RECRUITMENT AND SELECTION

PRACTICES OF “TELENOR PAKISTAN”

Submitted to:
Dr. Sohail Kamran
Submitted by:
Areeba Nisar (09)
Nabia Masood (33)
Uswa Afzal (43)
Jamila Bibi (23)
Nimra Azam (34)
Dated:
May 7, 2019
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TABLE OF CONTENTS:
Introduction 2
History (Mission & Vision) 2
Products and Services 5
Telenor Pakistan HR Department 9
Hierarchy of Telenor 10
HCD Four Pillars 11
Recruitment 11
HR Operations 13
Human Resource Management Practices (Recruitment & Selection) 20
Application Process & E-Recruitment 21
Skills required to Join Telenor 22
Selection and Interviews 23
Recommendations 23
Conclusion 24
References 24

Introduction
Overview:
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Telenor Pakistan is 100% owned by Telenor ASA and adds on to its operations in Asia together
with Thailand, Malaysia and Bangladesh. Telenor Pakistan is 100% owned by Telenor Group
and has a footprint spanning throughout the country. With a subscriber base of over 43 Million,
it is the second largest mobile operator in Pakistan. Telenor launched its operations in Pakistan
in 2005 and has a workforce of over 1,900 employees.

History:
Socioeconomic Impact
Since Telenor’s launch in 2005, Telenor Pakistan has put the mission of empowering Pakistan
at the core of our business. They have invested more than USD 3.5 billion to bring new
services to our customers and advance digital and financial inclusion to the underserved. Our
mission is to connect Pakistanis to what matters most.
It has consistently demonstrated our long-term commitments to the country, such as the recent
completion of our new $75M Islamabad headquarters named ‘345’. Telenor Pakistan proudly
serves more than 43 million mobile customers while delivering products and services that
matter in their daily lives. With a network of over 11,000 sites, Telenor Pakistan covers over
80% of Pakistan’s population.
It is Telenor’s ambition and responsibility to contribute to the economic, environmental and
social development of Pakistan. Acting with accountability and transparency, since our
inception, it has contributed over PKR 290B to the Pakistani exchequer in lieu of direct and
indirect taxes.
Creating a Digital Ecosystem
Aiming to empower Pakistan through digitalization, Telenor has developed a comprehensive
digital ecosystem that offers technology-enabled gadgetry to facilitate digital penetration
across all economic tiers. Telenor’s vision is to empower society, an aim is to bring benefits of
digital communication to the people of Pakistan and an ambition to assist the Government of
Pakistan’s digitization agenda.
They have built a strong and engaging customer relationship, where they offer the most
personalized and contextual offers to satisfy each customer’s digital need. My Telenor app is
an example on how Telenor’s customers can easily fix any service related issues by being in
the comfort of their homes and following simple instructions. With the launch of Digital
Customer TouchPoint, the company has introduced the concept of self-servicing for GSM as
well as Easypaisa related services.
The company’s portfolio of digital products on top of its core Telco offering further bolsters its
commitment towards customers and digitization. Khushhal Zamindar is another example of
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Telenor’s award-winning mAgri product that aims to help small-scale farmers improve their
yield by multi-folds. It is a free-of-cost IVR service that provides localized advisory services. It
is currently used by 4 million farmers across Punjab with 20 percent of them being women.
The Digital Birth Registration piloted by Telenor Pakistan in collaboration with UNICEF aims at
augmenting the rate of birth registrations across the rural areas of Sind and Punjab. The
initiative not only increased birth registration rates over 200% percent, but also helped
innumerable children reclaim their right to identity besides enabling the government to keep
track of the population dynamics.
Easypaisa’s online payment solution Easypay has accelerated the country’s e-commerce
sector by eliminating barriers in its progress. Easypay’s Escrow service gives online buyers the
level of trust and reliability by withholding payments to the vendors till the buyer receives the
ordered merchandise and expresses his/her satisfaction. Easypaisa mobile app enables users
of other cellular networks to use Easypaisa right from the comfort of their phone screens. From
recharging their mobile accounts, making cash transactions, to paying bills, the app continues
to empower the Pakistani people and promote financial inclusion on a mass scale.
Telenor also focuses on digital inclusion through accelerator programs for start-ups and has
successfully developed an ecosystem, in the form of Telenor Velocity that truly champions the
cause of enabling young entrepreneurs for scaling their start-up ventures.
Telenor Velocity is Telenor Pakistan’s digital start-up accelerator which is one of the most
sought after accelerators programs in the country. It identifies and enables promising start-ups
to materialize their growth potential by using Telenor Pakistan’s scale and assets under expert
mentorship.

Sustainable Development
Telenor Pakistan contributes towards the sustainable development of the society through
various initiatives that revolve around Mobile Identity, Digital Learning, and Safe use of
Internet, Inclusion, Health and Emergency Response. Rehabilitating 44 schools in 4 flood
affected districts, Telenor Pakistan initiated a SAFE Internet school outreach program that
targeted primary schools in various districts for digital learning initiatives. Moreover through
programs like iChamp, Telenor Pakistan is raising awareness on the safe use and benefits of
internet along with educating our youth on how to stay safe online.
The right to identity is a basic human right yet two out of three children in Pakistan are not
registered. Telenor Pakistan is enabling the masses by providing them Digital Birth
Registration, in collaboration with UNICEF, Which is a gateway to other amenities as a citizen
such as health, education, and civic services.
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Telenor Pakistan has also created dignified opportunities for persons with disabilities aiming to
make them a valuable resource to the economy and thereby becoming the most disabled-
friendly organization in Pakistan.
Mission:
Telenor aims on empowering customers, building global expertise, and working closely with
shareholders.
Vision:
Telenor subsists to help their customers get the complete assistance of communication
services in their daily lives. Telenor’s vision and values have a specific definition with a clear
approach for all their workers and colleagues locating out how Telenor do business at Telenor.
They offer an essential guide for taking complete care of their customers. Together they set the
standard for how Telenor work in order to create sustainable value for their shareholders,
customers, employees and partners.
Values:
Telenor’s values serve as a guide for our everyday work. They describe how workers should
serve their customers and work together as colleagues.
Always Explore
We believe growth comes from learning every day. We’re curious and we dare to challenge,
test, fail fast and pivot.
Create Together
We believe diverse teams find better solutions. We seek different perspectives, share, involve
and help each other succeed.
Keep Promises
We believe that trust is key in all our relationships. We take ownership and pride in delivering
with precision and integrity
Be Respectful
Telenor believes in the unique human ability to understand what matters for people. We meet
everyone at eye level, listen and show that we care. In addition, everyone working with or for
Telenor is required to commit to, abide by and annually renew their signature on our Code of
Conduct.
Competitors:
1. Ufone
2. Warid
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3. Zong
Number of Employees:
Over 19,000 in Pakistan
Products and Services:
Popular Services:
 Easy load
 GPRS/WAP Portal
 Smart Share
 Pic Share
 Song Dedication
 Smart Tunes
 Cell Info Display
 djuice Friend Finder
 Aik Paisa SMS
 Miss Call Alert
 Total Recharge Flexibility
 GPRS (No Activation Charges)
 MMS (No Activation Charges)
 Conference Calling (No Activation Charges)
 Caller Line Identification
 Call Forwarding (No Activation Charges)
 Call Waiting (No Activation Charges)

Packages
Postpaid Packages:

 Professional Smart Plans

 Freedom plans
 Bill Payment Options
 Bill Receiving Options
 Call Bundle
 SMS Bundle
 Internet Bundle
 Postpaid SIM
 International Voice Bundle
 IDD Middle East Offer
 USA and Canada Offer

Prepaid Packages:

 Telenor Talkshalk (Talk Shawk) A1

 Telenor Talkshalk (Talk Shawk) Har Second
 Telenor Talkshalk (Talk Shawk) Har Minute
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 Telenor Talkshalk (Talk Shawk) 30 Second

 djuice One Plan
 djuice Team
 djuice Always On
 djuice Online Deals
 djuice Weekly Offer
 Call Offers
 SMS Offers
 Internet Offers
 International Offers
 International Dialing
 International Roaming
Internet Packages:

 Daily Bundle
 3 Day Bundle
 Weekly Bundle
 Monthly Bundle
 Internet Easyload
 Daily Unlimited
 Weekly Unlimited

4G Mobile Broadband:

 4G Monthly Lite
 4G Monthly Smart
 4G Monthly Value
 4G Monthly Unlimited
 4G 3 Month Bundle

Devices
Mobile phones:

 Telenor Infinity E
 Telenor Infinity E2
 Telenor Infinity E3
 Telenor Infinity E4
 Telenor Infinity I
 Telenor Infinity i4
 Telenor Infinity A2
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Internet devices:

 4G MiFi
 4G Wingle
 3G Wingle
 3G Dongle
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Internet services:
 3G/4G Coverage Map
 4G SIM Check
 Device Check
 3G Connect
 4G FAQs
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 Internet Settings
 Internet SIM

Telenor Pakistan HR Department:

Telenor Pakistan HR Department Telenor Pakistan HR Department which is known as Human
Capital Division within Telenor. The philosophy at Human Capital Division (HCD) is simple -
"Creating Passion, Making a Difference". They strive to enthuse their people with a passion to
contribute to the growth of Telenor Pakistan through their culture and environment which
empower! This allows them to make a difference at every level. Their customers are people
who consistently add value to the organization and are loyal, sensitive and respectful of their
colleagues. They take their responsibility towards these people very seriously and pledge the
following: - Aspire to make a difference within division, company and within the community in
which they live. - Build a culture which infuses passion for achievement and contribution and
instills pride for the Company. - Make Telenor Pakistan the best and the safest place for their
people to work in. - Embrace change & constant renewal and will always be available for their
people.

Hierarchy of Telenor:
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HCD Four pillars

HCD division stands on four pillars:
Operational Excellence:
Telenor strive to meet the highest standards in all its operations. Operational Excellence
means having the most efficient and the most effective processes. It means ensuring that their
customers get the best possible service. Telenor’s mission is to provide its customers with
service delivery that is consistent and reliable.
People Excellence:
Telenor strive to provide opportunities to grow and shine. People Excellence means having a
framework that helps Telenor’s workforce rank high on productivity and performance. Telenor’s
aim to give each and every one a platform from which people can hone their talents, develop
leadership capabilities, expand their horizons and add value to all that their set out to do.
Cultural Excellence:
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Telenor strive to provide the most challenging and satisfying environment to work in. Cultural
Excellence means ensuring that the culture employees see around them is steeped in the
vision and values that are unique to Telenor. This means having processes and policies
designed to develop and enhance a high-performance culture.
Social Excellence:
Telenor strive to give something back to the society. Social Excellence means reaching out to
the community through various outreach programs and events, ensuring that those around us
also enjoy a higher standard of living. The Human Capital Division, named to reflect their
commitment to Telenor Pakistan's most important asset, comprises of the following areas:
People Excellence, Business Process Improvement, Organizational Support Services and
Safety & Security.
Recruitment
Recruitment is responsible for personnel selection for all of Telenor Pakistan.
Personnel selection is the methodical placement of individuals into jobs during which
applications are evaluated against available vacancies and assessed as per applicants' skills
and experience in compliance with TP selection process as specified in the recruitment policy.
Main Processes:
Main processes include:
1. Coordination with all departments on sourcing and recruitment of qualified candidates in
accordance with the approved hiring plan.
2. Job advertisements (website and newspaper).
3. Screening, short-listing of CVs, conducting interviews, assessment centers and tests.
4. Maintenance of the TP Online application system at www.telenor.com.pk/careers
5. Communication and feedback to all applicants through the HC link: hc@telenor.com.pk
6. Cooperation with recruitment agencies on sourcing suitable candidates.
7. Coordination with selected universities for graduate placements, internships and alumni
network (including job fairs and Telenor Pakistan presentations).
HR Operations
PE Operations is responsible for nationwide human resource related operations activities. PE
Operations effectively contributes to the growth of the organization and all its units according to
the company's strategy and plans.
Main Processes:
Main processes include:
1. Employment contracts.
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2. Maintenance & update of employee database & keeping track of employee personal
files and HR documents.
3. Administration of PE and payroll systems.
4. Compensation and benefit policies and administration. Making and applying reasonable
policies and rules to create an effective and efficient work environment.
5. PE intranet/info sharing and update.
6. Manage employee provident fund & EOBI record.
7. Manage and process annual performance appraisals and salary reviews.
8. Ensure understanding and adherence to HCD policies across the organization.
9. Health insurance of employees.
10. Management of employee leaves records.
11. Coordinate with departments/divisions in the processes of employee confirmations,
transfers, resignations, promotions, salary changes, cost & benefit analysis, final
settlement, audit, etc.
12.

HUMAN RESOURCE MANAGEMENT PRACTICES

Recruitment and Selection

In this particular section, an endeavor has been made to discuss the salient aspects of
recruitment selection and placement at Telenor. As we know that Telenor is the world’s leading
mobile telecom company. They were the first to introduce GSM technology. Telenor sees it as
a constant adventure to create unprecedented capabilities in the mobile arena. If you feel a
similar urge to challenge the old and realize the new, talk to Telenor. If you want more than just
a job and the chance to be part of a large and ambitious company, to innovate, influence and
drive, then you should consider joining Telenor. Joining Telenor will give you the chance to
influence the daily lives of people throughout the world.
Telenor Pakistan consists of energetic, youthful and dedicated employees aged 27 to 28 on
average. An appropriate match is required between the culture and employees at recruitment
and hiring. If People Excellence Division feels that a person will not be able to adjust into the
organization’s environment, even if he/she is performing functionally well, the person is
rejected. The dynamic group of people, sharing similar mind-sets, love being with each other
and meet on other occasions if unable to meet during work-hours. They even stay back late,
employees can be seen roaming around till 9 at night.
What Telenor Looks For?
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Telenor is looking for people who share its vision and values and are looking for more than just
a job. You must be enthusiastic about change and keen to grow with Telenor and share in its
success. You should be ready to take on new responsibilities and develop new ways of
working. At Telenor, it will integrate your development with the development of the business.
This means that, at whatever level you work at, you will have a keen awareness of the overall
objectives of the organization, and a clear understanding of how and where your contribution
makes a difference. Telenor offers an ideal learning environment. The fast-changing nature of
industry means that they are focused on continuous learning, always looking for new ways to
support, coach and develop their people. Ultimately, there's the chance to study a huge range
of subject areas, from developing customer products and services to marketing and
governmental work.
Skills Require Joining Telenor
In Telenor each role requires specialist abilities, dealing with change at this rate call for certain
core skills. And throughout the selection process, Telenor looks for evidence that applicants
can demonstrate the under mentioned critical skills.
a. Communication. The flexibility to communicate when moving through different
environments is paramount. Success hinges on the ability to tailor style, tone and content to
suit specific audiences.
b. Customer Focus. It's vital that employees constantly strive to provide worldclass customer
service, establishing and responding flexibly to exceed customer expectations.
c. Drive for Results. Clear objectives and knowledge to achieve, depends on clarity of
thought. It's important to care passionately about realizing their goals, understanding what this
requires and acting on it.
d. Developing Self and Others. At Telenor employees will need to take responsibility for their
own development, learn from experiences, seek and act on constructive feedback.
e. Innovation and Change. This is an industry, and a company, which thrives on change.
Employees will need to be the same, embracing positive developments and adapting quickly to
ever-changing circumstances and situations, as well as generating innovative ideas and
solutions.
f. Working with Others. As a global business, Telenor cannot function on an individualistic
basis. To be successful with Telenor employees will need to build and develop positive working
relationships based on mutual trust, taking full advantage of the networking opportunities
available.

Qualification
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In addition to demonstrating the right mixes of skills and personal qualities, applicant will need
the right kind of qualifications. The same are discussed as under;
a. Technology. In any of the following;
• Computer Science
• Computer Systems
• Computing
• Construction
• E-business
• E-commerce
• Electronics
• Engineering
• Hardware
• IT
• Mathematics
• Opt electronics
• Physics
• Semiconductors
• Software Systems
• Technology
• Telecommunications
b. Commercial Position:
• Marketing. In a discipline which contained marketing modules.
• Finance. In any degree discipline. Prepared to work in both retail and corporate divisions of
Sales. Work experience in a customer facing role.
In addition to the above program applicants should be graduating in the current year or have
graduated in the last three years. “If you're still studying, or awaiting your degree results at the
time of application, any offer made will be subject to the achievement of the required grade”.
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Application Process
Telenor aims to make the whole selection process as clear as possible so that applicants know
exactly what's happening and expected by you.
Any person can make his resume by using Telenor online CV building tools.
Telenor does not accept resumes except this online CV system. When an applicant builds his
CV he is allotted a CV tracking number against his e-mail address and NIC number.
An applicant can change his password at any time and can update / edit his CV.
When an applicant applies for a specific post his CV is scanned through an automatic system,
his qualification, skills, experience and any other criteria specified for the job are compared,
and only those CVs are accepted which fulfill the criteria.
Then the selected CVs are examined by concerned HR people and only the short listed
candidates are contacted for interview.
Recruitment Sources
Telenor recruits both internally and externally, by giving advertisements in the newspapers, by
employee’s referrals, by notifying the Job centers of the potential vacancy, through private
employment agencies like Job pilots and also through online recruiting.
Recruitment of Internees
Selection of internees is similar to any other recruitment activity in Telenor Pakistan. Potential
students are selected via the same merit based recruitment process which is followed for
permanent employees.
Laptop
Every employee of Telenor Pakistan, as per Job Description, will be allocated maximum one
laptop on his joining. Employees who use shared/individual desktops for their daily job tasks
are not given laptops e.g. employees of S&SC and CRO’s in call center.
Regular and confirmed employee, who has completed at least one year with the company, will
be entitled to the personal ownership of the laptop free of cost once it has reached its useful
life of three years.
Leave Fare Assistance
To assist employees with their expenses when they take annual leave for rest, recreation and
holidays with their families. It is equivalent to one gross salary paid once in the year and it is
paid along with the salary once in a year.
Leave
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Annual Leave: Policy is to enable employees to take annual leave to spend extended time
with their family and to ensure well-being, health and satisfaction. Telenor culture encourages
its employees to avail there annual leaves every year and there is no appreciation to those
who do not avail this facility. All the employees from Top Management to the lower staff are
equally eligible to this policy.
Casual Leave: To assist employees to take casual leave when they require leaves to attend
personal problems, obligations and emergency situations.
Sick Leave: To provide with sick leave when somebody is unwell. The number of sick leave is
undefined as per Telenor policy.
Life Insurance
Provide employees with insurance coverage so that in the eventuality of death, their family is
cared for.
All permanent employees are covered for Life Insurance from the date of joining Telenor
Pakistan.
Long Service Awards
Telenor entitles awards upon completion of the number of years of service. it could be in the
form of shields or gifts depending upon the number of years of completion.
Maternity Leave
To allow female employees maternity leave and to encourage continuity of service.
All permanent married female employees are eligible. The said must be confirmed in
employment with at least one year of full time continuous service with Telenor Pakistan.
Medical & Hospitalization
To provide employees and their families with medical support and to help them during their
time of need.
Eligibility
If the said is a full time employee, then employee is covered along with his spouse, children
and dependent parents no matter what designation he or she have. Telenor has one
generalized health policy which applies to everyone in Telenor from CEO to an engineer.
Employees are covered comprehensively for both OPD and Inpatient Hospitalization
expenses.
Mobile Connection and Handset Allowance
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A full time employee of Telenor Pakistan is provided with a mobile phone connection upon
joining Telenor Pakistan free of cost for official use.
Mobile Connection for Family and Friends
Policy is to provide an opportunity for Telenor employee’s family and friends to enjoy a cost
effective subscription of Telenor Services.
Employees are entitled for the some specific concessions on postpaid connections for family
and/or friends for confirmed employees. Those special connections are issued on
noncommercial tariffs.
In addition permanent employees are entitled for one prepaid connection free of cost ever
month.
Upon joining employees are also provided with a handset which is followed by an annual
handset allowance every year.
Pick and Drop Service for Females
Pick and Drop facility is only for female employees.
Provident Fund
All permanent employees are eligible for provident fund and deductions /reimbursement is
made as per standard provident fund procedures.
Recognize Heroes at Work and In Life
To identify, recognize and reward outstanding contributions made by employees
“At Work” and “In Life” in certain key categories during the year.
Each year, Telenor Pakistan identifies Heroes for outstanding contributions made at work
which go beyond the normal call of duty.
Relocation
This Policy is made to help employees if they are relocated at Telenor Pakistan’s request within
the country. While every effort is made to ensure that they are not financially disadvantaged,
the Company recognizes that it is not possible to financially compensate for every disruption,
which may be caused by relocation.
All full time employees are eligible if the decision to relocate has been made by
Telenor Pakistan. However, if Telenor Pakistan relocates to accommodate employee’s desire
for relocation, then the relocation policy is not applicable.
Retirement Age
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All employees retire from the Company upon reaching their 60th birthday.
Salary Increments and Salary Adjustments
To ensure that employees receive an annual salary boost in relation to the contribution he has
made in Telenor Pakistan during the year and the company’s performance in the market.
To review and adjust salaries to ensure internal equity and to stay abreast of the market
norms.
Travel
To make employee’s travel and accommodation as comfortable as possible. To communicate
Telenor Pakistan’s guideline for business travel.
Air Travel
Telenor allows travel by air if the distance to destination town is considered too far or unsafe by
normal road travel. This refers to destinations where airlines operate.
There is a separate department which is totally responsible to make travel arrangements for
the employees when requires and the whole process is quite comforting and hassle free for the
employees
Working Hours
Normal Working Hours
Week Days Office Timing Monday – Friday 0900 hours – 1800 hours
If somebody is required to work on weekends or on a national holiday, as a part of his/her
normal work timing, in order to keep the business operations functional 24 hours a day, then a
shift arrangement is applied.

Working on Holidays and Late Sittings

Objective: To compensate for your working beyond the normal office hours and during
holidays.
Reimbursement for Working on Weekend/Holidays
a. Eligibility:
An employee is entitled if he/she works for five or more consecutive hours on any given
holiday.
b. Meal Reimbursement:
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An employee is eligible for the reimbursement of meal expenses

Recruitment and Selection

How do they hire:
Group/organization always formed with two or more than two people. For this reason hiring of
the people from different sources is very necessary and important on its side. Because it’s
(recruitment/selection procedure) performance further leads the organization to success or
failure that how they are recruiting people whether it from within the organization or outside the
organization. Every organization uses different kind of methods and techniques for hiring the
people. In Human Capital language we can say that, “People are most valuable assets for any
organization”. Telenor Pakistan as it is said that they are new here in Pakistan market and they
are facing too
many challenges, in which the hiring of the people is very important still the activity of hiring the
people after its establishment of 6 months is going on, the most acceptable reason for this, it is
on the growth stage of its product development, we know that with the establishment of the its
network they have to hire more and more workers/ executives and managers on their side,
Methods for Hiring:
Different methods they are using for hiring their employees are as follows:
Internal recruitments
Internal recruitment stands for the recruitment within the organization, as they are newly
established business they do not have any kind of internal recruitment still they are focusing on
hiring the people from outside.
External recruitment
External recruitment stands for the recruitment of the employees from other source/externally.
They perform different kind of steps in this category. For the external recruitment first the need
for the new employment is created or if it is being demanded by any Division. Human Capital
Division first identifies the need of that job, particular its expenses in hiring that employee(s),
time required for its training and orientation in Telenor Pakistan. After the approval of the
manager of Human Capital Division, different methods they adopt for the external recruitment
are as follows:
1. Advertisement through newspaper:
Telenor Pakistan also has jobs advertisements through newspaper. In newspaper they mention
proper job title, job descriptions, placement, experience required, educational requirement are
 20

also mentioned there and time and date for leaving the required documents and place to
where these documents are to leave.

2. Advertisement through official website of Telenor Pakistan:

Telenor also gets the job applications from net through its official web site of organization.
There is formal network or database has been formed for online applications and people can
leave their resumes their on net and they are assigned with specific resume number and they
have facility of being edited it afterwards and beside it there is also option of currently offering
jobs anywhere in Telenor is also presented there and people are given option to apply for their
particular job at the time when they required to.
3. Referrals:
Telenor also recruits by employee’s referrals, by notifying the Job centers of the potential
vacancy and through private employment agencies like ROZEE.pk.
Application Process and E-Recruitment
Telenor aims to make the whole selection process as clear as possible so that applicants know
exactly what's happening and expected by you. Any person can make his resume by using
Telenor online CV building tools. Telenor does not accept resumes except this online CV
system. When an applicant builds his CV he is allotted a CV tracking number against his e-
mail address and NIC number. An applicant can change his password at any time and can
update / edit his CV.
When an applicant applies for a specific post his CV is scanned through an automatic system,
his qualification, skills, experience and any other criteria specified for the job are compared,
and only those CVs are accepted which fulfill the criteria.
Then the selected CVs are examined by concerned HR people and only the short listed
candidates are contacted for interview.

Job Analysis
When HR Division is asked or demanded for more employees in any other Division, the activity
HR Division performs that first they compile the whole job duties, responsibility grade, work
unit and placement and afterwards they prepares the job description.
Job description
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A single job description is prepared for two purpose, first they use it to publish it in the local
newspaper which have a nationwide network and secondly they use the same job description
for the website where the online application facility for the new employment.
Job description they prepare for the newspaper has a slight difference from the job description
they have on their website. Job description they prepare for the newspaper is very simple but
the components they have in this job description are as follows:
Job title: Includes the job title for which it is being advertised
Division: For which Division the job is required
Responsibilities: Includes the key areas to perform, autonomy and power.
Specification: Includes the basic skills, knowledge, ability, experience and educational
background
Gender: They specify the gender for the particular
Working location: Sites where he/she has to place for job
Skills Required to Join Telenor
In Telenor each role requires specialist abilities, dealing with change at this rate call for certain
core skills. And throughout the selection process, Telenor looks for evidence that applicants
can demonstrate the under mentioned critical skills.
1) Communication. The flexibility to communicate when moving through different environments
is paramount. Success hinges on the ability to tailor style, tone and content to suit specific
audiences.
2) Customer Focus. It's vital that employees constantly strive to provide world-class customer
service, establishing and responding flexibly to exceed customer expectations.
3) Drive for Results. Clear objectives and knowledge to achieve, depends on clarity of thought.
It's important to care passionately about realizing their goals, understanding what this requires
and acting on it.
4) Developing Self and Others. At Telenor employees will need to take responsibility for their
own development, learn from experiences, seek and act on constructive feedback.
5) Innovation and Change. This is an industry, and a company, which thrives on change.
Employees will need to be the same, embracing positive developments and adapting quickly to
ever-changing circumstances and situations, as well as generating innovative ideas and
solutions.
6) Working with Others. As a global business, Telenor cannot function on an individualistic
basis. To be successful with Telenor employees will need to build and develop positive working
 22

relationships based on mutual trust, taking full advantage of the networking opportunities
available.

Job specification

 In addition to demonstrating the right mixes of skills and personal qualities, applicant will
need the right kind of qualifications.
 Applicants should be graduating in the current year or have graduated in the last three
years.
 “If you're still studying, or awaiting your degree results at the time of application, any
offer made will be subject to the achievement of the required grade”.
Selection Procedures and interview
The HR Division is responsible for overall administration of the assessment center including
training of the assessors. The HR Division provides details of remuneration package and terms
and conditions of service. The HR Division also prepares appointment letter, service
agreement and finalizes other documentation for service record.
Types of interviews
The interviews can be done on different levels and of different types. In Telenor Pakistan if the
candidate is being shortlisted then he is being called by phone and an informal interview is
conducted, which is also called telephonic interview. At the end of the phone call he is being
asked to come to the specified venue along with all his documents for a Traditional interview or
the call letter is sent to the qualified candidate to inform him/her about the interview. If the
candidate clears the traditional form of interview then he is informed through a call letter to
come for a panel interview (where numerous people from Telenor participate in the selection
process) which is final interview for the job.
Interview evaluation
In Telenor Pakistan the Interview evaluation is done through an Interview Evaluation Form
which varies from job to job. Because the evaluation form measures different set of
competencies for different jobs.
Recommendations
Dealing with challenges requires a coordinated effort so that the company is able to sustain
itself in the ever-changing competitive environment and continues to provide superior value to
the customer. Our group recommends the following:
1. Telenor has a functional structure with well-defined departments. The coordination and
the communication is enhanced by the cross-functional teams. After viewing the
functioning of the organization, it is recommended that the organization could have a
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hybrid structure, between the characteristics of functional and horizontal structures.

Horizontal model offered the best chance to gain a faster, more efficient approach to a
customer service, which will lead to a better organizational image and more applicant
pool for selection.

2. As the organizational structure is highly functional, and the environment is currently

unstable and uncertainty is hiding in every corner of Pakistan, Organization is not well
suited to the environment. So the organization should focus on the changing trends in
the environment and also on the changing trends on workforce composition. They
should therefore, make the structure flexible enough to slip through these uncertain
situations.

3. The organic structure is being used in the Telenor Pakistan but the organization is
needed to move to mechanistic structure for the better control of the employees for the
better use of rules, policies and procedures.

4. There should be an effective employee exchange program even at the level of middle
management. So the organization can share the level of skills and expertise at all levels
with the parent company.
5. Introduction of employee stock option would further enhance the motivation level
because then the employees too would have stake in the organization.

6. In their workforce there should be a quota for the disabled people. This is currently
being practiced in the parent company. This would enhance the image of the
organization being socially responsible.

Conclusion:
According to the given information, although Telenor is facing some problems to become a
market but they are striving and are passionate to achieve its task especially in Pakistan as
statistics show a remarkable growth in the economy as compared to that of other countries. So
by adapting careful management strategies, Telenor can compete in Pakistan and can get
great opportunities in the potential market. Also, it has vast experience in other countries and it
is also one of the pioneers in satellite telecommunication throughout the world, hence having
the know-how what to do and when to implement productive strategies.

References:
 Mr. Bilal, Talent Acquisition Manager, HR Department, Telenor 345, Gulberg Greens,
Islamabad.
 https://www.telenor.com.pk/
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 https://www.slideshare.net/Amit2341/53633447-recruitmentandselectionoftelenor/
 https://www.slideshare.net/ahmadmujtabamalik/telenor-recruitment-procedure/