's absolute goal is always to develop price regarding investors throughout the serving of
customers, workers, and associates as well as most people interest.
Inside a long-term perspective, a robust marketplace as well as consumer concentrate, in addition
to a powerful motivation to workers in order to society, will give you the very best software
regarding developing incremental price.
Beliefs will probably be developed by means of worthwhile as well as sturdy progress. This sort
of progress will probably be based on the improvement of remedies that make simpler the
employment of, as well as strengthen the particular usefulness of, superior marketing
communications engineering. Telenor should certainly bring about provide customers larger
overall flexibility of choice and much more choices. Telenor's remedies should certainly make
simpler people's day, help make corporations as well as things to do more efficient, as well as
raise the competitive powers.

19

DEPARTMENTS & FUNCTIONS OF TELENOR

Main departments:
Finance department
Customer Services department
Commercial department
Technical department
I.T department
Human Resources department
Administration department
Legal Affairs department

Finance Department

Operations related finance

Corporate accounts maintenance
Bank reconciliation
Treasury
Budgeting and corporate affairs
Credit and collection
Procurement and contracts
Payables
Reporting and commissions

20

Customer services Department

Operations
To facilitate and guide the customer
To resolve customers queries, requests and provide optimal solution in minimum
turnaround time, keeping both companies and customer interest in focus.
To inform and update customers about upcoming promos, AS and products.
To minimize cost and increase revenue.

System
The call center employees help solve the problems of customers on telephone.
Identify and resolve root causes of chum and strive to minimize churn.

Marketing Department
Develop and execute regular promotions
Brand management
Ensure successful new city / product campaign launches
Public relations
International roaming
Value added services
Strategic planning and pricing
Monitor competitor pricing and other activity and report back
Market research
Sales analysis

21

Sales department

Indirect sales
Manage the franchise network
Ensure achievement of sales target of franchise
Coordinate with other departments for development programs
Training of franchise staff

Direct sales
Meet assigned sales targets throughout the year
Maximize customer satisfaction and minimize churn
Generate new accounts and manage old ones
Strong follow-up

IT /Billing Department
Networking
Operating systems
Software development
Resource applications
Network security
Billing

Internal Audit Department

Fraud prevention
Audit internal systems and processes
Introduce control mechanisms
Revenue assurance

22

Technical Department
Maintain and operate the GSM cellular network consisting of 900 base transceiver
sites and 9 mobile switching centers
Plan and roll out network expansion as per the commercial target (e.g. 1.5 million
subscribers in 2004 translates into 650 new sites and expansion into 50 new cities)
Work closely with commercial and IT department to launch new services and
cities.

Human resources department

Employees services
Payroll information
Leave and medical record
Final settlements and provident fund
Policies and procedures
Employees record and recreation
OD and effectiveness
Training plan
Talent management
Performance management
Employees retention
Orientation employee communication
Staffing and compensation
Staffing plan and HR budgeting
Management trainee and internship program
Interviewing and selection
Headhunters
Compensation, benefits and incentive

23

Administrative Department
Stationary requirements
Courier services vehicle maintenance
Janitorial services
Event management
Cafeteria arrangements

24

Human resource Department

"Telenor A multinational Telecom provider where people make the future"

25

Regardless of the size or type of the business, any organizations most important asset is its
Human Resources. Human Resources management aims to accomplish organizational aims in
addition to aims from the workers by way of efficient workers packages, plans in addition to
procedures.

Staff administration program can vary via corporation for you to corporation. When there is
great efficiency associated with workers department, then the workers from the corporation will
probably be enthusiastic in addition to fulfilled. The actual department deals with in addition to
mobilize this human resources.

26

Functions of Human Resource Department

Commonly for the human resource department the main functions are performed only the
selection. Recruitment and employees training. No doubt these practices are also performed by
the human resource department, this is not end of the game, and these functions are the part of
the activities performed by the human resource department. In Telenor human resource
department also performs various functions on its side. The main functions of the human
resource department is to play with,

Recruitment of the employees

Selection of the employees
Placement of the employees.
Proper job planning for the employees
Career planning for the employees
Proper guidance for the current employees
Making relationship within the organization among different department and
outside the organization
Performance evaluation of the employees.

These are few listed functions/activities performed by the human resource department in Telenor
Pakistan. The further elaboration of these points will be in next section.

27

HUMAN RESOURCE PLANNING

Like other organizations Telenor Pakistan also has a skilled human resource planning
department. As we know that each human resource department in any organization play key role
and operate like an eye of an organization, likewise in Telenor Pakistan they are performing their
functions and fulfilling their requirement of the organization by matching the organizational
needs with the employees skill, knowledge and ability whether these needs are identified or
being demanded by any department of the Telenor Pakistan.

Human resource planning in the Telenor is basically performing different kind of functions
which are as follows,
1.

Whether there is need for recruitment in the organization.

2.

If there is demand from any department, they (HR department) identify.

3.

Placement of their employees.

4.

Convenience to their employees.

5.

Work for employees motivation.

6.

Check on employees performance

7.

Developing career plans for their employees.

Telenor is newly born baby in Pakistan market, they have had strong competitors in their fields,
and they entered in the market of telecom where already the price war (price competition) had
been initiated among three pioneer companies of Pakistan, including UFONE, MOBILINK and
PAKTEL. So the human resource department has to play very important role in the Telenor
Pakistan in making itself a strong brand. Human resource. Division will certainly proceed the
energy to growing complete business lifestyle and developing organizational functionality
through making sure the men and women will be able and ready to accomplish in consistently
remarkable degrees. Human resource department performs different kind of functions/practices
in this regard to make its effort more and more effective, are as follow,
Recruitment & Selection process
Performance appraisal
Training & Development
Reward Management
Employee Discipline
28

We are discussing only few functions because of Telenor Pakistan established newly or recently
so most of practices still they did not perform as well but we will like to cover each aspect
according to our gathered information and resources from Telenor Pakistan.

29

JOB ANALYSIS AND PREPARATION OF JOB DISCRIPTION

JOB ANALYSIS
When HR department is asked or demand for more employees in any other department, the
activity HR department performs that first they compile the whole job duties, responsibility
grade, work unit and placement and afterwards they prepares the job description.

Job description
A single job description is prepared for two purpose, first they use it to publish it in the local
newspaper which have a nationwide network and secondly they use the same job description for
the website where the online application facility for the new employment.
Job description they prepare for the newspaper has a slight difference from the job description
they have on their website. Job description they prepare for the newspaper is very simple but the
components they have in this job description are as follows,

Job title:
Includes the job title for which it is being advertised
Department:
For which department the job is required
Responsibilities:
Includes the key areas to perform, autonomy and power.

Specification:
Includes the basic skills, knowledge, ability, experience and educational
background

Gender:

They specify the gender for the particular

Working location:
Sites where he/she has to place for job
30

At the end the HR department specifies the address of their particular regional head office and
main head offices for these advertisements where the candidates send their resumes.

31

Recruitment and Selection

Group/organization always formed with two or more than two people. For this reason hiring of
the people from different sources is very necessary and important on its side. Because its
(recruitment/selection procedure) performance further leads the organization to success or failure
that how they are recruiting people whether it from within the organization or outside the
organization. Every organization uses different kind of methods and techniques for hiring the
people. In human resource language we can say that,

People are most valuable assets for any organization

Telenor Pakistan as it is said that they are new here in Pakistan market and they are facing too
many challenges, in which the hiring of the people is very important still the activity of hiring the
people after its establishment of 6 months is going on, the most acceptable reason for this, it is on
the growth stage of its product development, we know that with the establishment of the its
network they have to hire more and more workers/ executives and managers on their side,
Different methods they are using for hiring their employees are as follows,

Internal recruitments
Internal recruitment stands for the recruitment within the organization, as they are newly
established business they do not have any kind of internal recruitment still they are focusing on
hiring the people from outside.

External recruitment
External recruitment stands for the recruitment of the employees from other source/externally.
They perform different kind of steps in this category,
For the external recruitment first the need for the new employment is created or if it is being
demanded by any department. Human resource department first identifies the need of that job,
particular its expenses in hiring that employee(s), time required for its training and orientation in
Telenor Pakistan. After the approval of the manager of human resource department, different
methods they adopt for the external recruitment are as follows
advertisement through news paper
advertisement through net (official web site of Telenor Pakistan)
32

1. Advertisement through newspaper:

Telenor Pakistan also has jobs advertisements through newspaper. In newspaper they mention
proper job title, job descriptions, placement, experience required, educational requirement are
also mentioned there and time and date for leaving the required documents and place to where
these documents are to leave.

2. Advertisement through official website of Telenor Pakistan:

Telenor also gets the job applications from net through its official web site of organization.
There is formal network or database has been formed for online applications and people can
leave their resumes their own net and they are assigned with specific resume number and they
have facility of being edited it afterwards and beside it there is also option of currently offering
jobs anywhere in Telenor is also presented there and people are given option to apply for their
particular job at the time when they required to.

33

SELECTION PROCEDURES
After a lot of apps are already obtained, the particular HOUR OR SO professionals once again
come together for you to prospect the particular apps. This really is completed by simply
thoroughly under-going every one of the request and giving. Different weight age to the
following basis.
Quality of early schooling
Grade obtained
Extra-Curricular activities
Overseas travel and education
Age
Target University
Relevant experience
The HR Department then issue call letters to the short listed candidates along with blank
application forms by Date, time in addition to area to the preliminary appointment is actually
well-advised in addition to individuals are usually enquired to create alongside done
applications.
Panel connected with TIME in addition to series administration bears out competency-based job
interviews focusing on practical skills in addition to managerial in addition to supervisory skills.
As soon as the preliminary appointment is actually cleaned folks getting diverse tasks are usually
tried in several ways. These administration skills are usually examined by the solar panel
connected with cross practical assessors In the case of Management selection:
Communication ability
Resource management
Rational decision making
Influencing
Creative thinking
Business development
The HR department is to blame for overall management of the assessment heart as well as
education of the assessors. The TIME department provides information on remuneration bundle
and also stipulations of support. The TIME department additionally prepares session notice,
support contract and also finalizes different paperwork regarding support document.
34

Socialization & orientation

After the recruitment and selection of the employees socialization and orientation of the
employees has started firstly the new comers or new employees have to report to the line
manager of their particular department and he is then introduced with the current values, beliefs
and code of the conduct of the organization,

Code of conduct in Telenor

Telenor is the place where professional work learning organization with good working
environment.
Here employees have to behave with respect and integrity with new comers through your
work.
Friendly environment where no one is interrupting each other every one is concerning
with their jobs no go into some ones others job.
They have a working environment free from harassment.
Human resource department also believe that most of the things employees learn with the
passage of the time, main reason for that is there is always problem in the adjustment at new
place of employment.

Orientation of the employees

Orientation of employees at Telenor Pakistan includes with the introduction with the
organization, a brief introduction about organization and as well their placement, policies, rules,
regulations, safety, health and some other basic issues in the organization. During the orientation
of the employees they are introduced with the supervisors, coordinator and other employees
working with him/her. They are introduced with their job and working conditions and other
initial information is delivered to them during orientation.

Equal opportunities

35

Telenor has typically acquired a gender-divided work current market. It has gradually changed
on account of this transforming organizational framework, particular equal rights endeavours
through the corporation as well as, certainly not the very least, since the schedule intended for
recruitment features changed. Work-related groups having technological backdrops (chartered
fitters, fitters as well as technicians) have been principal as well as there seemed to be an
essential predominance involving adult males using this type of education as well as these
ability. Concurrently, models for example the service enquiries providers as well as consumer
providers acquired a clear dominance involving women.
Throughout recent years, this has evened out and about, due to increased consciousness
throughout getting staff inside the a variety of disciplines as well as due to changes inside the
schedule intended for recruitment. Telenor's initiatives to improve this Communities position for
interesting company include led to an elevated recruitment involving highly trained women.
Purchaser Companies, that has been initially centered simply by women personnel, right now
features nearly exactly the same volume of adult males while women. The average earnings for
women features increased, which product right now uses man as well as women staff on
equivalent spend ailments. The average once-a-year earnings inside the complete business for
women is lower when compared with intended for adult males. That is mostly due to volume of
adult males throughout older postures outweighing the number of women.

36

Training Methods and Employee Development

Your concepts associated with the development from the doing work setting are created available
on the educational portal Learn on Telenor by means of different e-learning software engineers
for both employees along with professionals. Telenor believes that each individual is attributed
with potentials, which can be maximized by enabling conditions favorable to their growth.
It is recommended that staff gets an opportunity to engage and learn through active involvement
in HRD interventions, which could include trainings, workshops, learning exposures,
conferences, exchange visits etc. The staff training needs will be identified through performance
development program plans in consultation with respective line managers and individual staff.
Line managers will be fully responsible for ensuring their staff receives access to training and
development events in areas that have been identified for them. The national HRD budget will be
located. The employee upon return from local HRD event will submit detail report outlining key
learnings and use of training received in the organizational work set.
Telenor Pakistan is providing the training to its employees at level where the organization feels
about the performance gaps especially in engineering department and IT division and level of
technology does matter too. Telenor at present providing the training to its employees when they
introduce any kind of new technology and further more they also provide training to their
employees in the call center division.
Most important thing to note that Telenor Pakistan is still employing the experienced people for
jobs and at start they dont have any kind of formal training.

37

Training Methods and employees development

Training needs analysis:
Telenor Pakistan identifies the training needs at different levels and provides them to their
employees in sense to enhance their skills, the training needs are provided at various levels like
whenever they introduced the new technology and when they entered in the new place, they
provide training to them.

A. Training to new Employees:

Telenor provide the training not only to its employees but also to its new officers working
outside the organization like franchise workers, sales officers etc.

B. Training development sessions:

Method of training

1. on job training:
Telenor provide the on job training during the duty hours, which is totally about the job
instructions.

2. Coaching
Telenor provide the coaching facility to its employees for their training like training in the call
center and in other official matters.

C. Training implementation:
Through the training they may be furnished with the precise surroundings where understanding
aspects are available. Just before offering these training a single essential factor is recognized as
that will the amount of information they will currently have, whether or not the further
information which will be provided will likely be fruitful or perhaps not really pertaining to staff.
These are very first unveiled using the training purpose as well as unveiled a lot more using the
unique surroundings they may be being supplied to the training setting. Within this consider the
38

education area set up is important and this also aids in the understanding aspects as well as
boosts the particular leaning talent as well as power in the staff. Working out areas to the staff
are found in the particular division as well as each training area will be U-shaped as well as
equipped with the particular whitened mother board as well as media. Seated set up is very right.

D. Training evaluation phase:

Right after offering the actual satisfactory education in order to staff members they may be
looked at judging by different standards, very first they may be looked at by way of their own
actions no matter whether after offering it they've got any kind of alter within their actions as
well as with the hovering function that if they get the satisfactory details using their education as
well as next to your skin to look at assessments by way of most of these education programmes
to make sure that, presently there cannot any kind of overall performance gap after keeping the
education in particular within their subject. As well as later the actual staff members are also
looked at by way of their own productivity level.

39

Human resource information system

HRIS is fundamental need of all growth seeking organizations. Telenor is also having a very
comprehensive computer based information system.
As Telenors HR department is very active and connected with all their employees regarding
their matters about organization, for their departmental work needs and convenience.
Telenor is coming up with the strategy of going better and better. To cope with that they built
their information system like other organizations (Mobilink, Ufone) already working with.
Telenor developed a network within whole organization through which all their employees are
linked, by their own specifically developed software. Through this software data base of all
employees and their record is kept up to date. This software oriented information system
specifically builds for organizational development. All the employees are provided the facility of
connecting each other by mailing through this software. This is working on their intranet.
This HRIS is not only working within the organization but also this system is working for the
franchise officers and other people working outside the organization even if they are located
anywhere in the country.
Human resource information system in Telenor also possess the attendance records of her
employees, through which they evaluate the employees performance of attendance and keep
update with the employees leave, attendance, holidays etc. they have issued electronic cards to
each employees by swapping these cards through electronic devices and so through this way the
data for employees are maintained.
Strategically the main advantage of this database is that there is no fear of any kind of leakage of
information. Along with this customers services department also have a deep link with the
human resource information system.

40

Managing Performance
Performance management has following main points:
Declare the performance
Need to Measure performance
Response on the performance.

Performance Management System

The actual Functionality Management program regarding any business would be to verify
whether or not the worker efficiency will be aligned along with organizing aims. Telenor
statements being worth leaders in the Cellphone industry in addition to long term objective
would be to transform Telenor to do along with pace overall flexibility in addition to enterprising
character to be a cutting-edge, consumer concentrated firm.
On top of that, the particular employees that succeed get opportunities to increase build by
themselves. Normally the particular flaws are generally pin aimed in order that the employees
can improve by themselves.

Process of Performance Management

At Telenor, the process connected with performance managing starts off simply by denoting
performance. Overall performance are not defined and not using a clear understanding of the job
in which shall be done by the workers. In the managerial levels, it is rather tough in order to
outline performance in the workers maintaining in view their particular quantitative elements.
Because of huge various managerial work opportunities from Telenor, this performance
connected with managers can be examined on the qualitative evaluate.
In Telenor, work opportunities tend to be examined following distinct occasion or anytime there
is a need to have connected with employment examination and performance can be defined.
After that, this kind of definition connected with performance can be divulged to all this workers
which is ensured which they work on these kind of procedures seeing that they are also appraised
for a passing fancy procedures.

41

Right after performance has been defined, all the necessary behaviors with the managers tend to
be studied in detail and many symptoms tend to be developed which might be needed to assess
whether or not the employee can be performing good or undesirable. The symptoms which might
be simply the desired performance tend to be called Positive Indicators if the situation is
reverse then it well be known to Contra Indicators.
Following behaviors are needed to Telenors managers for good performance:

1. Managing work:
Understand own responsibilities and job.
Work hard to achieve them with set plan and distribute it and achieve it through
effectively (own time, systems, finances, people, information)

with in the given

resources.
2. At a supervisory level:
Delegates tasks effectively
Teach juniors how to achieve tasks

3. Analyzing and understanding:

Have a ability to Understands his own work and there solutions s.
Have a clarification about his job and challenging
Anticipates and thinks around problems / issues
Aware about his own weaknesses and available resources.
Eye view on all the available resources to weight up.
Makes clear point out the issues and make decisions.
Have a ability to maintain confidentiality.
4. Processing work:
All the Processes and produces which are related to work are according to standards.
Follows the ways which are beneficial for organization.
Seeks appropriate approvals and authority
Maintains all the works which are needed to perfume daily systems, diaries, etc...
Check by himself all the task belongs to him
Must complete with proper attention and accurate
42

4. Adaptability:
Must have ability to shift or accept new situations
Accept changes with free tension
Have a learning capacity
Is open to new ideas
Have a ability in worse situation
5. Initiative:
Take initiatives and make them right
Must have a researcher liker
Ideas developers
Have a ability to bring improvement in him self
Have a learning capacity from work
Have a ability to work small guide line

6. Relationships:
Has a good working network in the organization and out side
Should have free style l working network
Live with everyone with strong relations
To Understands the situations and needs of peoples
To have a bargaining power in any situation
To have a power to solve problems

7. Communication:
To increase Communication skills for good communication with others
To convey message in short timing clearly
Effectively communicates for their own usage
Communicate with every one
To increase writing power

8. Commitment:
Exhibits determination along with self-motivation
43

Finishes along with surface finishes jobs, not quitting

Is conscientious along with usually takes take great pride in in their perform
Performs to help higher expectations
Is trustworthy along with regular - not permitting other folks straight down

44

Performance Appraisal
Critiquing functionality and using constructive actions to formulate personnel additional can be a
critical functionality of supervision which is an important portion throughout being sure the
particular good results in the company through useful staff functionality.
An overview is around being sure men and women know what numbers of functionality are
hoped for of these and then using steps to make sure these are prepared and formulated to
execute correctly.

Purpose of Performance Appraisals

Measurement of someones work ability
To increase in the ability of employee through motivation
Motivate to achieve their target goals
To point out high potensional employee in advance
To point out to whom needs the training
To gave them good path for their career

Appraisal Policy:
This objective of these assessments would be to evaluation latest career overall performance
along with responsibilities, set ambitions along with focus on further opportunities with regards
to earlier overall performance on Telenor..

Performance Review:
At TELENOR a review will likely be an open up and also honest conversation between a staff
and also his or her Workforce Leader/Manager. Generally there are a pair of aspects: first could
be the element in which in turn conversation develops within the talents and also areas which in
turn should be developed because viewable by the work dish more than distinct interval. The
effectiveness can be of course evaluated researching the effectiveness from the key symptoms
involving Employment. The next component is anxious using speaking about the courses
needs/inputs things to do which might be regarded as being ideal to assist the jobholder triumph
over several of progress areas reviewed inside evaluation as well as individuals things to do
which might be regarded as ideal to make upon his or her latest talents.
45

Sources of Performance Appraisal:

With TELENOR the leading reasons for efficiency appraisal are classified as the supervisors in
addition to secondary options are generally staff by themselves. Although mates in addition
provide his or her judgment nonetheless it commonly don't even have any excess weight era
unless the conflict develops between the boss and the member of staff.

Feedback:
Employees at Telenor are advised of the functionality and also offered an opportunity to state his
or her view above their unique amount of functionality next to each and every skills. This
specific provides this 2 primary requirements:
It permits this reviewer to help redefine if the original evaluation has been appropriate, seeing
that instances may can be found that the reviewer is unacquainted with.
By means of wondering this staff member what he or she recognizes being his very own
strengths and also improvement locations typically assistance to lessen unfavorable reactions and
also creates arranging education needs/inputs actions easier in the event the man or women is
able to show for them self this locations during which he or she thinks he can enhance.
Following the evaluate the final grades are designated as well as the issues/points that had been
mentioned for the evaluate are contained in the sheet. If the sheet is comprehensive, for the very
first occasion it is provided for this fast director exactly who in the event required gives their
comments, and it is provided for Staff Contact Office.
Almost all career members have entitlement to use a content of the sheets as long as they
therefore would like and this is motivated to ensure that the device is regarded as becoming
Open and Fair.

46

Performance Measurement System

Strengths:
However the supervision statements which their own Overall performance Procedures are
usually congruent for you to tactics, trusted and tolerable however they emphasized which the
major advantages of their systems will be the validity and specificity.

Validity:
Your current functionality way of measuring approaches applied upon Telenor are often proper.
Due to the fact explained using the procedures, this primary process places generally. They're not
merely aligned correctly because of the companys organized aims however can also be free of
deficiency. Toxins might be acceptable as a handful of things further throughout the true process
requirements tend to be expected them to be.

Specificity:
This effectiveness evaluate applied in TELENOR features a quite high specificity because doing
so courses the particular staff members concerning where these people shortage as well as how
can these people strengthen.

47

Motivation
As we know Telenor is highly aware of how to motivate its employees in the best way. This can
be judged by the enthusiasm and good spirit that people show in performing their jobs. There is a
well-devised system that Telenor follows for the purpose of motivation. It includes both financial
and non-financial rewards along with the major Motivators and Dissatisfies.
The company recognizes the importance of making people drive towards their goals and the
basic step towards this is made through recognizing the value of importance that the company
gives to its employees. Telenor has a set of financial rewards for health care, life care ,after job
care when someone retirement from job, if any employee is doing work hard offer them
holydays, minimum work load benefit, offer annual share plan, Annual bonus opportunities,
company cars etc. other ways in which employees are motivated are:

Employee Consultation for:

Daily issues which they are facing (remodeling, repairs, house-sitting, etc.).
Law full works.
Finance related matters
Training and schooling.
Care of families.
Resources for seniors and eldercare issues
Emergency dependent-care reimbursement.
Adoption assistance.
Employees are safe in knowing that they will be rewarded for any exceptional work. This
reward is not only monetary. It is accompanied by the employee being given recognition and
greater empowerment.

Employees are given a very beautiful and healthy work environment.

Special attention is given to make the physical environment most productive. This is why
Telenor offices are considered to be the most well decorated and organized.

As we know

Telenor has a desire to promote the high achievers from within the company. Positions are given
on merit and are transparent and fair in nature. There is no special treatment. Therefore each
employee knows that he can aim for the top and actually get there. This has proved to be a great
source of motivation for the employees of Telenor.

48

Career Planning
During the employment every employee have a career so he plan about his career and set goals
for himself and develop plan to reach these goals.
Career Management
Job operations is a chance to get caught up with the actual alterations in which occur from the
corporation and also market also to prepare in the future.
Organizations Roles
Display job information what an individual need to do.
Give right place for right person
Helping human resources system
Giving education and training to employees
Employees Roles
Self-accountability
Collection of data
Setting targets
Cooperate with their leader
Developing plan
Checking telephone bulletin board
Applying for openings
Managers Roles
Check and balance on employees
Teach and help their employee
Provide guide line
Gave feedback to their employees on their job
Provide information
No one allow to do any mishap

49

Career Planning
Staff pursuits like tests, teaching, in addition to appraising serve two standard functions
throughout companies. Primary, their standard position continues to be to employees the
organization-to fill up the postures together with staff members who may have the needed
pursuits, capabilities, in addition to knowledge. More and more, nevertheless, these kind of
routines tend to be agreeing to an extra position of making certain the long-run pursuits from the
staff members tend to be shielded through the business and this, especially, the personnel is
prompted to develop in addition to understand her or his complete potential.
Activities like staff members preparing, tests, in addition to teaching participate in an enormous
position from the profession improvement process. Staff planning case in point may be used
besides to forecast wide open tasks although to name potential inner prospects and the teaching
they will have to fill up these kind of tasks.
Similarly, a business incorporate the use of the periodic personnel assessments besides pertaining
to pay options however for figuring out the improvement requires of specific staff members in
addition to making certain these kind of requires tend to be fulfilled. Every one of the staffing
routines, put simply, enable you to fulfill the requires of the two business and the specific in a
way that they can equally gain: coming from improved upon overall performance, from the
additional devoted work force and the personnel from the wealthier, a far more demanding
profession.

Roles in Career Development:

Your specific, the actual supervisor, along with the organization most include jobs within the
individuals profession growth. Ultimately is it doesn't
(1) Person that need to take accountability with regards to personal profession, evaluate hobbies,
ability, along with ideals; search out profession details along with assets; along with typically get
those people methods that need to be taken up make certain any satisfied along with fulfilling
profession. From the organization the actual
(2) Individuals supervisor performs a task, as well. This manger should provide appropriate
along with goal efficiency opinions, present growth discussions, for instance. This supervisor
serves as a guru, appraiser, consultant, along with affiliate real estate agent, for instance,
50

following along with clarifying the actual individuals profession options, offering opinions,
producing profession choices, along with backlinking the actual personnel to be able to
organizational assets along with profession choices.
(3) This company performs work growth purpose. By way of example, it should provide careeroriented coaching along with growth options, present profession details along with profession
packages, and allow staff members a variety of profession choices. Ultimately, as well see,
companies will not need to and will not necessarily provide this kind of career-oriented routines
strictly beyond altruism. Many staff members will probably in the long run class their particular
companies about the extent to be able to which the organization authorized those to get to be the
individuals many people presumed they had the actual likely being. And also that will assist
determine their particular determination for their companies along with their particular overall
job satisfaction. There are few steps which are helping for career management,
Career management process is making to help both job holder and company to face challenges
during the job career.

Points that affect some ones career.

Career Management some ones individual responsibilities.
Points which guide in career management:

(1) The first task throughout planning a occupation on your own or maybe someone else would
be to discover if you can , concerning the persons likes and dislikes, aptitudes, and ability.
(2) Discover your persons occupation phase
Every persons occupation should go though stages along with the phase you might be
throughout will influence your information about and personal preference for several
occupations.

(3) Discover work positioning

Career-counseling professional Bob Netherlands states which a persons persona (including
prices, causes, and needs) is yet another critical determinant involving occupation selections. By
51

way of example, someone having a powerful cultural positioning may be fascinated by

professions that include public rather than cerebral or maybe regular activities and to occupations
for example cultural do the job.

(4) Discover ability

Prosperous performance will depend on besides with inspiration nevertheless with power as well.
Possibly you have a conventional positioning, nevertheless whether or not you've got the skill
sets being a great accountant, bank, or maybe credit score manager will generally figure out
which usually distinct occupation a person finally select. As a result, you need to determine
your/employee ability.
(5) Just what Do you want to Complete?
We've described work orientations, ability, along with the role these play throughout deciding on
a occupation. However there is certainly at least one much more work out you should attempt
which could show enlightening. Reply your question: If you could have any kind of career, just
what wouldn't it be? Invent your own personal career in case necessary, and dont worry about
that which you can easily do-just just what you want to do.

(6) Discover High-Potential Occupations

Studying on your own is just 50 % the work involving selecting a great occupation. You also
have to distinguish those occupations which might be proper (given your work orientations,
ability, occupation anchors, and work preferences) as well as those that'll be throughout popular
from the considerably long time.

52

Career Management
Responsibilities of the manager and employer

Career management guidelines:

With the personnel, the particular persons administrator in addition to supervisor both equally
get profession managing tasks.
Guidelines include:

(1) Steer clear of reality jolt

Fact stun refers to the aftereffects of your period of time that will transpire from the outset
occupation part if the new representative's large employment wishes resist comprehend of the
stressful, continuous career. It's possible from not any other period from the individuals vocation
will it be more essential for that supervisor to become occupation enhancement transformed
when compared with for the beginning entrance period, if the particular person will be picked,
enlisted, as well as presented catastrophe undertaking. For your adviser that is a period of time in
the course of that they have to have to produce a experience connected with rely on, learn how to
coexist with the very first director and with friends, learn how to recognize obligation, and quite
a few essential, enhance an understanding into his or her skills, desires, as well as ideals while
they distinguish with beginning vocation ambitions. For your new member of staff, mainly
because it were, this really is (or ought to be) an occasion connected with fact examining in the
course of that his or her beginning trusts as well as ambitions very first increase against the
reality connected with hierarchical lifestyle as well as with the individuals skills as well as
desires

(2) Present challenging original Jobs

Nearly all professionals consent that your standout amongst the nearly all extremely important
steps will be adorn new workers with examining very first employments. In a investigation
connected with people chiefs from At&t, in particular, this professionals located that will,
additionally complicated a person's career was at his or her very first calendar year with the
group the more productive as well as fruitful the person was actually 5 or perhaps six many years
53

after the truth. Taking into consideration her own certain evaluation, Lounge struggles that will
examining commencing employments give 'a standout amidst the most effective nevertheless
simple method for supporting this occupation improvement connected with new workers. wi In
lots of associations, in any case, presenting this kind of work seems more this exemption as
opposed to theory. In a report on modern perform associations, in particular, only 1 connected
with twenty-two agencies received a new proper layout connected with presenting examining
very first projects. This particular lopsidedness jointly learn provides referred to as care about is
usually an example connected with 'glaring blunder' as soon as one looks at this physical effort
as well as income placed methods into using, obtaining, as well as planning new workers.
Several firms 'front-stack' this employment problem by providing new workers substantial
obligation.

(3) Present practical career previews throughout enrolling

Supplying utilizes with practical previews connected with what you should anticipate once they
commence getting work done in this organization-ones that will summarize the points of interest
plus doable pitfalls-can end up being an ideal way connected with reducing reality jolt as well as
strengthening their own long-term effectiveness. Schein points out that will most significant
complications utilizes as well as employers expertise during the vital entry period is getting
appropriate details inside a climate connected with mutual selling. The particular employer
(anxious to land beneficial candidates) plus the prospect (anxious to present since good an
impression since possible) generally give as well as acquire unrealistic details during the
interview. The results will be which the interviewer may not form a clear photograph with the
candidates vocation aims, while simultaneously this prospect types the unrealistically good
graphic with the group. Reasonable career previews can certainly improve the survival price
amid employees that are used for comparatively difficult work similar to managing trainee, sales
rep, or perhaps life insurance agent.

(4) become strenuous

There is usually a Pygmalion effect from the marriage involving a brand new employee as well
as his or her supervisor. Put simply, the more you expect plus the more confident as well as
encouraging you are of this new employees, the better they are going to accomplish.
54

Consequently, since a couple of professionals said, Dont assign a brand new employee to some
dead wood undemanding or perhaps unsupportive examiner. As a substitute choose exclusively
skilled, high-performing, encouraging superiors who are able to established large standards for
new employees in their crucial very first calendar year.

(5) Present intermittent career turn

The simplest way new employees can certainly analyze on their own as well as crystallize their
own vocation anchors will be to test out a number of challenging work. Through turning to work
in a variety of specializations-from personal examination to manufacturing to human being
useful resource, for example-the employee gets an opportunity to examine his or her aptitudes as
well as personal preferences. At the same time, the provider gets a new director with a much
wider multifunctional see with the group. One off shoot with this is termed career pathing, which
suggests picking meticulously sequenced career projects.

(6) Do career-oriented effectiveness value determinations

Edgar Schein states that will superiors need to understand that valid effectiveness value
determination details will be eventually more significant when compared with safeguarding this
short-term passions connected with ones quick subordinates. Consequently, this individual
states, superiors have to have tangible details regarding the employees probable vocation pathinformation, in other words, around the Mother Nature into the future benefit that he or she is
appraising this subordinate, or perhaps how the subordinate wishes.

(7) Present vocation preparing training courses as well as vocation preparing workbooks
Employers in addition should take steps to increase their own employees effort as well as
expertise throughout preparing as well as building his or her jobs. One solution here is to arrange
intermittent vocation preparing training courses. Work preparing working area have been
understood to be a prepared understanding affair by which players are expected to become
actively included, completing vocation preparing exercises as well as stocks as well as taking
part in vocation abilities practice consultations. That discusses exactly what are vocation
preparing, self-applied checks, environmentally friendly checks, setting goals for self-applied, as
well as building vocation actions preparing.
55

Work preparing workbook could possibly be allocated to employees either within a new working
area or perhaps as a possible self-sufficient vocation preparing support. This particular vocation
preparing workbook will be a published guidebook that will directs the people by means of
some evaluation exercises, models, vocation recommendations, discussion posts, guidelines,
actioning preparing and also other details to back up vocation preparing. It is almost always selfapplied spaced, so your employees can certainly full this exercising from his or her rate.

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Wages, incentives and benefits

Telenor really wants to incentive the particular attempts associated with skilled workers by
means of advantage schemes, income, selections and also shares courses along with other sorts
of advantages.
This motivator frameworks at Telenor are generally many bit of the particular physical effort to
be able to catapult personnel to meet Telenor's essential purpose associated with progressing
shareholder confidence. This construction possesses each a new transient and also long haul
point of view, by means of representing annual returns as well as impart and also choices
programs. Also, the particular inspiring push frameworks moreover guide through helping to
hold and also produce the main element ability inside the Party and also take with new skills.
This inspiring push frameworks with regard to administrators and also essential employees at
Telenor are generally centered all around holistic payment principle, in which pay out, returns,
solutions and different gains are generally entirely looked at.

Additional occasions are a profit of all representatives at Telenor. Extra to the stipulated five
weeks, workers of Telenor additionally have Christmas occasions, Eid occasions and two
additional days off. Telenor likewise offers profits for maternity leave, extra to those stipulated.

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Health, Environment and Security

Wellbeing, Natural environment and also Safety (HES) will be here utilized identified together
with the thought of functioning setting and possesses many issues impacting the particular
functioning circumstances, possibly be they will actual or psychosocial.

Your functioning setting on Telenor needs to be identified by occupation completion, minimal

illness unfortunate insufficiency and also few wounds. Any shared method, positioning
important strategies and also principles, have been enticed as much as obtain this particular.
Business at Telenor should advertise great wellbeing. Representatives might not endure any
manifestation of wellbeing harm or wounds coming about because of their work.

The assention for a more comprehensive working life was marked in 2003. The assention backs
the fundamental deliberations that were made lately as catch up and recovery of individuals who
have been struck by harm or sickness. The extent that this would be possible, and gave that
workers being referred to are eager, endeavors will be made to bring individuals over to working
life as fast as could be expected under the circumstances.

With the end goal of averting disorder unlucky deficiency and of giving catch up and restoration
of representatives, center has been on guaranteeing great participation in the middle of chiefs and
workers. This has prompted stable disorder nonappearance figures of more or less 5% in
Telenor's Norwegian operations. This security diverges from the general advancement in
Norway, where an extensive build in the ailment unlucky deficiency has occurred in the last few
years.

Our endeavors to keep up a decent working environment are a progressing methodology

infesting the entire Group. The work might be sorted out, executed, reported and appeared for
backing the primary objectives.

Supervisors at all levels are in charge of arranging and executing activities that help an attractive
physical and psychosocial the earth.

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Telenor's workers are likewise in charge of helping the accomplishment of these objectives.
Prepared HES staff help supervisors in precise endeavors in Health, Environment and Safety in
their own particular units.

Wellbeing, Environment and Safety frameworks (HES frameworks) are quality frameworks
executed to guarantee that Telenor maintains predominating laws, regulations and inner
mandates directing the nature's turf.
Telenor's health and security system rules are as follow:
Documentation and implement policy is their own area
Being sure ample expertise inside HES techniques
Make sure enactment regarding risk explanations, handle aberrations and also bring in
corrective measures
Going over HES status throughout person elements of duty and also planning regarding
activities, including HES alterations
Organizing efforts to relieve medical pitfalls in relation to the workplace
Follow-up regarding, and also co-operation having, personnel throughout health
problems don't have, including planning for carried on functioning lifestyle throughout
short-term or lasting incapacity
Efforts to counteract incidents, canceling and also investigation regarding work injuries
and also near-injuries, along with launch regarding corrective measures
Exposure regarding final results and also activities in relation to the functioning
surroundings

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Discipline Procedure
Warning may be tended to the representatives verbally and in composed through their
prompt director. The cautioning should allude to the contradictions conferred by the
representative and will serve to remind the workers the he/she keep the organization
administers and regulations in performing his/her work, and that this repudiation ought
not be rehashed in future.
A written letter may be addressed to the employee describing the contravention
committed. The representative will likewise be told that a higher punishment may be
incurred on him in the repudiation is rehashed in future. The cautioning letter may be
enrolled in the representatives particular document .issuance of composed cautioning
could be prescribed by the separate chief. It will be issued by the HR division after
approbation of head of office.
Cutting salary if any employee did any misbehave in the organization all employees are
treated equally.
Sometimes employees are suspended for their mistake or carelessness during their job.
If any employee miss their duty without any approved vocation during job with in 6
months may be they will be terminated.
Any employee absence without explanation consider as unpaid absence.
Misbehave based on sex, religion, age, color, disability, is prohibited during job.

Harassment refers to:

impression
Unwanted physical contacts
Display of suggestive photographs
Racial segregation
Behavior that ridicules some one based on gender, religion, culture etc.
Insults

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The Head of Department should maintain direct control of all disciplinary records. A copy of all
records must be placed on the employee's personal file in the Human Resources Department. All
warnings will remain upon the employee's personal file indefinitely, but will normally be
disregarded for disciplinary purposes after the following periods:
Point 1 -- Spoken caution:

3months

Point 2- Prepared caution:

6months

Point 3 -- Ultimate written caution:

12months

Point 4 -- Retrenchment
These time periods may however be extended in appropriate circumstances taking into account
the nature of the offence.
The time period will commence from the date of the letter/memorandum confirming the warning,
even though any specified time for improvement has expired.

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Recommendations
To establish core competence and to bring competitiveness,

Telenor should implement numerous effective plans to improve the performance of its various
departments. Bosses must oversee representative execution well with the end goal Telenor
should finish its mission and accomplish its objectives. Taking after are a few proposals for
Telenor, which we generally feel might be helpful for the association, its workers and the clients.

Effective Performance Management

Performance management is one of the most important parts of a Supervisors or team leaders
job. Developing skills in performance Management is wise investments that will help Telenor
achieve its Goals.
Managing employee performance includes:
Setting up operate and also location anticipation
Overseeing and also testing efficiency
Developing the ability to execute
Frequently standing efficiency within a synopsis manner
Knowing and also gratifying very good efficiency

Communication
Establishing and maintaining effective communications with each Employee not only requires
good oral and written communications Skills, but it also includes the ability to establish good
working Relationships Dependable measures of execution that workers comprehend and
acknowledge are basic for attaining abnormal amount execution. Measuring representative
achievements, utilizing both qualitative and quantitative measures, gives the data that
administrators and representatives require with a specific end goal to screen execution. To
correspond viably with workers, Supervisors must make an environment that advertises an open
Door air, the imparting of plans, and representative inclusion in choice making procedures.

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Setting Goals
Setting long and short-term goals with employees gives focus to Employee efforts. When goal
setting is done correctly, employees strive to accomplish those goals and feel confident in
achieving them. When goal setting is done poorly, work does not progress as desired. Knowing
how to set goals effectively is an important part of Performance management. To do this well,
supervisors need to be able to clarify expectations and to set realistic standards and targets.

Measuring Employee Performance

Solid measures of execution that workers comprehend and acknowledge are discriminating for
attaining abnormal amount execution. Measuring worker achievements, utilizing both qualitative
and quantitative measures, gives the data that directors and workers require so as screening
execution.
Giving Feed Back
Criticism ought to educate, illuminate, and propose changes to workers in regards to their
execution. Directors ought to depict particular work related conduct or results they see as near
the occasion as could reasonably be expected.
Coaching & Developing
Utilizing their training aptitudes, directors assess and address the formative needs of their
workers and help them select assorted encounters to addition essential abilities. Bosses and
workers make improvement arranges that may incorporate preparing, new duty, work
advancement, self study or work points of interest.
Recognizing
Viably perceiving representatives is an alternate execution administration competency. Having
the capacity to truly recognize a vocation well done is basic for fortifying representative's
dedication to try their hardest. Chiefs ought to be talented at utilizing formal honors programs
and additionally utilizing casual distinguishment systems, including particular thank yours and
voicing verbal appreciation.

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Annexure
Telenor head office Islamabad

References
http://www.telenor.com.pk/careers/whyTelenor.php
http://en.wikipedia.org/wiki/Telenor_Pakistan
http://www.scribd.com/doc/24651033/HR-REPORT-cultural-compatible-practices-inTELENOR
Project report Study of human resource management in telecommunication
www.slideshare.com
http://www.telenor.com.pk/

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