recruitment in telenore project
TRANSCRIPT
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1 | P a g e B u s i n e s s R e s e a r c h R e p o r t
EXECUTIVE SUMMARY
The goals of this project will be presented in this executive summary with
summarized pieces of information about specific activities. Our topic is
Recruitment in Telenor. Most internal source of recruitment is used for the
purpose of recruitment in Telenor. We set some objectives of our research
and through a survey we have meet our desired objectives. We learnt the
procedure of recruitment in Telenor. We also observed how Telenor is
motivating its employees to improve the productivity. We identified the skills
required for job in Telenor. The tools and techniques to increase motivation
level of employees are also observed by us. We observed that Telenor is
improving the quality of their services by recruiting skilled and qualified
employees. Telenor is providing commission and contract based jobs to
increase the productivity and its gives financial and non-financial rewards to
motivate its employees. In the journey of preparing research report we have
also faced lot of limitations. After observing research we observed that
Telenor is hiring those employees how are efficient, skilled, qualified and
having good communication skills this not only reduces the cost but also
increases the quality of Telenor services.
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2 | P a g e B u s i n e s s R e s e a r c h R e p o r t
OUR RESEARCH AREA
We have selected the Recruitment as our research topic.
PROBLEM STATEMENT
How Telenor can control the cost and quality through hiring right
candidates for the right job (Recruitment Process)?
INTRODUCTION
Recruitment and selection are critical elements of effective human
resource management. Recruitment can be viewed as key 'push' and 'pull'
levers for organizational change.
Recruitment and selection allow management to determine and gradually
modify the behavioral characteristics and competences of the workforce.
Recruitment (the process of looking for new staff to join a company) refers
to the process of attracting, screening, and selecting qualified people for
a job.
In some cases of the recruitment process, mid and large size organizations
often retain professional recruiters or also get help from recruitment
agencies.
Ref :( http://en.wikipedia.org/wiki/Recruitment)
TYPES OF RECRUITMENT
There are two types of recruitment.
INTERNAL RECRUITMENT:Internal Recruitment is a recruitment which takes place within the
concern or organization. Internal sources of recruitment are readily
available to an organization. Internal sources are primarily three.
http://www.glossaryofmarketing.com/definition/new.htmlhttp://www.glossaryofmarketing.com/definition/company.htmlhttp://www.glossaryofmarketing.com/definition/company.htmlhttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Recruiterhttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Recruiterhttp://en.wikipedia.org/wiki/Employmenthttp://www.glossaryofmarketing.com/definition/company.htmlhttp://www.glossaryofmarketing.com/definition/new.html -
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3 | P a g e B u s i n e s s R e s e a r c h R e p o r t
oTransfero Promotiono Re-employment of ex-employees
Internal recruitment may leadto an increase in employees productivity as
their motivation level increases. It also saves time, money and efforts. But a
drawback of internal recruitment is that it refrain the organization from new
blood. May cause resentment amongst candidates not appointed. Also, not
all the manpower requirements can be met through internal recruitment.
EXTERNAL RECRUITMENT:When Companies cannot hire employees from internal sources then these
companies go for external recruitment. External sources of recruitment have
to be solicited from outside the organization. External sources are external
to a concern. The external sources of recruitment include:
o Employment at factory gateo Advertisementso Employment exchangeso Employment agencieso Educational instituteso Labor contractorso Recommendations
The external recruitment leads to outside people bring in new ideas, Larger
pool of workers from which to find the best candidate, People have a wider
range of experience. But the drawbacks are waste of money and time. It also
increases the cost of company.
Ref :( http://en.wikipedia.org/wiki/Recruitment)
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4 | P a g e B u s i n e s s R e s e a r c h R e p o r t
TELENOR
Telenor acquired the license for providing GSM services in Pakistan in
April 2004, and had launched its services commercially in Islamabad,
Rawalpindi and Karachi on March15, 2005, and expanded its services
to Lahore, Faisalabad and Hyderabad on March 23, 2005. Telenor has its
corporate headquarters in Islamabad, with regional offices in Karachi and
Lahore. On January 28, 2005, Telenor established its first call Centre in
Lahore. Telenor is the 2nd largest network of Pakistan after Mobilink.
The official opening was held in Islamabad with the Ex-President
of Pakistan General Pervez Musharaf as the guest of honor and a Telenor
delegation headed by CEO Telenor Jon Fredrik Baksaas along with CEO
Telenor Pakistan Tore Johnson. The inauguration call was made by Ex-
President Pervez Musharaf to the Prime Minister of Norway. The present
CEO of Telenor Pakistan is Jon Eddy Abdullah.
Telenor Pakistan is 100% owned by the Telenor Group, an
international provider of high quality voice, data, content and
communication services in 14 markets across Europe and Asia. Telenor
Group is among the largest mobile operators in the world with over 179
million mobile subscriptions and a workforce of approximately
40,000. Telenor in Pakistan is the country's single largest European
investor, with investments in excess of US$2 billion.
Ref :(http://en.wikipedia.org/wiki/Telenor)
http://en.wikipedia.org/wiki/Pakistanhttp://en.wikipedia.org/wiki/Islamabadhttp://en.wikipedia.org/wiki/Rawalpindihttp://en.wikipedia.org/wiki/Karachihttp://en.wikipedia.org/wiki/Lahorehttp://en.wikipedia.org/wiki/Faisalabadhttp://en.wikipedia.org/wiki/Hyderabad_(Pakistan)http://en.wikipedia.org/wiki/Islamabadhttp://en.wikipedia.org/wiki/Karachihttp://en.wikipedia.org/wiki/Call_centrehttp://en.wikipedia.org/wiki/Mobilinkhttp://en.wikipedia.org/wiki/Islamabadhttp://en.wikipedia.org/wiki/Jon_Fredrik_Baksaashttp://en.wikipedia.org/wiki/Telenorhttp://en.wikipedia.org/wiki/Telenorhttp://en.wikipedia.org/wiki/Telenorhttp://en.wikipedia.org/wiki/Jon_Fredrik_Baksaashttp://en.wikipedia.org/wiki/Islamabadhttp://en.wikipedia.org/wiki/Mobilinkhttp://en.wikipedia.org/wiki/Call_centrehttp://en.wikipedia.org/wiki/Karachihttp://en.wikipedia.org/wiki/Islamabadhttp://en.wikipedia.org/wiki/Hyderabad_(Pakistan)http://en.wikipedia.org/wiki/Faisalabadhttp://en.wikipedia.org/wiki/Lahorehttp://en.wikipedia.org/wiki/Karachihttp://en.wikipedia.org/wiki/Rawalpindihttp://en.wikipedia.org/wiki/Islamabadhttp://en.wikipedia.org/wiki/Pakistan -
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5 | P a g e B u s i n e s s R e s e a r c h R e p o r t
SERVICES OF TELENOR
SMS Timer Service Bubble Message
Cell Info Display Easy loadMissed Call Alerts (MCA) EDGE
Telenor Smart Share GPRS/WAP Infotainment
Portal MMS
International MMS Content Download
Web2SMS Contact Backup
Music Mantra 1312 Islamic Portal 1315
Info Junction 1311 Care Line 1310Song Dedication 1700 Sports Portal 1314
Ref :( http://www.telenor.com)
RECRUITMENT IN TELENOR
o At Telenor Pakistan, the philosophy is to unlock the hidden humanpotential by building expertise and by providing an energizing
environment. The aim is to find young talent and equipping it with the
competencies that are required in this fast paced industry.
o Telenors recruitment team evaluates candidates on the bases of acompetency framework to hire the best. And to date Telenor Pakistan
enjoys a very nice blend of talent from local and international
universities.
Telenor Pakistans hiring process includes the following steps:
o Advertising/C.V Collecting/ Talent hunto Screening / Short listingo General Test (Line & Recruitment)o TST, PPA or Simulationo Interviewo Candidate Finalization
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o Offer & Acceptanceo On-Boarding
The hiring process takes 6-8 weeks. Telenor Pakistan is an equal
opportunity employer. GPA is not the only criteria for shortlisting acandidate, Telenor looks for attitude and hire for skills.
Ref:(http://www.telenor.com)
(http://en.wikipedia.org/wiki/Telenor)
OBJECTIVESThese are the objectives of our research.
1.To know what is the procedure of recruitment in Telenor.2.To know how they motivate their employees to improve production.3.To identify the skills required for work in Telenor.4.To identify the tools and techniques used in Telenor to increase the
efficiency of their employees.
5.To know how Telenor controls the cost by hiring new employees.6.To know how Telenor is improving the quality of their services by
recruiting skilled and qualified employees.
PROSPECTIVE LIMITATIONS
Followings are the limitations:
1. We can face difficultly in collecting data.2.Time constraints will be a hurdle for us.3. Cost constraints can be a problem during research.4. Lack of accurate data is also a major issue.5. Organization can show favoritism in filling questionnaires to maintain
goodwill.6. Difficult to access organization personally.
http://www.telenor.com/http://www.telenor.com/http://en.wikipedia.org/wiki/Telenorhttp://en.wikipedia.org/wiki/Telenorhttp://en.wikipedia.org/wiki/Telenorhttp://www.telenor.com/ -
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7 | P a g e B u s i n e s s R e s e a r c h R e p o r t
7. Unscheduled and prolonged load shedding of Electricity reduces ourefficiency.
8. Limited access to data due to strict internal policies of Telenor.
LITERATURE REVIEW
In this article the main focus is on the presence of Generic Skills in
employees so we concluded that in Recruitment process employees with
more Generic Skills are Preferred as compared to employees having less
generic skill.
Generic Skills enable the employees to aid in improving the Productivity of
the organization.
These types of employees will definitely become better qualified to perform
the duties of their present jobs and advance to more responsible person.
Companies that are able to utilize talents, abilities and increase
potential of such employees will improve their productivity and effectiveness.
Ref :( Hamzah,M.S & Abdullah,S.K(2009). Generic Skills in Personnel
Development. Journal of University Putra Malaysia.Vol 11, 1-6)
Knowledge is an Asset of human being. The qualified people are
needed for providing qualitative services. The organization hires people
having good qualification and invests in their training and development.
In addition to that, the personal and functional factors in leadership have
a significant impact in determining the attitudes of employees towardsqualitative performance in the institution.
(Bani Issa, 2005)
Research conducted by Mr. Noor S. Abu on recruitment shows us that
there is a relationship between human resource management practices and
employees effectiveness. This article has emphasized on the training and
recruiting of employees. The employees training and recruiting have a strongpositive correlation with personnel's performance.
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Ref. (Noor S. Abu Tayeh)
The recruitment process has also taken place through internet but
way of recruitment has been discouraged. When organization takes the
applications through the source of internet these cannot judge the skills of
applicants. Physical test are necessary to know the mental condition of
person like how applicant react in the condition of stress and to check that
the applicant is having all the skills which are required for job.
They cannot judge whether the applicant is having good interpersonal
skills or not and whether he is fully capable for the required job or not.
Companies are using new techniques and methods for the purpose of
recruitment, internet is one of these. Companies use internet as a source of
recruitment because it minimizes the cost and time needed to be spent for
recruitment process. This way is less expensive and less time consuming as
compared to external recruitment. But only qualification of applicants can
be seen. The main drawback is, the companies do not get good results in the
form of employees they need. So these companies have to use traditional
method like Interviews, IQ TEST, Work sample, Reference and official
transcript for hiring the right person for right job.
Ref :( North American Journal of Psychology)
Recruitment process is also affected by the work force diversity. Mr.
Amanda emphasize on the importance of work force diversity. Australia is
having almost 14% of Non-English speaking population. It means people
from different areas of the world are working in Australia.
So organizations in Australia are taking benefit of work force diversity
and knowing the culture of other countries.
Qualification is not only the main thing needed for jobs but
communication skills are also very much important. To manage a diverse
workforce effectively, an organization must hire and promote the mostcapable candidate for a job, while being mindful of the necessity to build a
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9 | P a g e B u s i n e s s R e s e a r c h R e p o r t
workforce that is representative of the greater business community. For
recruitment different modes had been used in Australia like advertisement
in newspaper, internal recruitment and external recruitment etc.
Ref :( Amanda, Michelle, Paul)
As we all know human resource is an asset for any organization. How
Human Resource Management helps in better performance of an
organization? The main focus in this article is on the HR practices in Oil and
Gas Industry in Pakistan.
Human resource is an asset of any organizations and organizations
can improve the efficiency and productivity through recruiting efficient
employees.
The human resource enables organizations to achieve optimization of
resource, effectiveness, and continuous improvement consistently. (Werner
felt, 1984)
Human Resource Practices shows us the certain factors are playing
very important role in the performance of organizations which includes the
Recruitment and Selection, Training and Development, Performance
Appraisal, Compensation and Awards, Employee Relations etc. All these
factors have significant relationship with organizational performance.
Different modes of recruitment are also discussed in it. Like Internal and
External Recruitment.
Ref :( Muhammad Asif)
The interview also plays a very important role for better recruitment
process. Mr. Ross described the importance of interview for the purpose of
recruitment. According to him, the person taking the interview should have
proper knowledge about what he wants to ask. He should ask relevant
questions and irrelevant questions should be avoided otherwise the relevant
persons which are needed cant be identified or missed.
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The person taking interview should ask about the past experiences
and performance of applicant. By doing this you can increase your chances
of identifying the most suitable candidate for the job from 20% to 80%.
Effective interviewing skills ensure you dramatically increase your chancesof identifying the most suitable person for the job in the first time.
Ineffective interview skill can damage the reputation of organization
in the market so it is important that the person talking interview should
have proper knowledge regarding job description.
Ref :( Ross Clennett)
Planning is an essential part before doing anything. So there should
be a plan for recruitment process.
Effective recruitment process has been discussed. The importance of
effective recruitment for organizations has been realized there. It helps in
choosing the best capable people who can meet the objectives efficiently. As
we all know recruitment is an expensive process so everything should be
preplanned. Organization should have clear idea about what type of staff is
needed like Permanent Staff, Part time or Temporary Staff. Then everything
should be communicated to the senior managers. Everything should be
openly disclosed like:
What type of person is required?
What should be his/her qualification? &
The skills and experience needed for the specified job etc.
Job description should be clearly defined. Salary Packages and all the
other benefits connected with that job should be disclosed to attract the
applicants. The mode of advertisement should be decided with due
consideration to the budget available for that process. It can involve Local
job Centre, Local or national press and Specialist publications, such as the
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magazines of professional bodies or trade associations and Internet
recruitment sites and mailing lists.
After receiving applications, most efficient person should be selected. The
Orientation should be given to newly hired staff to introduce them with the
culture, norms and values hold by the company. In this way company can
get 100% results.
Ref. (Chartered Management Institute)
In the process of recruitment the culture factor cannot be ignored. Mr.
Huibinhis is describing the importance of recruitment process to meet
INTERCULTURAL ISSUE. In international level the main issue is culture. So
companies should prepare their profile and all the needed abilities,
qualifications and experience should be disclosed in it for new and old
employees as well.
If any company wants to expand its business in any foreign country,
the main issue is to understand the culture of that country. For that
purpose companies hire those employees who are having good
understanding about the culture of selected country.
In this way, culture affects the recruitment process. To avoid this
issue companies should focus on two points these points include Diversity
of culture and Understanding of culture. By focusing these two points
complexity can be reduced and similarities can be created in different
cultures.
The company running effective business in one country does not
necessarily mean that its also doing well in other country. Approaches for
the good business are leadership motivation, communication, selection,
rewards, appraisal these are highly cultural dependent. Thats why work
force diversity should be there to understand the expectations of customers.
So to meet the cultural requirements the persons having good diverse skills
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and trait should be hired. This also reduces the cost, time and incoming of
new blood in the organization which results in expansion of business.
According to this article 5 dimensions should be in consideration. These are
the power distance dimension (PDI), Individualism versus collectivism (IDV),
Masculinity versus femininity (MAS), Uncertainty avoidance (UAI), Long
Term vs. Short Term Orientation (LTO).
Ref: (Huib Wursten)
The importance of internet for recruitment is realized. Internet has
made this world a global village. It has reduced the cost and time
constraints of people. The internet has become very important source of
communication in America. Internet is considered a faster, simpler and
more effective way to reach thousands of qualified candidates.
According to article internet has following benefits with respect to
recruitment.
Internet is easily excess able for everyone in U.S. so employers in
organizations use this source for hiring best people for job. It is more cost
effective and time saving way of recruitment than any other source. Internet
allows organizations to reach candidates 24 hours a day and 7 days a week.
Online recruiting is more cost effective and efficient than other
sources of recruitment such as newspapers and job fairs etc. Internet allows
the recruiters to find the best person with best specifications all over the
world. On the other hand it is also beneficial for the people searching for
jobs. They can online submit their CV on the companys corporate
websites.37% of recruiters noted that their overall recruiting costs have
decreased due to online recruiting.
Ref: (NAS Insights)
Trinidad and Tobago tells us that it is the main authority ofconducting recruitment process in that state having the largest workforce
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diversity. Its main objective is to choose candidates for its several public
arms (Public Sector Organizations) by following different recruitment tools
and techniques and it is also charged with the responsibility of providing the
services of their promotion, transfer and termination of employees. It hirethe new employees at initial stages and then on the basis of experience,
seniority, training and development of these employees, they are promoted
to middle level jobs and in some cases competitive written test, interviews
are also conducted for the hiring new candidates.
The procedure of recruitment followed by public service of Trinidad
and Tobago in last few years is also discussed in it. The procedure include
Walk in application for entry level positions of temporary available
vacancies, For Professional and Technical level advertisement is also made
to hire the competent employees and Vacant Vacancies are also filled by
internal recruitment by the promotion and transformation of employees from
other public sectors.
Public service prefers flexible environment and it usually introduces
new salary package and provides flexible working environment to employees
for attracting skilled candidates.
Ref :( Sandra Marchack)
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ANALYSIS OF OUR SURVEY
Q1.Which type of recruitment is preferred in Telenor?
Calculations:
Average 2.482759
Mode 3
S.Deviation 0.870988
Interpretation:
There are 72% of the respondents who answered that Telenor preferred the
internal recruitment as compared to the external recruitment for hiring the
new people.
Q2.Which media is used by Telenor for new jobs?
21
1
7
Internal
External
Both
13
13
3
Paper Media
Electric Media
Both
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Calculations:
Average 2.344828
Mode 3
S.Deviation 0.669534
Interpretation:
When we ask which type of media is used by Telenor for the advertisement
of new vacancies. Then 45% of respondents gave the answer in the favor of
paper and electronic media and only 10% gave the answer that both types of
media are used for advertisement in Telenor.
Q3.What are the types of rewards usually given to the employees to
motivate them in Telenor?
Calculations:
Average 2.482759
Mode 3
S.Deviation 0.828971
Interpretation:
There are 69% of respondents in Telenor who answered that they receive
monetary rewards and 21% of respondents answered that they receive non-
20
6
3
Monetary
Non-monetary
Other
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monetary rewards. Remaining 10% answered that they receive both the
monetary and non- monetary rewards.
Q4.Internet is used for the purpose of recruitment in Telenor.
Calculations:
Average 4.275862
Mode 5
S.Deviation 1.161789
Interpretation:
The number of respondents of our survey strongly agreed that internet is
used for the process of recruitment in Telenor. Two persons are against in
the use of internet and one person is strongly disagreed.
Q5.Employees referrals are preferred in Telenor for recruitment.
193
4
2 1 Strongly Agree
Agree
Netural
Disagree
Strongly Disagree
4
134
5
3Strongly Agree
Agree
Netural
Disagree
Strongly Disagree
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Calculations:
Average 3.344828
Mode 4S.Deviation 1.232763
Interpretation:
There are about 45% of total respondents who agreed that employees
referrals are preferred in Telenor for recruitment. Almost 18% of
respondents disagreed from this statement.
Q6.Skilled employees results in cost control in Telenor.
Calculations:
Average 4.275862
Mode 4
S.Deviation 0.701862
Interpretation:
Most of the respondents of our survey are highly in the favor of this
statement, 44% of respondents Strongly Agreed and 41% agreed that skilled
people cause cost control in Telenor. No one disagreed with this statement.
12
13
4Strongly Agree
Agree
Netural
Disagree
Strongly Disagree
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Q7.Skilled employee saves cost by minimizing the wastage of time.
Calculations:
Average 4.37931
Mode 5
S.Deviation 0.727706
Correlation Q:6,7 -0.00241
Interpretation:
Skilled employee saves the cost by minimizing the wastage of time. Almost
52% of respondents are strongly agreed with this statement, 35% are agreed
and only 14% of respondents have neutral decision about the statement.
Q8.Skilled Employees play important role in increasing companys good
will.
15
10
4
Strongly Agree
Agree
Netural
Disagree
Strongly Disagree
22
7 Strongly Agree
Agree
Netural
Disagree
Strongly Disagree
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Calculations:
Average 4.758621
Mode 5
S.Deviation 0.435494
Interpretation:
Skilled employees are the assets of any organization. Almost all respondents
of our survey are agreed with this statement that the skilled employees of
Telenor are playing an important role in increasing the good will of company.
Q9.Employees with good communication skill attracts the competitors
customers.
Calculations:
Average 4.517241
Mode 5
S.Deviation 0.508548
15
14
Strongly Agree
Agree
Netural
Disagree
Strongly Disagree
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Interpretation:
Almost 52% of respondents are strongly agreed and 48% of respondents are
agreed with the statement that the employees have the good communication
skills attract the competitors customers by using their skills.
Q10.Effective Recruitment Process is important to improve services of
Telenor.
Calculations:
Average 4.758621
Mode 5
S.Deviation 0.435494
Interpretation:
Almost 76% of the respondents are strongly agreed and 24% are agreed with
the statement that Effective Recruitment Process is important to improve
services of Telenor.
22
7 Strongly Agree
Agree
Netural
Disagree
Strongly Disagree
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Q11.Telenor takes influence of Qualified and Skilled workers in its
services.
Calculations:
Average 4.413793
Mode 5
S.Deviation 0.732766
Interpretation:
About 55% of respondents were strongly agreed, 31% were agreed with that
statement and 18% of respondents were neutral. It means that Telenor take
influence of Qualified and Skilled workers in its services. Because no one
disagreed with it.
Q12.Telenor provides rewards or bonuses to motivate their employees.
169
4Strongly Agree
Agree
Netural
Disagree
Strongly Disagree
11
11
3
4 Strongly Agree
Agree
Netural
Disagree
Strongly Disagree
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Calculations:
Average 4
Mode 4
S.Deviation 1.035098
Interpretation:
Almost 38% of respondents are strongly agreed and 38% are agreed that
Telenor motivates their employees through rewards and bonuses. But 18%
of respondents disagreed from this, it is not right to the extent that Telenor
Company motivates their employees through rewards because 14% also
disagreed with it and 10% respondents were neutral.
Q13.Training is compulsory for all levels of employees to increase the
efficiency.
Calculations:
Average 4.793103
Mode 5
S.Deviation 0.559292
25
2
2
Strongly Agree
Agree
Netural
Disagree
Strongly Disagree
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Interpretation:
Only 7% of respondents have answered neutral. The remaining are in the
favor of training of employees in every level of employment for the increasing
the efficiency of employees.
Q14. Commission bases jobs leads to increase the productivity in
Telenor.
Calculations:
Average 4.344828
Mode 5
S.Deviation 0.936401
Interpretation:
In this statement, about 82% of the respondents strongly agreed that
commission based jobs leads to increase the productivity of employees in
Telenor. Only 4% of respondents disagreed with it.
Q15.Telenor provides friendly atmosphere to employees to increase
motivation level.
169
3
1
Strongly Agree
Agree
Netural
Disagree
Strongly Disagree
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Calculations:
Average 4.551724
Mode 5
S.Deviation 0.685889
Interpretation:
Almost 66% respondents strongly agreed and 24% are agreed with this
statement that Telenor provides the friendly atmosphere to their employees
which increase the motivation level of employees. Only 10% of respondents
have neutral decision about that statement.
Q16. Telenor provide career development guideline to motivate their
employees.
19
7
3 Strongly Agree
Agree
Netural
Disagree
Strongly Disagree
9
9
6
41 Strongly Agree
Agree
Netural
Disagree
Strongly Disagree
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Calculations:
Average 3.724138
Mode 5
S.Deviation 1.161789
Interpretation:
Almost 50% of respondents are in the favor of the statement that Telenor
provides the career development guideline to motivate their employees. 21%
of respondents have neutral point of view, they are confused about
statement Telenor provide guideline or not. But 18% of respondent are not
agree with that Telenor provide any career development guideline to their
employees for their motivation. About 3% are strongly disagreed from that.
Q17.Does Telenor provide contract based jobs to improve the efficiency
of employee?
Calculations:
Average 1.827586
Mode 2
S.Deviation 0.384426
24
5
Yes
No
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Interpretation:
There are about 83% of respondents who answered Yes that Telenor
provides contract based jobs to employees to improve the efficiency of
employees. Only 17% of respondents answered No. It means contract
based jobs are good to increase the efficiency of employees.
Q18.Is special skills are needed in employee to deal with customers?
Calculations:
Average 1.931034
Mode 2
S.Deviation 0.257881
Interpretation:
About 93% of respondents answered Yes that employees need to have
special skills to deal with customer and remaining 7% answered No. It
means that special skills are needed to communicate with customers.
27
2
Yes
No
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Q19.Telenor conducts the background investigation of applicant before
job.
Calculations:
Average 1.689655
Mode 2
S.Deviation 0.470824
Interpretation:
Almost 69% of respondents answered Yes to the statement that Telenor
conducts the background investigation of applicant before job. But 31% also
answered No. By majority answers we can say that Telenor conducts the
background investigation of applicant before job.
Q20.Telenor conducts any physical or behavioral test to check the
ability of new people for job.
20
9
Yes
No
20
9
Yes
No
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Calculations:
Average 1.689655
Mode 2
S.Deviation 0.470824
Interpretation:
Almost 69% of respondents answered Yes to the statement that Telenor
conducts any physical or behavioral test to check the ability of new people
for job. But 31% also answered No. By majority answers we can say that
Telenor conducts physical or behavioral test to check the ability of new
people for job.
Q21. Young Talent is preferred in Telenor than experienced people.
Calculations:
Average 1.586207
Mode 2
S.Deviation 0.50123
Interpretation:
Almost 59% of respondents answered Yes that Young Talent is preferred inTelenor than experienced people but 41% also answered No to the same
17
12Yes
No
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29 | P a g e B u s i n e s s R e s e a r c h R e p o r t
statement. It means that Telenor prefers young talent employees over
experienced people.
CONCLUSION
After collecting data through survey and information collected from
internet, we have concluded that internal source of recruitment is mostly
used in Telenor for recruitment. Telenor provides friendly atmosphere, gives
monetary rewards and career guideline to its employees, which increases the
motivation level and loyalty of employees with Telenor. Telenor prefers
assertiveness and good communication skills in the candidates being hired
by it. Telenor provides contract based and commission based jobs to
increase the productivity of employees. Telenor also provides training facility
to the employees to increase their efficiency. Skilled employees who are
having good communication skills also attract the competitors customer.
Telenor hires skilled employees who save the cost by minimizing waste of
time. According to survey, the skilled and qualified employees increase the
quality of services and in this way Goodwill of Telenor will increase.
RECOMMENDATION
Telenor is a well-established telecommunication company enjoying
overwhelming success and reputation in Pakistan having 22% of Market
Share. Telenor recruitment process is effective but as it is said nothing is
perfect and there is always room for betterment. They are doing their utmost
efforts in hiring best possible employees. But one thing i have observed from
survey is that Telenor is not using external source of recruitment which
leads to limit the entrance of people out-side Telenor. So Telenor should also
use external source of recruitment. In this way candidates holding values,
culture of other organization and the new ideas which can improve the
Telenor services remain inaccessible. During the survey I have observed that
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30 | P a g e B u s i n e s s R e s e a r c h R e p o r t
lower level employees sitting in franchises do not receive rewards other than
salary. So Telenor should also consider lower level employees while giving
rewards. That will increase their motivation level and loyalty with Telenor.
Telenor should provide career guidance to employees at every level. We hopethat after following all the above suggestions Telenor can meet its objectives
more effectively and efficiently.
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31 | P a g e B u s i n e s s R e s e a r c h R e p o r t
APPENDIX
QUESTIONNAIRE ON RECRUITMENT
We are the students of MBA 2nd semester at UOG are going to conduct a research on
the Recruitment, and we have to collect some data about that topic and for this
purpose we need your support. All data will be kept confidentially.
NAME: __________________ GENDER:(Male / Female)
AGE: (18 - 25) / (26-35) / (36 - 45) / Above
Tick the following suitable option:
1. Which type of recruitment is preferred in Telenor?a) Internalb) Externalc) Both
2. Which media is used by Telenor for new jobs?a) Paper mediab) Electronic mediac) Both
3. What are the types of rewards usually given to the employees to motivatethem in Telenor?
a) Monetaryb) Non-monetaryc) Both
4. Internet is used for the purpose of recruitment in Telenor.a) Strongly agree b) Agree c) Neutral
d) Disagree e) Strongly disagree
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32 | P a g e B u s i n e s s R e s e a r c h R e p o r t
5. Employees referrals are preferred in Telenor for recruitment.a) Strongly agree b) Agree c) Neutral
d) Disagree e) Strongly disagree
6. Skilled employees results in cost control in Telenor.a) Strongly agree b) Agree c) Neutral
d) Disagree e) Strongly disagree
7. Skilled employee saves cost by minimizing the waste of time.a) Strongly agree b) Agree c) Neutral
d) Disagree e) Strongly disagree
8. Skilled Employees play important role in increasing companys good will.a) Strongly agree b) Agree c) Neutral
d) Disagree e) Strongly disagree
9. Employees with good communication skill attract the competitors customers.a) Strongly agree b) Agree c) Neutral
d) Disagree e) Strongly disagree
10.Effective Recruitment Process is important to improve services of Telenor.a) Strongly agree b) Agree c) Neutral
d) Disagree e) Strongly disagree
11.Telenor takes influence of Qualified and Skilled workers in its services.a) Strongly agree b) Agree c) Neutral
d) Disagree e) Strongly disagree
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33 | P a g e B u s i n e s s R e s e a r c h R e p o r t
12.Telenor provides rewards or bonuses to motivate their employees.a) Strongly agree b) Agree c) Neutral
d) Disagree e) Strongly disagree
13.Training is compulsory for all levels of employees to increase the efficiency.a) Strongly agree b) Agree c) Neutral
d) Disagree e) Strongly disagree
14.Commission bases jobs leads to increase the productivity in Telenor.a) Strongly agree b) Agree c) Neutral
d) Disagree e) Strongly disagree
15.Telenor provides friendly atmosphere to employees to increase motivationlevel.
a) Strongly agree b) Agree c) Neutral
d) Disagree e) Strongly disagree
16.Telenor provide career development guideline to motivate their employees.a) Strongly agree b) Agree c) Neutral
d) Disagree e) Strongly disagree
Encircle the Yes or No option:
17.Does Telenor provide contract based jobs to improve the efficiency ofemployee?
a) Yesb) No18.Is special skills are needed in employee to deal with customers?a) Yesb) No
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34 | P a g e B u s i n e s s R e s e a r c h R e p o r t
19.Telenor conducts the background investigation of applicant before job.a) Yesb) No20.Telenor conducts any physical or behavioral test to check the ability of new
people for job.
a) Yesb) No21.Young Talent is preferred in Telenor than experienced people.a) Yesb) No
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35 | P a g e B u s i n e s s R e s e a r c h R e p o r t
WEB LINKS:
httpwww.eurojournals.com
httpwww.eurojournals.comejss_11_4_14.pdf
httpwww.eurojournals.comejsr_47_1_11.pdf
httpwww.eurojournals.comejefas_24_15.pdf
www.pdfarticles.com/.../research+articles+on+recruitment+and+selecti
on.html
www.montana.edu/.../PDF%20files/development%20of%20an%20interv
iewer%20training%20manual.pd
www.jmir.org/2005/1/e6/
http://www.telenor.com/
http://en.wikipedia.org/wiki/Telenor
www.pdfarticles.com/topic/articles+on+employee+recruitment.html
www.shrm.org/about/foundation/products/Documents/1109%20Recruit
ing%20EPG-%20Final.pdf
http://www.pdfarticles.com/topic/recruitment+articles+in+journal+of+
management+research.html
http://www.pdfarticles.com/topic/pdf+files+on+articles+on+recruitment.html
http://www.montana.edu/.../PDF%20files/development%20of%20an%20interviewer%20training%20manual.pdhttp://www.montana.edu/.../PDF%20files/development%20of%20an%20interviewer%20training%20manual.pdhttp://www.jmir.org/2005/1/e6/http://www.telenor.com/http://en.wikipedia.org/wiki/Telenorhttp://www.pdfarticles.com/topic/articles+on+employee+recruitment.htmlhttp://www.shrm.org/about/foundation/products/Documents/1109%20Recruiting%20EPG-%20Final.pdfhttp://www.shrm.org/about/foundation/products/Documents/1109%20Recruiting%20EPG-%20Final.pdfhttp://www.pdfarticles.com/topic/recruitment+articles+in+journal+of+management+research.htmlhttp://www.pdfarticles.com/topic/recruitment+articles+in+journal+of+management+research.htmlhttp://www.pdfarticles.com/topic/pdf+files+on+articles+on+recruitment.htmlhttp://www.pdfarticles.com/topic/pdf+files+on+articles+on+recruitment.htmlhttp://www.pdfarticles.com/topic/pdf+files+on+articles+on+recruitment.htmlhttp://www.pdfarticles.com/topic/pdf+files+on+articles+on+recruitment.htmlhttp://www.pdfarticles.com/topic/recruitment+articles+in+journal+of+management+research.htmlhttp://www.pdfarticles.com/topic/recruitment+articles+in+journal+of+management+research.htmlhttp://www.shrm.org/about/foundation/products/Documents/1109%20Recruiting%20EPG-%20Final.pdfhttp://www.shrm.org/about/foundation/products/Documents/1109%20Recruiting%20EPG-%20Final.pdfhttp://www.pdfarticles.com/topic/articles+on+employee+recruitment.htmlhttp://en.wikipedia.org/wiki/Telenorhttp://www.telenor.com/http://www.jmir.org/2005/1/e6/http://www.montana.edu/.../PDF%20files/development%20of%20an%20interviewer%20training%20manual.pdhttp://www.montana.edu/.../PDF%20files/development%20of%20an%20interviewer%20training%20manual.pd -
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