SHAHROZE AHMED KHAN

SYED MEHDI RAZA

SAAD ALAM
STRATEGIC HUMAN
RESOURCE MANAGEMENT
INTRODUCTION
Telenor is an international provider of high quality
telecommunications. World’s 7th largest mobile
operator with a total of 164 million subscribers in its
mobile operations.
Telenor Pakistan
Telenor Pakistan is 100% owned by Telenor, adds on
to its operations in Asia. Telenor Pakistan launched its
operations in March 2005 as the single largest direct
European investment of USD2 billion in Pakistan
Telenor is spread across Pakistan, creating 2,500
direct and 25,000-plus indirect employment
opportunities. A network of 23 company-owned
sales and service centers, more than 200 franchisees
and some 100,000 retail outlets.
VISION OF TELENOR
Telenor’s vision is simple: “We're here to help”
It exists to help its customers get the full benefit of
communications services in their daily lives.
Functions of Human
Resource Department
• 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 out side
the organization
• Performance evaluation of the employees
 Recruitment and Selection
The recruitment and selection responsibility is on the HR
department.
Before recruiting a new employee, management checks
whether there is a need to hire a new employee for that
particular job or whether it can be incorporated into an
existing employee’s job.
Recruitment in Ufone may be of internal or external
nature
Internal recruitments
• Internal recruitment is quite same
like other organizations, as they
analyse their own employees to
full fill the vacancy
• Employee must have one year
experience in their relative filed.
• With good result on his
designation
 External recruitment
• The need for the new employment is created or if it
is being demanded by any department
• Expenses in hiring that employee(s), time required
for its training and orientation in Telenor Pakistan
• Channels use for external recruitment
 advertisement through news paper
 advertisement through net (official web site of
Telenor Pakistan)
 SELECTION PROCESS
• Receiving of Application
• Shortlisting the candidates
• giving different weightage to the following criteria
 Quality of early schooling
 Grade obtained
 Extra Curricular activities
 Overseas travel and education
 Age
 Target University
 Relevant experience
• Then issue call letters to the short listed
candidates
• Conduct Interviews
• The following management competencies are
assessed by a panel
 Communication skills
 Resource management
 Rational decision making
 Influencing
 Creative thinking
 Business development
 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 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.
• They also have to create a working environment
free from bullying, harassment or similar.
 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
they are introduced with their job and working
conditions and other initial information is delivered to
them during orientation.
 Training
Trainings include:
• Workshops
• learning exposures
• Conferences
• exchange visit
• 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
 Training needs analysis
A. Training to new comers:
B. Training development phase
• On job training:
• Coaching
C. Training implementation
D. Training evaluation phase
Managing Performance
Performance management has
three parts:
• Defining the performance
• Measuring or appraising
performance
• Feedback of the
performance.
Career Planning
Organization’s Roles
• Providing job information
• Implementing effective placement
process
• Supporting human resources system
• Offering education and training
Wages, incentives and
benefits
Telenor rewards the efforts of qualified
employees through bonus schemes, wages,
options and shares programs as well as other
forms of benefits. These are part of the effort
to motivate employees to meet Telenor's
principal goal of optimizing shareholder
value. The system has both a short-term and
long-term perspective
 Health, Environment and
Security
• The working environment at Telenor shall be
distinguished by job-satisfaction, low sickness
absence and few injuries
• Employment at Telenor shall promote good health.
Employees shall not suffer any form of health
damage or injuries resulting from their work.
• Health, Environment and Safety systems (HES
systems) are quality systems implemented to ensure
that Telenor abides by prevailing laws, regulations
and internal directives regulating the working
environment.
Employee’s Roles
• Self assessment
• Gathering data
• Setting goals
• Working with supervisor
• Developing plan
• Checking telephone “bulletin board”
• Applying for openings
Manager’s Roles
• Appraising performance
• Coaching and supporting
• Guiding and counseling
• Providing feedback
• Supplying information
• Maintaining integrity of system
THANK YOU