Telenor hris

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Telenor hris

  1. 1. Human Resource Information System Telenor Perspective Case Study
  2. 2. Anam Arif MB-12-03 Omer Shahzad MB-12-08 Zeeshan Ahmad MB-12-09 Rahila Javed MB-12-20 M. Saleem MB-12-23 Iqra Saleem MB-12-25 Naeem Shahid MB-12-31 Khizer Bhutta MB-12-33 Ali Asghar MB-12-34 Babar Hussain MB-12-54 Atiqa Yazdani MB-12-59
  3. 3. Information System Telenor Pakistan HRIS @ Telenor Human Resource Information System Functions of HRIS Modules Need of HRIS Components of HRIS Summary
  4. 4. Anam Arif MB-12-03
  5. 5. Information System An organized combination of people, hardware, software, networks and data resources that collect, transforms, and disseminates information in the organization. IS Perspectives Operational activities Management support Networking and e-activities
  6. 6. Information System Types Executive Support Systems (ESS) Decision Support Systems (DSS) Management Information Systems (MIS) Knowledge Work Systems (KWS) (KMS) Office Automation Systems (OAS) Transaction Processing Systems (TPS)
  7. 7. Management Information System MIS stands for Management Information System A management information system (MIS) provides information that organizations need to manage themselves efficiently and effectively. MIS mainly consists: Hardware Software Data (information for decision making) Procedures (design, development and documentation) People (individuals, groups, or organizations)
  8. 8. Introduction A Human Resource Information System (HRIS), is a software solution for small to mid-sized businesses to help automate and manage their Human resources, payroll, management and accounting activities.
  9. 9. Introduction Human Resource Information System (HRIS) is a database system that contains all relevant human resource information and provides facilities for maintaining and assessing the data. A HRIS provides the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness.
  10. 10. HRIS In Organizations An integration between human resource management (HRM) and Information Technology. HRIS support planning, administration, decision-making, and control. HRIS increases administrative efficiency.
  11. 11. M. Saleem MB-12-23
  12. 12. Why HRIS Is Needed? Storing information and data for each individual employee. Providing a basis for planning, decision making, controlling and other human resource functions. Building organizational capabilities Job design and organizational structure Increasing size of workforce Technological advances Computerized information system
  13. 13. Components of HRIS INPUT DATA MAINTENENCE OUTPUT
  14. 14. Components of HRIS The Input function enters personnel information into the HRIS The maintenance function updates and adds new data to the database after data have been entered into the information system It have to process the output, make the necessary calculations, and then format the presentation in a way that could be understood. The bottom line of any comprehensive HRIS has to be the information validity, reliability and utility first and the automation of the process second.
  15. 15. Users Of HRIS HR PROFESSIONALS MANAGERS EMPLOYEES HRIS
  16. 16. HRIS Track Personal Records Recruitment & Selection Medical Records Health & Safety HR Planning Employment Equity Pension Administration People Job Trng. & Dev. Salary Administration Positions Compensation Employee Relations Benefits
  17. 17. Iqra Saleem MB-12-25
  18. 18. Functions Of HRIS Job analysis information Job descriptions Maintain records Saves time Ensure that women and minorities or not be adversely affected Track minority hiring, recruitment, and advancement Forecast supply and demand of labor from both the internal and external labor markets Useful for internal recruiting.
  19. 19. Functions Of HRIS Can post job opening for employees to access. Can search for match between job specifications and applicant qualification. Applicant tracking system. Administering and scoring ability tests. Structured interviews...
  20. 20. Human Resource Information System A model of a Human Resource Information System Input subsyst ems Accounti ng informat Internal ion system sources Environ mental sources 22 HRs research subsyste m HRs intellige nce subsyste m Data HRIS Data base Output Work subsyst force planning ems subsyste Recruiti m ng subsyste Work m force manage ment subsyste Compen m sation subsyste Users Benefits m subsyste m Environ mental reportin g Information subsyste m
  21. 21. What Are The Uses Of An HRIS?
  22. 22. Naeem Shahid MB-12-31
  23. 23. Telenor
  24. 24. Our Visit Telenor Islamabad Office Sector F-7 Markaz
  25. 25. Introduction Telenor Group is one of the world’s major mobile operators with 140 million mobile subscriptions.
  26. 26. Introduction Telenor Pakistan is owned by the Telenor Group, which is a Norwegian Telecommunication Company. As of January 2012, Telenor Pakistan had a reported subscriber base of 28.47 million, and a SIM market share of 24%. On October 2012, Telenor officially declared to have the customer base of 30 million which make Telenor the 2nd largest Mobile operator in Pakistan.
  27. 27. Telenor In Pakistan Telenor acquired a license for providing GSM services in Pakistan in April 2004, and launched its services commercially in Karachi, Islamabad and Rawalpindi on 15 March 2005; it expanded its services to Lahore, Faisalabad and Hyderabad on 23 March 2005. Telenor Pakistan’s Corporate Headquarters are in Karachi, with regional offices in Peshawar, Lahore, Faisalabad, Multan, Hyderabad and Islamabad. The official opening of Telenor Pakistan was held in Islamabad with exPresident of Pakistan General Pervez Musharraf as guest of honor and a Telenor delegation headed by President & CEO Telenor Group Jon Fredrik Baksaas along with then CEO Telenor Pakistan Tore Johnsen.
  28. 28. Vision Our vision is simple: We're here to help The key to achieving this vision is a mindset where every one of us works together: Making it easy to buy and use our services. Delivering on our promises. Being respectful of differences. Inspiring people to find new ways. Our vision crystallizes our customer focus as the cornerstone of everything we do. Our values describe what behaviors are necessary to realize that vision. Our corporate responsibility mindset ensures that our vision and values nurture social concern and help us create shared value.
  29. 29. Goals Create Value Expanding Market Share Strong Commitment with society Creation of Profitability &market growth Introduction of an Advance technology Freedom of Choice 31
  30. 30. Values • We're practical. We don't complicate things. Everything we produce should be easy to understand and use. Because we never forget we're MAKE IT trying to make customers' lives easier. EASY KEEP PROMISES BE INSPIRING • 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. • 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. • We acknowledge and respect local cultures. We do not impose one formula worldwide. We want to be a part of local communities wherever BE RESPECT we operate. We believe loyalty has to be earned. FUL
  31. 31. Corporate Responsibility Telenor Pakistan's aims to create dignified opportunities for persons with disabilities. The purpose is to become the most disabled-friendly organization in Pakistan in terms of employment, service, and community support. Telenor Pakistan has taken a number of environmental-friendly initiatives. These include mainstreaming energy efficiency and alternate energy solutions, and implementing occupational health & safety practices that comply with international standards. With coverage reaching deep into many of the remotest areas of Pakistan, Telenor Pakistan is, in some places, the only operator connecting the previously unconnected.
  32. 32. Awards
  33. 33. Brands & Alliances
  34. 34. Organizational Structure
  35. 35. Rahila Javed MB-12-20
  36. 36. Human Resource Information System @ Telenor
  37. 37. HRIS @ Telenor HRIS was introduced in Telenor in 2007 Own designed software Here 2 Help In 2009, it upgraded its system to Workday Software which is globally used by Telenor group.
  38. 38. Need Of HRIS Reduce paperwork Reduce Manpower Perform speedy tasks Avoid duplication Achieve accuracy
  39. 39. HRIS Contains Information About: Jobs Position People
  40. 40. HRIS Model
  41. 41. HRIS Supports In: The strategic, tactical & operational use of the human resource of an organization Collect, store and process employee information Provide reliable information for decision-making Allow organization to assess effectiveness of HR policies, programs and decisions
  42. 42. Examples Of HRIS
  43. 43. HRIS Functions Provide Data to Support Routine, Repetitive Human Resource Decisions Information Is Detailed, Structured, Accurate, and Internal
  44. 44. Khizer Farooq MB-12-33
  45. 45. Subsystems Of HRIS Strategic Information Compensation Information Job Analysis Information HRIS Performance Information Training Information Recruitment Information Selection Information
  46. 46. Strategic Human Resource Information Systems Help Top Level Managers Set Goals and Directions for Organization Gather and Manage Information From Within and Outside Organization Ensure Organization Has Right Kind and Numbers of Employees at Right Place at Right Time to Achieve Its Objectives
  47. 47. Job Analysis And Design Information Systems Help Develop and Maintain Job Descriptions Help Develop and Maintain Job Specifications Support Recruitment and Placement Systems Support Performance Management Systems
  48. 48. Recruitment Information Systems Provide Qualified Applicants for Positions Identified by Position Control System and Described by Job Analysis and Design Information Systems Support Development of Recruiting Plan Receive Data From Position Control Systems Receive Data From Applicant Selection and Placement Information Systems Receive Data From Performance Management Information Systems Recruitment sources-line managers Prefers internal recruitment over external
  49. 49. Atiqa Yazdani MB-12-59
  50. 50. Selection Information Systems Help Managers Screen, Evaluate, Select, and Place Job Candidates Provide Data to Government Reporting and Compliance Information Systems Focus on 3-E model Online testing-interviews Chooses talent Talent perspective selection
  51. 51. Employee Training And Development Systems Receive Data From Position Control, Job Analysis and Design Information Systems, Employee Information Systems, and Performance Management Information Systems Maintain Data About Instructors, Courses, Employees Receive Data From Recruiting Systems Help Managers Improve the Quality and Quantity of Employees Help Managers Insure Quality Replacements
  52. 52. Position Control Systems Track Positions Identify Each Position and Its Job Title in an Organization Identify the Employee in Each Position Identify Unfilled Positions
  53. 53. Performance Management Information Systems Collect and Monitor Performance Appraisal Data Collect and Monitor Job Productivity Data Support Management Decisions for Promotion, Transfer, Termination Provide Data to Applicant Selection and Placement Information System
  54. 54. Omer Shahzad MB-12-08
  55. 55. Compensation And Benefits Information Systems Help Managers Track and Control Wage and Salary Plans Help Managers Track and Control Benefit Plans Provide Input to Performance Management Systems Compensation includes Bonuses, Commission, Gratuity and other incentives Provides input to evaluate the performance appraisals
  56. 56. Government Reporting & Compliance Information Systems Use Data From Position Control, Employee Relations, Performance Appraisal, Applicant Tracking, Payroll and other systems. Produce Reports for Various Government Agencies
  57. 57. Human Resource Information System Evaluation The Human Education and Termination Benefit RecruitingHiring Training Administr Resources ation Function facilitates the flow of the Retired Potential Employees Personnel employees employees Resources The Firm 59 Data Management
  58. 58. Zeeshan Ahmad MB-12-09
  59. 59. Modules
  60. 60. Absence Management An all-inclusive leave management & administration module allowing extensive possibilities for defining leave types, holiday schedules, leave entitlements and leave schedules. Furthermore, with the web-enabled and self-service concepts, this module significantly streamlines all leave related procedures, eliminates paperwork and saves costs.
  61. 61. Time & Attendance A system for planning, capturing and monitoring employee attendance. This module is quite flexible and can manage all phases of attendance from roster or shift management through to scheduling and analyzing attendance. It allows data capturing from any electronic attendance tracking device across multiple locations.
  62. 62. Disciplinary Actions Covers all disciplinary actions taken with regards to employees - information about charges, internal inquiries and warnings. This module also enables capturing court case information against employees.
  63. 63. Babar Hussain MB-12-54
  64. 64. Report Navigator Allows the preparation of management reports on a periodic basis as per user requirements. The reports can be generated in alphanumeric as well as graphical form. Apart from obtaining predefined reports from all purchased modules, you can use this module to view custom reports that can be created using crystal reports and store them as part of the system.
  65. 65. Risk Evaluation Helps the organization to evaluate the risk probabilities and their impacts on the profits of the organization. It also assists in evaluating those risks and then the final decision is made by the authorities on the basis of findings.
  66. 66. HRIS IN BUSINESS DECISION MAKING Decision Making Ability to slice and dice information available in the database to generate decision specific information and analyze information across multiple dimensions, which will facilitate efficient and effective decision making. Budget control Applicant tracking and screening Skills matching performance appraisals Feedback Manpower planning Succession planning Skills monitoring Training needs analysis Global analysis 68
  67. 67. Career Portal A portal that enables employees to access and manage their employment related information. This module also facilitates application/approval procedures. Lets employees carry out self appraisals and checking one's own competencies from any web - enabled PC with no need to visit the HR department.
  68. 68. Ali Asghar MB-12-34
  69. 69. Benefits Of HRIS Large amount of data and information to be processed. Project based work environment. Employee empowerment. Increase of knowledge workers & associated information. Learning organization
  70. 70. Benefits Of HRIS Higher speed of retrieval and processing of data Reduction in duplication of efforts leading to reduced cost Ease in classifying and reclassifying data Better analysis leading to more effective decision making Higher accuracy of information/report generated
  71. 71. Benefits Of HRIS Fast response to answer queries Improved quality of reports Better work culture Establishing of streamlined and systematic procedures More transparency in the system
  72. 72. Limitations Of HRIS It may be expensive in terms of finance and manpower It may be inconvenient for computer illiterates or people with mere knowledge of computer Computers can not substitute human
  73. 73. Barriers To The Success Of HRIS No or poorly done needs analysis Failure to include key people Failure to keep project team intact Politics / hidden agendas Failure to involve / consult significant groups Lack of communication Bad timing (time of year and duration )
  74. 74. Summary Introduction Components of HRIS Applications People who interact with HRIS Certain positive aspect Some drawbacks Functions
  75. 75. Summary Visit to Telenor Introduction History Need HRIS in Telenor Modules

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