Recruitment in Telenore Project

8/3/2019 Recruitment in Telenore Project

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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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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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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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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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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. 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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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


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


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


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


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


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


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


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


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


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


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


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


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


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


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


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


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


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


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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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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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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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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5. Employees referrals are preferred in Telenor for recruitment.a) Strongly agree b) Agree c) Neutral


6. Skilled employees results in cost control in Telenor.a) Strongly agree b) Agree c) Neutral


7. Skilled employee saves cost by minimizing the waste of time.a) Strongly agree b) Agree c) Neutral


8. Skilled Employees play important role in increasing companys good will.a) Strongly agree b) Agree c) Neutral


9. Employees with good communication skill attract the competitors customers.a) Strongly agree b) Agree c) Neutral


10.Effective Recruitment Process is important to improve services of Telenor.a) Strongly agree b) Agree c) Neutral


11.Telenor takes influence of Qualified and Skilled workers in its services.a) Strongly agree b) Agree c) Neutral



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12.Telenor provides rewards or bonuses to motivate their employees.a) Strongly agree b) Agree c) Neutral


13.Training is compulsory for all levels of employees to increase the efficiency.a) Strongly agree b) Agree c) Neutral


14.Commission bases jobs leads to increase the productivity in Telenor.a) Strongly agree b) Agree c) Neutral


15.Telenor provides friendly atmosphere to employees to increase motivationlevel.

a) Strongly agree b) Agree c) Neutral


16.Telenor provide career development guideline to motivate their employees.a) Strongly agree b) Agree c) Neutral


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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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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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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