2. HUMAN RESOURCE
MANAGEMENT
HR Practices

3. Group Members
Saddam Hussain
Mudassir Ali

4. Saddam Hussain

5. Telenor

7. Telenor HR
Practice

8.  History of Telenor
International Background
 Pioneer Mobile Company
 Largest communication Provider in Norway
 Great expansion of share in stock exchange
 Good relationship with customer in all Europe
 World leading company in satellite communication

9.  Acquiring a license in April, 2004
 Coverage the area
 Quality services
 Interconnected agreements
 Call Centers
 History of Telenor
In Pakistan

10. Introduction
 Telenor Pakistan launched its operation in March 2005 as the
single largest direct European investment in Pakistan.
 Setting precedence for further foreign investment in the
telecom sector.
 In two years, they have grown to became a leading telecom
operator in the country .
 In fiscal year 2006, they achieved nearly 200% growth in
subscriber base the highest in the industry by a wide margin.
Telenor is the fastest growth mobile industry in Pakistan with
coverage reaching deep into many of the remotest areas of
Pakistan

11. Mudassar Ali

12. Vision
 Telenor shell be a driving force in renewing,
developing and introduce new solution that
simplify our customer workday
 Telenor vision id demanding setting an
ambitious goal for the organization and its
individual employees
 Renewal and simplification of our own
structures and routine is a prerequisite for
attaining competitive power and added values

13.  Creative value
 Expending market share
 Strong communication with society
 Creation of profitability and market
growth
 Introduction of an advance technology
 Freedom choice
Goal

14. Recruitment Policy
 Recruitment is responsible for personal selection for all of
Telenor Pakistan.
 Co-ordinate with all departments on sourcing and
recruitment of qualified candidates in accordance with the
approved hiring plan.
 Job advertisement (Website and newspaper )
 All information e.g. test date, place, age, qualification are
given in the add

15. Skills Required Joining Telenor
 Communication
 Customer Focus
 Derive for result
 Developing self and Others
 Innovation and change
 Team work

16. Application Process
 Telenor aims to make the whole selection process as possible
so that applicants know exactly what's happening and expected
by you
 Any person can make his resume by using Telenor online CV
building tools.
 Post CV through an automatic system
 Then the selected CV,s are examined by concerned HR
people and only the short listed candidates are contacted for
interview.

17. The recruitment process
takes 6-8 weeks
 Before 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 sense of
their career track.
 Telenor Pakistan believes in equal opportunity. At Telenor they
have very diverse aptitude functioning for them that also
include “Persons with Disabilities”. The salary packages at
Telenor Pakistan are very competitive and Telenor has the best
insurance policy for its employees as compare to its
competitors.
 And Telenor Recruitment process may take some weeks.

18. Saddam Hussain

19. Training
In European Telenor setups training system is much
energetic. Telenor is not carrying out best training 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.

20. Job Duties
 Equal 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 customer’s service call centers. Everyone is
remunerated on good performance in financial units as well as
acknowledgment and applaud. Its reward 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 pension plans Telenor provides provident funds.

21. CHALLENGES
 Telenor faces a lot of challenges with the ever increasing
needs 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 respective countries. They have to
adjust culturally to the environment of respective
countries. The organization is exposed to many
challenges to make them perform at their best when even
hiring the HR staff for that country.

22. CONCLUSION
After deeply studying the Human resource Department (HRD) of
Telenor Pakistan, I consent that Telenor Pakistan is carrying out realistic
ethnically compatible approach for its HR. Though it’s not promoting the
“cultural identity” programmed 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 company’s
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 gifted Human Resource worldwide.