This document discusses the implementation and use of a Human Resource Information System (HRIS) at Telenor Pakistan. It describes how Telenor initially used a manual HR system but transitioned to an automated HRIS called Hear 2 Help. In 2009, Telenor upgraded to the Workday software which provided benefits like faster processing, reliable data, and accurate reports. The Workday system manages the entire HR process from recruitment to training to compensation. It helped reduce costs by 20% and improved efficiency of HR operations and management of human resources. The HRIS modules help with tasks like absence management, disciplinary actions, risk evaluation, and decision making.

1. Human Resource
Information System
A Telenor Perspective Case Study
Mr. Farhan Mir
6/18/13
Human Resource
Management

2. 1
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 Farooq
MB-12-33
Ali Asghar
MB-12-34
Babar Hussain
MB-12-54
Atiqa Yazdani
MB-12-59

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HRIS in Telenor
Telenor History
Telenor Pakistan is owned by a Norwegian company, Telenor group, which is an
international provider of voice data and mobile communication services. It is operating
in 11 countries across Europe and Asia with different names like Telenor, Uninor,
Grameenphone, dtac, DIGI. Telenor group is one of the world’s largest mobile operators
with 140 million mobile subscribers.
In April 2004, Telenor got the license to provide mobile services in Pakistan. Initially it
launched its services in Karachi, Lahore, Islamabad and Rawalpindi on 23 rd march 2005.
Later on it expanded its services rapidly in other areas of Pakistan. Telenor Pakistan’s
headquarter is in Islamabad, F-7 Markaz.
The official inauguration ceremony of Telenor was held in Islamabad on March, 2005
with ex-president of Pakistan, General Pervez Musharraf as a guest of honor and a
Telenor delegation headed by CEO Telenor group J.F. Bakssas along with CEO Telenor
Pakistan T. Johnson.
HRIS in Telenor
Since its incorporation, Telenor was using manual HR work, it was time consuming, less
accurate and less reliable. Furthermore it was cost inefficient. So Telenor’s top
management decided to shift its HR work to proper automated information system.
Initially they used a system named Hear 2 Help which was their own customized
software. With the help of this software they gained the benefits of speedy tasks,
provision of reliable data and it provided accurate reports.
But this software was not up to mark to fulfil their HR requirements. So in the annual
general meeting of 2008, Telenor executives decided to upgrade their HR system. So in
July 2009, they replaced their HRIS software from Hear 2 Help to Workday software
which was a global system being used by the Telenor group.
Workday software was an advanced software and it proved beneficial for Telenor
Pakistan. Like the previous software, it provided speedy tasks, provision of reliable data
and it provided accurate reports. It also provided Telenor Pakistan a better work
environment where human resources were managed in a systematic manner.

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Workday software is so efficient that it can maintain its overall operations from
Recruitment to Training to Compensation to Benefits. It also maintains the record of
delegations and official tours. As per the monetary benefits, when we compare the Hear
2 Help & Workday Software, the new software gave 20% cost reduction. This change
massively affected their profitability.
Recruitment System in Telenor provides it to keep a record of job applicants and their
complete qualification is indicated by the Position Control System and their job is
described by their Job Analysis System. It supports in developing the recruitment plan.
Selection System helps the organization to screen, evaluate and place job candidates. It
provides data to the performance management System and compensation and benefits
System. Telenor prefers internal recruitment on behalf of 3 E’s which are Experience,
Exposure and Education.
Training and development System gathers data from Position Control System, Job
Analysis System and Performance Management System. This System maintains data
about the training programs offered and the employees being trained. It helps the
managers to increase the efficiency of their subordinates by improving their quality and
making them more efficient.
The core compensation includes: Base salary, Bonus, Commission, Long-term Incentive
plans. Telenor is also offering insurance, recreational activities, gratuity and other
benefits adapted to the local market and individual employee’s need. This System
enables Telenor to track and Control wage plans. Furthermore, it provides the
organization with data for performance management.
Telenor conducts performance appraisal in order to evaluate their employee’s current
or past performance in accordance with the company’s performance standards. The
performance management System assists the managers to take decisions for:
Promotion, Transfer, Termination, Retirement, Demotion and Layoffs. The purpose of
performance evaluation is to measure the work performance of employees, motivate
employees to improve their performance, identify employees who need training and
development.
Modules of HRIS
Telenor is also using some modules which are assisting it to measure absenteeism, risk
evaluation, maintaining discipline and decision making.
Absence management is an all-inclusive leave management module which allows
extensive possibilities for defining leave types, holiday’s schedules and leave schedules.

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Furthermore this module significantly streamlines all leave relative procedures,
eliminates paper work and saves cost. This module also monitors employee attendance.
It is quite flexible and manages all phases of attendance from roster or shift
management to scheduling and analyzing attendance.
Another module is used to cover all disciplinary actions taken with regards to
employees, information about charges, internal inquires and warnings. This module also
enables capturing court cases information about employees.
The module-risk evaluation helps the organization to evaluate the risk probabilities and
their impacts on the profits of the organizations. It also assists in evaluating those risks
and then the final decision is made by the authorities on the basis of the findings. The
module used for decision has the ability to slice and dice information available in the
data base to generate the decision specific information and analyze it in cross multiple
dimension which facilitates in effective and efficient decision making.
Conclusion
To sum up and conclude, it helps the HR department to meet the challenge of
employees. Many companies have seen a need to transform the way Human Resource
operations are performed in order to keep up with new technology and increasing
numbers of employees. The human intelligence is closely related with the human
experience and decision making skills. Now a day’s right information is considered as the
most important resource of good decision making. Although there was difficulty
adapting to a new way of recordkeeping this but HRIS made it so much easier with a
System and it do a lot for us we don’t always have to visit in the cabinet of other
employee for their file just to get the information .These are the new management
tricks to get all the information of other departments.

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References
Principles of Management by Steven P. Robbins and Mary Coulter
Human Resource Management by Lloyd & Leslie
Human Resources Management by Wendell L. French
http://my.safaribooksonline.com/book/-/9780749452421/62-hr-informationSystems/the_functions_of_an_HRIS
http://www.scribd.com/doc/37039366/Final-Research-Paper-on-HRIS
http://humanresources.about.com/od/technologyHRISintranets/Human_Resource_Info
rmation_Systems_HRIS_Technology_Web_Internet.htm
HR Manager, Mr. Sohaib Baloch, Telenor Islamabad Headoffice, F-7 Markaz
Telenor Sales & Customer Office, Abdali Road, Multan
http://www.Telenor.com
http://www.Telenor.com.pk
http://www.en.wikipedia.org/wiki/Telenor_Pakistan