Examination Of Telenor Pakistan And Its Human Resources Management

Examination Of Telenor Pakistan And Its benevolent Resources vigilanceWe ar here to help our clients obtain the maximum advantage of communications operate in their day to day breeding. The answer to compass this vision is a state of mind where e really of us knead side by side. Whilst assuring it easy and simple to buy use our assists. We make genuine that we keep our promises staying reverent of disparity. We Inspire public to disc e rattling attri neverthelesse electric current ways. scratch 1 Understand how the HR excogitations withstands the strategical objectivesLearning Outcome 1Telenor GroupTelenor is a global supplier of high quality entropy and media communication proceedss. Telenor is ranked the 7thlargest mobile operator with a positive of164 millionsubscribers in its mobile operations.Telenor PakistanTelenor Group is the only owner of Telenor Pakistan which is an multinational contents and communication attend tos, portion and data provider of hi gh in fourteen foodstuffplaces across Europe and Asia.With everywhere 1.79 Million mobile users (Q1 2010) and close 40,000 employees the Telenor Group is one of the largest mobile operators around the globe.With a massive enthronement of above 2 billion US$ Telenor Pakistan is the coun moves biggest EU investor. Telenor Pakistan got a GSM evidence in the Year 2004 and started commercial Operations on 15th March, 2005.A report that was published in the end of May this year Telenor subscribers be to a greater extent than 23.5 Million. It withal holds the 24 percent of the trade claiming the 2nd largest wandering operator. Currently Telenor in Pakistan has genuine itself to become the top mobile service provide.The headquarter of Telenor Pakistan is in Islamabad, it has many regional officers in Lahore, Karachi, Multan, Faisalabad and Hyderabad.(http//www.telenor.com.pk/ almost/history.php)Define setValues ar qualities, principles, attitudes or beliefs ab forth the inheren t worth of an object, look or psyche. Values guide action by sanctioning trusted behaviors and negating others. Values and beliefs ar essential factors in design and execution of instrument of nursing interventions (Guttman, 2000)CORE VALUES OF TELENORThe core values of Telenor Pakistan atomic number 18 as pursuals hold the line the PromisesAt Telenor keep the promises means that whatever the intention they chose it should encounter, however if it doesnt works, they are always here to assist. Telenor guesss in granting whatever they return promised so they believe in doing instead just sayings. They always fulfil what they say.Make it boomingTelenor do non make things difficult. They are genuinely practical and they try their best that whatever they do should be simple and should be very easy to understand. As they say that they never forget that they are reservation the customers life easier.Be RespectfulAt Telenor they admit and value local anaesthetic cultures. They do not compel one formulaall over the worldwide. They wish to be a part of local neighbourhood anyplace they operate.At Telenor they deem faithfulness has to be earned.Be InspiringAt Telenor they are inspired they struggle to bring liveliness to the things they do. They try that everything they deliver should appear good, up to date and fresh. At Telenor they are obsessive regarding their traffic and clients.(http//www.telenor.com.pk/about/coreValues.php)Strategic capabilities of Telenor PakistanTelenor Pakistan has got outstanding tactical capabilities in terms of Resource- ground, self-motivated competence and is doing wholesome in developing the strategic capabilities.Resource Based schemaTelenor Pakistan has got a mixture of sources such the branches of Telenor Pakistan are spread across the country. These branches are well equipped with all infrastructures furnished for effective running of organization. In admittance to this adequate utilities are avail commensurate for the effectiveness of service providing to the customers and the employees of the Company. au naturel(p) materials like broachers and product folders are well intentned to keep the strategic path in production work ones. As it is a service based company human elections are the key asset to the organization. Fiscal options of Telenor Pakistan are prearranged with Capital investments and sufficient flow of resources in terms of cash through with(predicate) Creditors and debtors of the organization.Logically the organisation has a superior repute and goodwill in the market and they have got copyright of their products along with systems and data storage devices. Telenor Pakistan employees operate a vital consumption in business procedures associated with several advisors and franchises that have thorough knowledge skills servicing the customers.Types of Resources and competenciesTo persuade the minimum requirements of the customers Telenor Pakistan had enough admittance Capital and there by stays on top in the market. Thanks to its excellent services like crystal clear voice quality, best reception in rural, urban and suburban areas i.e. across the country, ridiculous call rates and calling packages Telenor Pakistan has gained deliver-enterprise(a) advantage adding value laughable thus Winning Core Competencies against its competitors like Mobilink GSM and Ufone. In resolving the issues of conviction revengeing the need of customers the organisation hardly ever nevertheless(prenominal) has got the pleonasm competencies.With their proficiency and expertise Telenor Pakistan has gained Core competency in the target customers and satisfy them by providing great services for the money.Dynamic Capabilities of the CompanyTelenor Pakistan showed its dynamic major(ip) power by introducing its new packages suitable for throng from variant segments, like for students, professionals and business community it has introduced different contract pac kages and services at a wide range. growth innovation considering environmental aspects and technological changes it improved the characteristics of its services.To meet the requirements of internal and immaterial organizational skills and competences Telenor Pakistan has widely apparent Strategic Management roles.Telenor Pakistans dynamic greet has a notion called Learning which is a continuing mold of implementation of tasks and work surgerys that are ad hoc by knowing loops from past understandings and retrieving it with new expansions to it move on firmer.Developing Strategic CompetenceTelenor always unplowed recognising the customers provision regarding the services and the products with the change in environment and market structure. done a tactical near Telenor Pakistan has enhanced its work process and developed it capabilities in an efficient format to achieve strategic advantage over its competitors.Organizational LearningTo persuade the skills under common cultur e to achieve a common goal Telenor Pakistan gives facts and figures of experience, know-how, services and procedures.Awareness DevelopingAt Telenor Pakistan every employee is trained to know their roles and responsibilities by working according to a purpose of strategy.Learning Outcome 2Attracting, recruiting and selecting giftProcess for enlisting and SelectionAt Telenor Pakistan, the beliefs are to reveal the hidden human talent by building expertise and by providing an energetic atmosphere. The plan is to recognize young talent and furnish it with the competencies that are necessary in this fast paced market. The Career Management Workshop (CMW) of Telenor Pakistan is an effort to teach students on reservation an improved curriculum and efficiently presenting themselves in interviews. Hence Telenor Pakistan is giving them a breakthrough in the corporate sector. The enlisting panel evaluates the applicants on the tooshie of a skill framework to film the best. To date Telenor Pakistan enjoys a very nice mix of talent from local and international universities. The hiring process of Telenor Pakistan has the succeeding(a) stepsHiring funnelAdvertising/C.V Collecting/ Talent hunt covering / Short listingGeneral Test (Line enlisting)TST, PPA or Simulation referenceCandidate FinalizationOffer AcceptanceOn-BoardingCronhach, 2005 A test is a systematic procedure for comparing the behaviour of deuce or much persons.(Ved Prakash (2005) A handbook of man Resource Management 2005)The recruitment process takes 6-8 weeksBefore applying for any position, it is very important for the graduates to assess themselves and recognize their interests, their strengths, and those avenues that they may like to discover, short the candidates need to have a strong champion of their carefulnesser track.When an applicant comes for an interview, its strongly suggested that they must reconsider and be able to give reason for all they have stated on their curriculum.Telenor P akistan believes in passable opportunity. At Telenor they have very diverse aptitude mental process for them that withal include Persons with Disabilities (PWDs). The salary packages at Telenor Pakistan are very combative and Telenor has the best insurance policy for its employees as compare to its competitors.It gives laptops, Telenor SIM card and a Mobile phone to all its interns. it also provides transportation for female interns.In addition to make their internship a superior learning course, they are precondition projects that they have to submit before their internship ends. The criteria for short listing a candidate is not only their GPA but Telenor also we look for approach and hire for skills. Its internship program caters students who are at present studying but not the graduated batches.(http//www.telenor.com.pk/careers/program3.php)HR Strategy of Telenor PakistanTHE heathenish AFFECT OF HR TO ITS RECRUITMENT AND RETENTION OF STAFFThe strategies of Telenor make it C ULTURALLY COMPATIBLE to the HR of different nations wherever it has set up its business. These strategies are as followingGeneral Set-UpAt Telenor all the employees are given great lever where the manager shakes hand with the cleaner. At Telenor Pakistan the CEO, VPs, Directors, Managers, Executives and Officers all share the corresponding workspace and the same privileges. Absence of physical dividers translates into reduced communication barriers. In coincidence with the praxis of Late Mughal King Jahangir who used to hear the appeals of his subordinates whoever has any complaint a big bell with a string on the main door has been placed of offices as cultural symbol in Pakistani Telenor offices. It is for the idea that anyone who feels himself satisfied with Telenor services can ring the bell.RecruitmentTelenor believes in equal opportunity and maintain FREEDOM OF EXPRESSION. The hiring principle in Telenor is same all through the world. As in different countries the knowledge, abilities and skills of people are different hence Telenor adopts different recruitment priorities. Talking the example of Pakistan we captivate that the university aim education is cheaper compared to EU countries. Moreover Pakistan is blessed with a pool of graduates and post-graduates students, so obviously more skilled and educated individuals are hired. Telenor has mostly graduates in jobs in Europe.As creativity and brightness is vital by service sector which is more frequently found in Asiatic countries Telenor prefers to hire young and skilful individuals over elderly experienced in Asian countries. The middle aged people in Asian countries are less excited and bright. However people in EU remain burning and bright for a relatively longer period of time. Currently about 80% of staff at Telenor is young generation.TrainingIn European Telenor setups upbringing system is much energetic. Telenor is not carrying out best educate in Asia because less revenue is generated in the markets. Especially in Pakistan training is always ignored by all. However Telenor for its employees keeps on conducting 1 day training during their career with it.Job DutiesEqual and uniform strategies are carried out everywhere in Telenor. The requirements of the duties are same at and Telenor offers flexible work hours to its employees in its customers service call centres. Everyone is remunerated on good performance in financial units as well as acknowledgment and applaud. Its proceeds system is same everywhere.Up to Rs.1, 000,000 medical insurance for self and family is provided for free to all employees. Telenor prefers to retain young and healthy employees because there are more health problems in elderly in Asian countries. Instead of subvention plans Telenor provides provident funds.Learning outcome 3Culture and its effects on employeesCulture is the characteristic way of behaving and believing that a group of people in a country or region (or firm) have evolved ove r time and share.(Dennis R. Briscoe Randall S. SCHULER (2004)Cultural CompatibilityTelenor do value the culture of its company bases in Pakistan by having the policy to gift complete Hajj package for two employees every year it also arranges AFTAR for its staff in Ramadan. Telenor Pakistan promotes a ingenious casual dress code, empowering its employees with the right to choose whatever they feel cosy with. Even in inter-province cultural differences, for example in Telenor Quetta is interesting where employees arent asked to get in suits. They wear TUNIC AND PREACHES(http//www.telenor.com.pk/careers/program1.php)Strategic Human Resource Planning populace are the basic resource for having competitive edge in the market for the majority of the organizations and Telenor Pakistan is one of these. With one of the best HR structure in Pakistan that gives it an edge over its competitors. HR strategy refers to the specific human resource management course of actions that a company foll ows to achieve its objectives. We will see how these strategies are formulated and applied at Telenor Pakistan.In Telenor Pakistan the HR process is done in accordance with its mission. The start-off step that HR planners do is rife the culture of Telenor. The do the SWOT analysis of the company and the current market and then on basis of SWOT the Telenor strategic plan is established. With the overall companys strategic plan HR strategies are formulated at the end.LEARNING OUTCOME 4LEGAL REQUIREMENT FOR HUMAN RESOURCESRecruitment ProcessAll companies in the Telenor Group apportion their own recruitment and selection. Telenor Pakistan believes that a talented and loyal men plays a crucial role in the organizations ongoing business success. Telenor is very keen to hire very skilled personnels. This is why recruiting process is very meaningful for the HR department of Telenor. Telenor provides equal opportunity chances to everyone. Recruitment process of Telenor is unbiased.Manua l to Internet recruitingIn the past Telenor were doing manual recruitment all over the world. It is so overpriced the organization and also spent so much time on it. They recruit the people through advertising in magazine newspaper publisher and so many other resources. But now with the passage of time Telenor has started online recruitment all over the world as well as in Pakistan. Online recruitment is very important for the progress of the country. And Telenor is play major role in it. Its online recruitment process is very easy and useful. Because online recruitment takes less time as compare to manual recruitment. There are few steps for online recruitment process in Telenor Pakistan.THE WORK flavour BALANCEThe work life balance means that making a balance between your work life and your home life. There could be many reasons of changing in working practice of an organisation. Following are few factors responsible for changes in working practices over new-made times.CULTUR ALDIVERSITY ISSUESSKILSS SHORTAGEDEMOGRAPHICSCUSTOMER DEMANDSTHE MARKET PLACEHow Telenor helps the work life balanceTelenor helps its employees to keep a vigorous balance between their in-person and professional lives. Telenor Pakistan have enables most of its employees to work virtually from remote locations by its IT systems and tools. For fun, employees at key locations enjoy working out at the gym, playing video games, pool, and regular waste and sports activities, such as cricket matches and game trips. There are away-days where employees go out away from their offices, to bond and work in a fun way.Creating an ideal work environmentWe support a work environment characterized by high job-satisfaction, opportunities for personal and professional development, and low rate of medical leave and injuries.Health, Safety and Working environs Management SystemTelenor Safety Security Department has been recognized at the Group level for its vigorous performance. They identify and r educe work tie in risks and promote overall well-being at work in addition they take care of employee health and safety at all times. Our recent safety and security initiatives for employees included consciousness campaigns on the environment, substance abuse, allergies, first aid, fire safety and study related to relation between workers and their environments.http//www.telenor.com.pk/cr/pdf/crreport2007.pdfPROCESS TO BE FOLLOWED IN A GRIEVANCE SITUATIONManagement at Telenor PakistanStress with all employees at work takes place in every competitive market, no matter if it is small or its big. The plan should to manage it not to eliminate it. Worldwide many companies have plan and qualified staff, enthusiastic departments to help workers deal with work-related stress.Telenor Pakistan has a qualified group of doctors who work with workforce to help control their pressure as well as an in-house counsellor. I you look for expert opinion you are not going mad. Telenor Pakistan ensures 100% privacy during our counselling meetings. Internal Value base (IVC) plays an important part in many of Telenor Pakistans core organizational development processes. This is mainly an employee study accomplished yearly to take proposition / advice on how to progress the processes and job environment at Telenor, together with the anxiety issues. feature to watch out for, behavioural, Physical and emotional. If you feel you are feeling hackneyed or angry or depressed, it is ok to talk to a counsellor. He/ She will merely assist you recognize the real grounds of wo(e) and advice steps to overcome them.For its workers Telenor Pakistan cares very much by giving an fall in atmosphere however at the spot explicit thinking dwell in particular designed to give an flee for inspired thoughts. Company scepter features periodical health guidelines written by in-house doctors for workers.Global organisations help their workforce to manage pressure by granting yearly leaves, medical cove r as well as anxiety management workshops. Particular programme are planned especially to stop tension at work at Telenor PakistanThere are special classes for workers of yoga after work shifts. Telenor provides domesticated leisure services also Gym instalment is provided in the office building.In order travel for work staff cars are given this facility is especially for employees with disability and also for female workers. Internal sports competition, festive events for subject area Days and Mango Day, etc. are arranged by the kind club in Telenor Pakistan. To relax and watch movies a particular domestic theatre has been provided for Customer Relations (CR). A unique counsel for drivers is also in progress.Contingency groomingAt Telenor Pakistan they have business unlooked-for event procedure to make sure they are capable to handle outside risks and pressure. Telenor also offers its workers a 24 by 7 hotline, examined by the Safety and Security team. Previous year Telenor P akistan put in place a complete business continuity structure. At present Telenor Pakistan is planning a superior disaster management exercise.On-site medical careFor its employees and female workers Telenor Pakistan provides 24 hours on call home health service that is a remarkable and a unique facility Telenor provides. This is also its competitive edge. Telenor is also in the process of organising at the spot dental check-ups its also organising a vaccination program.(http//www.telenor.com.pk/careers/program2.php)CHALLENGESTelenor faces a lot of challenges with the ever increasing needfully of HR. It is really hard to employ and keep the most excellent candidates particularly around the world. The global companies face many disputes regarding the cultural uniqueness of several(prenominal) countries. They have to adjust culturally to the environment of respective countries. The organization is clear to many challenges to make them perform at their best when even hiring the HR s taff for that country.CONCLUSIONAfter deeply studying the Human resource Department (HRD) of Telenor Pakistan, I consent that Telenor Pakistan is carrying out realistic ethnically congenial approach for its HR. Though its not promoting the cultural identity programme that insistently, but even then it is facing fewer cultural disagreements among its HR. The may be the reason that Telenor is only operating in two markets that are Asia and Europe. The European marketplace holds almost the identical cultures moreover three (3) of its Asian market countries are Muslims. I came through very extraordinary facts concerning managing any companys Human Resource. I think that managing a spirited and culture friendly Human Resource in a spirited worldwide market is a hard job. However, so far, Telenor Pakistan is quite successful in recruiting and retaining astonishingly quick Human Resource worldwide.