4. RECRUITMENT
It is the process of searching for prospective employees and
stimulating them to apply for jobs in an organization.
5. Recruitment strategies at
NOKIA
Search for jobs through the link on the Careers page.
Submit your application online as per the instructions at
the site.
From your application, company will review your skills.
Identifying and hiring the best talent is a key objective for
Nokia.
http://www.scribd.com/doc/52925941/HRPractices-at-NOKIA
.
6. SELECTION
It is the process of ascertaining the qualifications,
experiences, skills, knowledge of an applicant with view to
appraising his / her suitability to a job
7. Selection process at NOKIA
The selection process will consist of multiple rounds of
phone interviews and on site interviews with hiring
managers, peers and the human resources team.
Occupational Personality Questionnaire assessment,
background verification and reference checks also form
part of the process in taking a final decision on the
candidature.
A member of resourcing team at Human Resources
will be in touch with applicant through the above process
to keep them updated on the status, both at interim and
final stages.
8. TRAININGAND DEVELOPMENT
It is the process of imparting to the employees technical and
operating skills and knowledge.
It is the process of designing and conducting suitable
executive development programs
9. Training and Development
strategies at NOKIA
• Operates the 70-20-10 approach to training
1. On the job learning (70%)
2. Mentoring & Individual coaching (20%)
3. Classroom training & e-learning (10%)
4. Active participation by trying new roles
• Aims to develop a broad range of skills for the workplace, as
well as the competencies specific to their role.
• Focus on Performance Evaluation &Leadership
10. PERFORMANCE APPRAISAL
It is the systematic evaluation of individuals with respect to their
performance on the job and their potential for development
11. Performance appraisal
strategies at NOKIA
Nokia rewards employees for good performance, competence
development, and f or overall company success.
Higher performance and contribution lead to higher rewards.
Reward programs including- bonuses, recognize performance based on
individual, team and company results
Offers Equity programs to eligible employees
Communicate with employees about the effect of business results on their
incentives after each quarter
Introduction of Investing in People (IIP) process
Development and renewal of our employees skills and competencies is
critical
12. PAYROLL PERSOANL SYSTEM
payroll refers to the amount paid to employees for services
they provided during a certain period of time. Payroll plays a
major role in a company for several reasons
13. Payroll personal system
Benefits:
Insurance (healthcare and life)
Transportation (free buses)
Gifts on special occasions (e.g. birthday, marriage)
Relocation support (need based)
Work related mobile phone
Education assistance
Crèche support
14. Recent updates
Microsoft swallows Nokia's phone business for $7.2 bln
Deal expected to close in first quarter of 2014
Nokia shares up 34 percent, Microsoft's down 5 pct
Nokia, whose market value topped $200 billion over a
decade ago, will now concentrate on its networking
equipment unit, navigation business and technology
patents.
http://www.reuters.com/article/2013/09/03/mi
crosoft-nokia-idUSL6N0GZ04Z20130903
15. Brief About Nokia
Revenue:
42.45 billion
Operating Income:
2.070 billion
Net income:
1.850 billion
Total Assets:
39.12 billion
Total Equity:
16.23 billion
Employees: 132,430 in 120 countries
Subsidiaries: Nokia Siemens Network, Navteq, Symbian, Vertu,
Qt developmentFramework
Branches in India: Gurgaon, Mumbai, Kolkatta, New Delhi, Bangalore,
Hyderabad &Ahmadabad
