short report on telenor

7/30/2019 Short Report on Telenor

http://slidepdf.com/reader/full/short-report-on-telenor 1/20

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GROUP MEMBERS

S.NO. NAME

ROLL

NO.

1 ASIM MEHMOOD 80

2 ATTIULLAH 81

3 ZAHOOR ABBASS 84

4 SAFDER HUSAIN 85

5 NAZIR AHMED 86

6 NIAZ ALI 89



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TABLE OF CONTENTS

Serial

No. ContentsPage

NO.1

Preface06

2Acknowledgement

07

3Telenor Organization

08

4Introduction of Telenor

08

5History of Telenor

08

6 History 097

Type of Organization09

8Telenor Organization

09

9Social Collective Unit

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10Specific Goals and Purpose

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11Loosely Delineated Boundaries

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12Continuing Basis

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13Vision statement of Telenor

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14Mission statement of Telenor

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15Organizational structure of Telenor

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16 Mechanistic Structure 11

17Functional Structure

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18Hierarchical Chart

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19Hierarchical Levels

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Vertical Differentiation

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21Span of control

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22Formalization

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23Specialization

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24Standardization

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25Centralization and Decentralization

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26Recruitment Process

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27 The selection process 15

28Ways of Communication

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29Internal Communication

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30Downward Communication

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31Upward Communication

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32Horizontal Communication

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33External Communication

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34 Environment of Telenor 16

35External Environment

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36Customers

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37Suppliers

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38 Competitors 17

39PHYSICAL SETUP

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40EMPLOYEE MOTIVATION

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41Motivation by Money:

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Preface

In this assignment we discuss about the history of telenor,

telenor organization, mission & vision statement of telenor,

formalization, hierarchical chart of telenor, organizational

structure of telenor, mechanistic structure of telenor, etc.



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Acknowledgement

First of all I am very thankful to Almighty ALLAH who gave

me strength to write this assignment.

I am thankful to all my friends and fellows who help me to

write this assignment.

Special thanks to all my teachers who gave me very

informational ideas, and all the team of telenor who

supported me till the end of this task.



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TELENOR ORGANIZATION

1. Introduction of Telenor

Telenor is the largest telecommunication company in Norway. During the late90’s it has been

deregulated and changed from fully government owned intopublic limited company. However the

government retained substantial stake in terms of shares. Since deregulation began in EU, the

telecommunication industry is facing tough competition from new entrants and this is the case

for Telenor as well.

The company is split into four groups:

Mobile operation

Telenor fixed

Telenor broadcast and

Others activities.

2. History of Telenor

For over 150 years, telecommunications has played a vital part in thedevelopment of modern Norwegian s

ociety. As the incumbent provider,Telenor has been the driving force in the development of a highlysophist

icated home market. The physical work has helped in rolling out Telenor Mobile Communication

Telenor TelecomTelenorBroadband Service Telenor Internet. Telenor Media infrastructure and

developingservices over long distances and in tough

natural conditons.The real job, however, is building relations betweenpeople.

In 1994, the then Norwegian Telecom was established as a publiccorporation. In December 2000, the

company was partly privatized and list down the stock exchange. This transformation took

place chants a gradual adaptation to increasing competition in the Norwegian telecoms market

after deregulation in the 1990s, with free competition for all services from 1998. Telenor has

successfully defended its strong position in the Norwegianmarket.Internationally, Telenor has achieved on

the basis of strong positions insatellite communications, in mobile communications and in domestic

Internet activities. Telenor has been one of the world's leading suppliers of satellite communications for

many years. Telenor is a pioneer in mobile communications.



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Manual mobile telephony services were introduced in Norway in 1966, as a forerunner to the

automaticNMT system, which appeared in 1981.Its digital successor, GSM, wasintroduced in 1993, and thir

d generation mobile network, UMTS, waslaunched for commercial use in 2004

Telenor Pakistan is 100% owned by the Telenor Group, which is an international provider of voice, data,

content and mobile communication services in 11 markets across Europe and Asia and in additionally 19markets through its 31.67 per cent ownership in VimpelCom Ltd. Telenor Group is among the largest

mobile operators in the world with over 140 million mobile subscriptions (Q4 2011) and a workforce

of30,000. Telenor started out as a public company in 1855 and builds on more than years of telecom

experience. As of January 2012, Telenor Pakistan had areported subscriber base of 28.47 million, and a SIM

market share of 24%. On October 2012, Telenor officially declared to have

History

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. On 28

January 2005,Telenor established its first call center in Karachi. The official opening of Telenor Pakistan was

held in Islamabad with ex-President 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. The inauguration call was made by ex-President Pervez Musharraf to the Prime

Minister of Norway who was visiting Australia. The present CEO is Lars Christian.

Type of Organzization

Telenor is a service organization. It provides many types of services like telecommunication, bills

submission, internet service, and easy paisa etc.

Organization Telenor

Organization can be defined as a social collective unit deliberated by group of people to achieve as the

specific goals and purposes with in loosely delineated boundarieson continuing bases with enabling factors

so sustained growth.

Collective social unit

It is a social collective unit having similar properties to a society. Roles, status and responsibilities

are defined allocated to individuals. Relations among members are characterized by high degree of

independence. Individuals or groups take conscious decisions to create organization in ordered to meet the

existing or potential needs of society.

Specific goals and purposes

Organization must have specific goals and purposes that provide focus for direction of the efforts of the

members. The goals of organization should also in cooperate e needs of the individual members as also

needs of relevant constituent of governance.

http://en.wikipedia.org/wiki/Karachi

http://en.wikipedia.org/wiki/Islamabad

http://en.wikipedia.org/wiki/Rawalpindi

http://en.wikipedia.org/wiki/Lahore

http://en.wikipedia.org/wiki/Faisalabad

http://en.wikipedia.org/wiki/Hyderabad,_Pakistan



http://en.wikipedia.org/wiki/Call_centre

http://en.wikipedia.org/wiki/General_Pervez_Musharraf

http://en.wikipedia.org/wiki/Jon_Fredrik_Baksaas

http://en.wikipedia.org/wiki/Jon_Fredrik_Baksaas

http://en.wikipedia.org/wiki/General_Pervez_Musharraf

http://en.wikipedia.org/wiki/Call_centre



http://en.wikipedia.org/wiki/Hyderabad,_Pakistan

http://en.wikipedia.org/wiki/Faisalabad

http://en.wikipedia.org/wiki/Lahore

http://en.wikipedia.org/wiki/Rawalpindi





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Goals of Telenor are as follows:

Creating value, expanding market shares,

strong commitment with society,

creating profitability and market growth,

introducing new technology and freedom of choice.

Main goals of Telenor are

quality services,

uniqueness,

nominal price ,

coverage in all areas of country,

heavy budget marketingand attacking strategy.

Loosely delineated boundary

Although organization exist in a boundary which distinguishes it from other organization existing in

the same environment. The boundary is not fixed and can extend to include the suppliers and consumers.

Telenor is also exist in the same boundary of organization. It has internal and external boundaries.

Employees of Telenor are exist in internal environment. Consumers and suppliers of Telenor are in external

environment. External environment of Telenor has unlimited boundaries.

Continuing basis

Organization must have continuity over longer period of time so that it can meet the goals and

serve the purpose for it has been created. Organization can prolong their life span through revitalization

diversification innovation and strategic alliances. Telenor has also been working on continuing bases. It

provides its services 24 hours.

Vision Statement of Telenor

“Telenor exists to help customers to get the full benefits of communications services in their daily lives”

They believe in four core values

Make it easy

Keep promises

Be inspiring

Be Respectful

Telenor vision is exist help to get full benefit of communications services in their daily lives. Where here to

help.



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Mission statement of Telenor

“To maximize shareholder value through profitable growth by providing innovative Satellite

communications solutions toselected customer segments.”

Organizational structure of Telenor

Mechanistic Structure

Functional Structure

Flat Structure

Mechanistic StructureThe structure of Telenor is mechanistic structure. As being told during the interview with Human Resource

Manager, there are strict rules and regulations which the companies employees have to follow .Decisionmaking is highly centralized and empowerment is not appreciated.

Functional Structure

The structure of Telenor is functional , there are seven departments. A senior executive, Vice President

heads every department. Each executive in change is responsible for all the services which are related to

him every department is headed by separate manager, which controls overall operations of department.

Flat Structure

Flat structure for each department is adopted to enhance mutual operations and co-operation between

staff and manager. Wide span of control in whole organization make it easy for staff to acces the staff

manager and enhance coordination between them for maximum efficiency , the overall structure of

organization is functional as human knowledge, skills and abilities wit respect to specific activities are

conciliated in single department.



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CEO

Vice President

Strategy

Executive VP

Corporate &Regularity Affairs

Regulatory &Interconnect

Legal Affairs

Public & Govt.Affairs

CorporateCommunication

VP Human CapitalDivision

People Excellence &Business Process

Improvement

Safety & Security

Org. SupportServices

Chief TechnicalOfficer

Network Planning &Design

Implementations

Operations &maintenance

Real Estate & Siteacquisition

Chief FinanceOfficer

Business Planning &Finance

Accounts

Procurement Financial operation

Revenue acutance& fraud

management

Audit and internalcontrol

Credit control

Chief marketingOfficer

Sales & Distribution

marketing

Customer Relation

Segmentations &Pricing

Product & Services

Chief InformationOfficer

Business supportsystem

IT Operations

IT Security



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Hierarchical Levels

There are seven levels as the size of organization approach 2500 to 3000 employees. roles and

responsibilities are clearly defined at the time of joining the organization employees are selected againstdefined criteria. Roles can be added later but employees have fair about their job responsibilities from

beginning.

Hierarchical Levels of Telenor Pakistan

Seven layers do not create communication or motivation problems due to the open culture. There are no

instances of motivation through in certain areas like costumer Relation Department or costumer service

center different costumer queries and complaints can raise frustration levels. Manager in these

departments intervene to solve problems. Whenever an employee has new idea he encourage to approach

the management and share it with them. Idea drop boxes are also placed at various locations where leaves

their suggestions. The communication department work out if idea can be implemented and discuss them

with employees.Employees are welcome to participate and submit their idea. If idea handed feasible thenthey are implemented on their idea.

CEO

VICE PRESIDENT

DIRETCTORS

MANAGERS

EXECTIVES

OFFICERS



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Vertical Differentiation

Span of control

Span of control is determined by the roles and job responsibilities of managers. In Telenor It varies from department

to department. On average, the span of control 4-5 people under the manager.

Formalization

Although organization has functional structure, the level formalization is not very high. Written rules and

regulations do exists the office levels but at higher level, informal channel of communications are mostvisible the policies manual current needs to be update. Telenor has well defined job description that give

to detail to every job.

Specialization

Telenor is highly specialized, since the organizational tasks are subdivided in to separate jobs and there is

visible of jobs between employees.

Standardization

Strategic decisions are high at Telenor, the procedures are well defined and employees perform their tasks

in uniform manners. Standardization is mostly visible. In lower middle level of employees.

Centralization and Decentralization

Strategic decisions are highly centralized where as certain decisions may be decentralized to lower levels.

For example HR decisions are more centralized. On the other hand decisions are taken for marketing of

brand highly decentralized. The decision is done on the spot, whether to display the billboard on that

specific place or not.

Apart from strategy, all other functions are decentralized. People of Telenor Pakistan are motivated to take

their responsibilities especially in cross functional projects. Manager of each department over see that

employees take up their roles and duties and their performance is motivated accordingly. If any employee

is losing focus from his core job by adding his responsibilities, he is instructed to readjust his priorities.



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RECRUITMENT PROCESS

The recruitment and selection process of Telenor is in order to attract, select and appoint the best staff through a fair and merit based process.Our recruitment process is tailored to each individual ro however typical elements may include:

Individual interviews (face to face, telephone)

Group interviews

Reference checks

Skills testing

Health assessments

Validation of qualifications / certificates

Police checks

The selection process

The selection process of Telenor generally takes 4-6 weeks, but can differ for some positions, becauserequirements and numbers of applicants vary considerably between jobs. After the time limit for

applications closes, we assess each application and then approach selected applicants by telephone to set

the date for the next round of selection, which may involve tests (job-related, psychological, etc.), an

interview or an Assessment Centre. This usually happens within a week after the application deadline. The

procedure usually has two or three rounds. After each round has been assessed, the best applicants are

called by telephone an invited for the next interview. The last stage in the selection process is when we

make an offer to the selected applicant or applicants, and then all applicants are notified in writing

Ways of Communication

Telenor uses two ways of communication. They are as follows,

Internal Communication

There is network of communication links within organization, to achieve the goals as well as institutional

objectives. Depending upon the above condition, communication in an organization my take broadly three

levels as given below:



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Downward Communication

In Telenor message which is sent to worker by top authority is called downward communication.

Upward Communication

The message or any other data which is sent to authorities by the employees is called upward

communication.

Horizontal Communication

Horizontal communication is a process of interaction between two or more individual positions the same

hierarchical level of the same franchise.

External Communication

In Telenor the external communication means sending message to persons outside the company. Just as

internal communication carries information up, down and across the organization, external communication

message outside the organization. External communication establishes a link between the organization andcustomers.

The sources used by Telenor for its external communication are as follows:

By annual report

Media advertisement

Print media advertisement

By giving packages

Through services

Commercials breaks

Environment of Telenor

Managements of all types of organization always consider the importance of its environment

whether r it’s internal or external so that they can be able to react to potential threats, recognize the

opportunities and also plan for the future.



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There are two type of environment

External Environment

Internal Environment

External Environment

In external environment Telenor considers its relations with customers, suppliers and competitors.

Customers:

Telenor Pakistan considers the needs of customers and always try to fulfill the needs and demand of them.

Costumers personal guidelines for corporate responsibilities that apply to the business.

Suppliers

In Telenor Pakistan suppliers are treated impartially and justly.

Competitors

Telenor Pakistan competitors in market is based on good product and services at a right price.

Internal environment

All the force that influence organizational activities and are inside organizational boundaries area known as

internal environment.

Following are the internal environment.

Physical Setup

The company facilitates its employees with a wireless network that also works in the building’

surroundings.The board rooms are nicely equipped with latest tech gadgets, including audio and

videoteleconferencing solutions and a self service tea/coffee-station. Each floor has a shared printer room.

Employees are encouraged to fetch their own tea/coffee or water. Even the CEO makes his own

coffee.Everyone seemed friendly, cheerful, bright and most importantly focused on work. The general

atmosphere was one of corporation, with people helping each other out, creating an air of enthusiasm that

could actually be felt. A mosque is also available as a separate facility for both men and women.



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Employees Motivation

Underperforming managers are encouraged through coaching and counseling by their respective directors.

Telenor Pakistan motivate their employee by two ways:

Motivation by Money:

Telenor Pakistan believes that money is one of the most important factors in motivating their employees.They have a proper system to motivate there staff by money.

.Motivation Other than Money

•Arrangement of Motivational Seminars

•Appreciation for good Work

•Arrangement of Continuous Recreational Activities

•Annual Bonus

•Medical Allowance

•Overtime Bonus

•Proper Vacations

•Sick Days Leave etc



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REFERENCES

1. www.google.com

2. www.wikipedia.com

3. www.telenor.com.pk

4. http://www.telenor.no/om/virksomhet/historie/

5. "Telenor Comoyo aims to grab 300 million Netflix customers".

6. "Investor AB - pressmeddelande".

7. "Telenor – press release". 8. "Telenor – press release"

9. "Telenor in talks for new partner in India". 10. Telenor Pakistan’s Revenues Grow by 23 % in Q1 2012

http://www.telenor.no/om/virksomhet/historie/


http://www.digi.no/905411/rigger-for-300-millioner-kunder


http://www.cisionwire.com/investor/access-industries--the-carlyle-group-and-investor-ab-to-sell-bredbandsbolaget-to-telenor


http://www.cisionwire.com/telenor/telenor-increases-its-ownership-in-glocalnet-to-above-50-percent-and-makes-a-public-offer-to-the-shareholders-and-warrantholders-of-glocalnet




http://timesofindia.indiatimes.com/tech/news/telecom/Telenor-in-talks-for-new-partner-in-India/articleshow/13685567.cms


http://propakistani.pk/2012/05/08/telenor-pakistan-revenues-grow-by-23-in-q1-2012/











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DEPARTMENT OF BUSINESS ADMINISTRATION

FACUTY OF ADMINTRATIVE SCIENCES KOTLI

UNIVERSITY OF AZAD JAMMU & KASHMIR

short report on telenor

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