REPORT ON

TELENOR (pvt) Gujranwala

Shifted manual to the Internet recruitment

Submitted to: Ahmed Haseeb Hasan

Submitted by: Adnan Sajid ID: 100645-011

Aamir Saleem ID: 100645-007
Rizwan Virk ID: 100645-010

STARTING
WITH THE NAME OF ALLAH THE MOST BENEFICIAL AND THE MOST
MERCIFUL

In the creation of the heavens and the earth, in the alteration

of day and night in the ships that sail and benefit the men, in the clouds, in the rain-------
There are signs for those who think, understand and believe
[Al-Quran]

DEDICATION
 DEDICATED
TO
ENDELESS LOVE OF MY PARENTS
FRIENDS
AND WELL WISHERS,
WHOSE PRAYERSHAVE ENABLED ME
AND
TO MY TEACHERS WHO ALWAYS
ENCOURAGED ME.
MAY THEIR WISDOM AND
LOVE ENLIGHTEN
THE PATHWAY OF
MY LIFE

PREFACE
This report is about the online recruitment system of the Telenor (pvt) Pakistan that will
work to convert the manual recruitment system to the Internet recruitment system. The
main objective was to develop such their HR department through the recruiting process
hire the skill workers.
During this report I studied the present analysis of the Telenor on the basis of the
information we tried our level best to fulfill the needs by designing the process of
recruitment.

PROJECT BRIEF
PROJECT NAME ONLINE RECRUITMENT
PROCESS
ORGANIZATION TELENOR
UNDERTAKEN BY Adnan Sajid
ENDING DATE 05 MAY 2011

ACKNOWLEDGEMENT
Praise is to GOD, the lord of the world-most gracious and most merciful. I am grateful to
almighty Allah who made me able to complete the work presented in this report. It is due
to his unending Mercy that this work moved towards success.
I express my heartiest thanks and gratitude to Sir Ahmed Haseeb Hassan, my project
supervisor, for encouragement and guidance. Invaluable and patient help, inspiration and
healthy criticism towards handling the assignment effectively and comprehensively.

FINAL APPROVAL
This report is submitted to the department of college of professional studies GRW.
affiliated with UMT for the fulfillment of the requirement of the master degree in
Business Administration.

committee
_______________________________
_______________________________

_______________________________ Signature________

supervision
Miss. Sir Ahmed Haseeb Signature ________

Principle

University OF Management & Technology Signature _________

Introduction of organization

Telenor is one of the largest mobile operators worldwide with ownership interests in 13
mobile operators across Europe and Asia, constituting a total subscriber base of 105
million at Q3 2006.
Group revenues for 2005 reached NOK 68.9 billion - a growth of 14 per cent compared
to 2004. At year-end 2005, Telenor employed 27,600 people (man-years)
Telenor acquired the license for providing GSM services in Pakistan in April 2004, and
launched its services commercially in Islamabad, Rawalpindi and Karachi on March 15,
2005. The official opening was held in Islamabad with the President of Pakistan General
Pervez Musharraf as the guest of honor and a Telenor delegation headed by CEO Telenor
Jon Fredrik Baksaas. On March 23, 2005 Telenor started its services in Lahore,
Faisalabad and Hyderabad. Telenor has become the second largest cellular network in
Pakistan by launching over 1100 destinations within two years!

Telenor has its corporate headquarters in Islamabad, with regional offices in Karachi and
Lahore.

The license terms stipulate that by year 4, Telenor will cover 70% of Pakistan's 297
administrative Tehsil headquarters. Telenor will fulfill the license requirements and
provide superior quality coverage.

Telenor is proud to build mobile communication infrastructure in Pakistan and looks

forward to combine its experience in mobile technology with the local Pakistani high
level of competence. Telenor's primary aim is to offer top quality mobile services and
promote healthy competition in the mobile market.

The company has covered several milestones over the past twenty-two months and
grown in a number of directions.

Telenor has successfully signed interconnect agreements with all four incumbents during
December 2004, allowing its subscribers to exchange voice and data with subscribers on
all active mobile networks including Paktel, Instaphone, Ufone, Mobilink and Warid.

Upon the successful set up of our LDI unit, Tore Johnsen CEO and President of Telenor
Pakistan, and Kjell Nordbo, CTO, made the first official TP international call to Norway
on January 27.

In addition to recruiting hundreds of people, Telenor established its Call Center on

January 28 in Lahore.
History

Telenor's history and background are in many ways also the

history and background of the Norwegian people. Over 150
years telecommunications have played a vital part in the development of modern
Norwegian society. The physical work has consisted in rolling out infrastructure and
developing services, but our real job has been to build relations between people.
In 1994, the then Norwegian Telecom was established as a public corporation. In
December 2000, the company was partly privatized and listed on the stock exchange.
This transformation took place as 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
Norwegian market.'

Telenor's strong international expansion in recent years has been based on leading-edge
expertise, acquired in the Norwegian and Nordic markets, which are among the most
highly developed technology markets in the world. Internationalization was achieved on
the basis of strong positions in satellite 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. Norway and the Nordic region have been in
the forefront of the development of mobile communications, and Internet use has
quickly gained ground in this market.

Telenor is a pioneer in mobile communications. Manual mobile telephony services

were introduced in Norway in 1966, as a forerunner to the automatic NMT system,
 which appeared in 1981. Its digital successor, GSM, was introduced in 1993, and third
generation mobile network, UMTS, was launched for commercial use in 2004.

CORE VALUES

We’re practical. We don’t over complicate things. Everything we produce should be easy
to understand and use. No waste. No jargon. Because we never forget we’re trying to
make customers’ lives easier.
Keep Promises
Everything we set out to do should work, or if you don’t get it, we’re here to help. We’re
about deliverance, not over promising – actions not words.
Be Inspiring
We are creative. We strive to bring energy into the things we do. Everything we produce
should look good, modern and fresh. We are passionate about our business and
customers.

Be Respectful
We acknowledge and respect local cultures. We do not impose one formula worldwide.
We want to be a part of local communities wherever we operate. We believe loyalty has
to be earned.

Goals and vision

Telenor's primary goal is to create greater value for our shareholders, customers,
employees and partners, and for society in general.

We strive to be a driving force in creating, simplifying and introducing communication

and content solutions to the marketplace. Values shall be created through profitable and
robust growth. Such growth shall be based on the development of solutions that
simplify the use of, and strengthen the usefulness of, advanced communication
technology. Telenor shall contribute to give customers greater freedom of choice and
more options. Telenor's solutions shall simplify people's workday, make businesses and
activities more efficient, and increase their competitive powers.

In order to achieve this goal, Telenor base its strategy on its customer oriented vision,
''Here to Help'' as well as its core values, ''Make it easy, Keep promises, Be inspiring' and
Be respectful". Our vision is simple: we exist to help our customers get the full benefit of
communication services in their daily lives.
The key to achieve this vision is a mindset where everyone of us works together; making
it easy to buy and use our services; delivering on our promises; being respectful to
differences; inspiring people to find new ways.
Get this right and Telenor will be a driving force in modern communication and customer
satisfaction.

Strategy

Telenor’s strategy is to strengthen the performance of the local mobile operations in the
Nordic region, Eastern and Central Europe and Asia by combining Group
industrialization with local drive and responsiveness. Further, to develop its leading
position in the Nordic region with a broad range of communication services.

This strategy implies the following focus areas:

 To strengthen the position as an international mobile operator

 To strengthen the position in the Nordic region

 To be the leading provider of communications services in Norway

 To continue to be the leading distributor of TV services to consumers in

the Nordic region
Organizational Hierarchy
Telenor's Board of Directors

The Board is responsible for the management of the company and the proper
organization of the operation, including a responsibility to supervise the company’s
management.

Thorleif Enger (Chairman) was elected to the Board on 1 October 2001

and was made Chairman on 6 March 2003. He is Chief Executive Officer of
Yara International ASA. He began working for Norsk Hydro in 1973 and
has held a number of positions in the company. Mr. Enger is a member of
ABB's corporate assembly. He has a doctorate in structural engineering
Thorleif from the University of Colorado.
Enger Stocks in the Group:
12,000 stocks

Telenor's CEO

The Chief Executive Officer (CEO) is in charge of the day-to-day management of

operations at Telenor ASA and in the Telenor Group.

Jon Fredrik Baksaas, President and CEO - has been President and
CEO of Telenor since 21 June 2002. He joined Telenor in 1989. During
his tenure with Telenor, Baksaas has served as Finance Director,
Executive Vice President and CEO of TBK A/S (a wholly-owned
Telenor subsidiary), before serving as Group CFO from November 1994
until 1997 when he was appointed Deputy CEO. Before joining Telenor,
Baksaas held finance-related positions in Aker AS, Stolt-Nielsen
Seaway and Det norske Veritas. He is also a board member of Svenska
Handelsbanken AB. Baksaas holds a Master of Science in Business
Jon Fredrik Baksaas Administration from the Norwegian School of Economics and Business
Administration in Bergen and has additional qualifications from IMD in
Lausanne, Switzerland.
Stocks/options in the Group:
57,967 stocks, 330,000 options
 Telenor's Group Executive Management

Tore Johnsen, Chief Executive Officer

Tore took over as CEO of Telenor Pakistan in August 2004. He is a
member of the Board of USF (Universal Service Fund) and Chairman of the
Board of PMD (Pakistan Mobile Number Portability Database (Guarantee)
Limited).
With over 30 years experience within the Telenor Group, Tore has spent a
Tore
considerable amount of time on international assignments in Europe,
Johnsen
Central Asia and Asia. His most recent position in Asia was CEO Digi,
Telenor’s Malaysian mobile company. Tore Johnsen has an MSc in
Electronics from the University of Technology, Trondheim, Norway.

Irfan Wahab Khan, Executive Vice President Corporate & Regulatory

Affairs
Irfan heads the Corporate & Regulatory Affairs Division and supervises the
Regulatory & Interconnect, Legal Affairs, Public & Government Affairs,
and Corporate Communications departments. He has extensive international
experience of working in the mobile cellular industry having worked with
Irfan Wahab
Orange UK, T-Mobile USA, Telecordia Technologies USA, Nortel
Khan
Networks, Ericsson Philippines, and the Ministry of IT &
Telecommunications Pakistan. Irfan has served as a Director on PTCL's
Board and was Vice Chairman of GSM Alliance, North America. Irfan
Wahab Khan has an MSc in Mobile Communications from the University of
Westminster, UK.

Nayab Baig, Vice President Human Resources Division

Nayab heads HR Division and oversees the HR & Business Process
Improvement, Security, and Administration departments. He has extensive
human resource management experience having developed performance
planning, management and evaluation systems in addition to introducing
Nayab Baig
developmental activities at Packages and Unilever Bestfoods in the past. He
has headed the HR departments of Packages Ltd., Unilever Bestfoods, SHV,
and Avari Renaissance Hotel. Nayab Baig has an MA in Human Resource
Management from the University of Westminster, UK.

The Telenor brand

Here to Help
For 150 years, Telenor has pioneered communication technology. Our innovation was
necessary to enable movement and development across Scandinavia’s long distance and
harsh natural conditions. Today we are a major worldwide player, but have the same
single focus: The new Telenor brand articulates this ambition and our new logo is a
symbol of movement and change – our continuous evolution to enable people to
communicate better.

The Brand
At the heart of our new brand is a new logo. It’s a symbol of balance, movement and
change. It represents our philosophy of innovation and democratic process and takes its
inspiration from Scandinavia’s long history of design inspired by nature.
Of course a brand is much more than just a logo – it’s a set of ideas, a way of doing
things and measure of behavior.

“Our aim is to be the trusted mobile service provider for the Pakistani customer”
Within one year of operations Telenor Pakistan today is the fastest growing network in
the country with a rich portfolio of products and services. We have edge of introducing
products which are industry first and provided consumers with more and more
convenient options of communication.
Our brand is truly customer centric. We believe in understanding our customer’s needs
which have changed and are changing constantly therefore continuously driving us to
innovate in terms of our products and services

Operations
 Mobile
Telenor is a leading provider of
communications services and one
of the fastest growing mobile
operators worldwide.
Markets
The Nordic region
Norway, Sweden and Denmark
The Telenor Advantage
Fixed-line
Telenor is Norway’s leading
provider of fixed-line
telecommunications services, and
is strongly positioned in the
rapidly growing Nordic market for
broadband services.
Eastern and Central Europe
Hungary, Ukraine, Montenegro,
Serbia, Russia and CIS
Broadcast
Telenor is the leading provider of
television and broadcasting
services to consumers and
enterprises in the Nordic region.
Asia
Malaysia, Thailand, Bangladesh
and Pakistan
You have made the smart move by porting from your existing mobile phone company to
Telenor. Only we understand and deliver your communication needs better than anyone.
While you enjoy our smart packages, we add extra value to your communications with
advantages such as these:

Retain Your Number

Use your number with the existing operator code unchanged, along with our superior
cellular services and get the confidence to connect reliably, every time.

Choose Any of Our Packages

We welcome you to choose from any of our products, each of which offers a unique
advantage:

Telenor Persona Postpaid

Four of the best postpaid packages with Friends & Family numbers, abundant free
minutes on every network, including landlines.

djuice
Your international Prepaid connection to fun.

Talkshawk
The smartest Prepaid package to call any network, anytime.

Best Range of Value-Added Services

You reap all the benefits of our innovative range of services that add more value
to your communications:
Best Range of Value-Added Services
You reap all the benefits of our innovative range of services that add more value
to your communications:

SMS Timer Service

Bubble Message

Cell Info Display

Easyload

Missed 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 1310

Song Dedication 1700

Sports Portal 1314

 Telenor Friends

TeleKissan 1350

Exceptional Reliability
We offer you the most reliable connection to the world on your existing mobile
number, every time you wish to connect.

Connect Everywhere
We are Pakistan’s fastest growing cellular networks with countless local and
international destinations to our credit. Connect with confidence wherever you are and
experience our uncompromised voice and data services.

Superior Customer Services

Get a prompt and courteous response from our skilled Support Staff team, which
caters to your complaints, queries and suggestions round the clock – 24 hours a
day/365 days a year.

Wide International Roaming Access

We keep you connected on your Telenor’s postpaid subscription throughout
your international journey. Move freely with our comprehensive international
roaming services that give you seamless voice and data connectivity,
while you move.

At Telenor Pakistan, we are guided by our strong corporate ethics. We strive to build
trusting relationships with customers, owners, employees and society in general.
Therefore a determined effort is made to attend to Telenor Pakistan’s responsibilities
with honesty, integrity and transparency.
 Corporate governance

Telenor considers good corporate governance to be a necessary requirement for value

creation and trustworthiness, and for access to capital.

In this context good corporate governance means open interaction and cooperation
among the company's owners, the Corporate Assembly, the Board and Group Executive
Management, as well as other interested parties such as the Group's employees,
customers, suppliers, creditors, public authorities and society in general, etc.

Telenor Pakistan’s activities should serve to illustrate that business success in demanding
markets can be achieved without compromising ethical principles or international norms.
Our Codes of Conduct have been adopted by the Telenor Board and are a key
management tool for influencing all our activities.
 The Codes of Conduct cover areas that are important for ensuring solid business ethics
in all aspects of our activities. They contain specific and practical rules, and set the
standards for how individual employees should conduct business when faced with
competition and demands for meeting business objectives. Failure to comply with the
Codes of Conduct results in sanctions suited to fit the nature and extent of unauthorized
actions. The Codes of Conduct apply to managers, employees, hired staff and anyone
acting on behalf of Telenor Pakistan

Social Responsibility

Telenor Pakistan acts responsibly and respectfully towards the people and authorities in
different societies and aims to contribute to social and economic development in the local
market. This is the essence of our commitment to Social Responsibility.

We take seriously the social, ethical and environmental impact of our products and
services. We place emphasis on making sure that the communities in which we operate
see Telenor Pakistan's as a good citizen with genuine ambitions to contribute to social
and economic development. We give our employees reasons to be proud of the way
Telenor Pakistan's demonstrates Social Responsibility.

The Telenor share

 Telenor was listed on Oslo Stock Exchange (TEL) and Nasdaq in New York (TELN)
on 4 December 2000. At year-end 2005, Telenor had 41,340 shareholders.

Telenor seeks to have a close and trusting relationship with its shareholders. Through
substantial information via several channels the stock market shall be kept informed of
significant developments in the Group.
Non-Norwegian investors (not holding Norwegian citizenship) owned approximately
35.6% of the total stock. This is an increase in foreign ownership of 13% since year-end
2004. The Norwegian State, through the Ministry of Trade and Industry, is the largest
single owner with 54% of the shares.
Telenor's market value as of 5 May 2006 was NOK 134 billion - the third largest
company listed on Oslo Stock Exchange.
Telenor's long-term primary objective is to give its shareholders a return on their
investment that is at least equal to alternative investments with a corresponding risk
profile. The return shall be made in the form of a cash dividend in addition to the added
value of the shares. The Telenor share shall appear as a liquid and attractive investment
opportunity

Recruitment
 All companies in the Telenor Group handle their own
recruitment and selection. Telenor Pakistan believes that a talented and loyal workforce
plays a crucial role in the organization’s ongoing business success. Telenor is very keen
to hire very skilled personnel’s. this is why recruiting process is very meaningful for the
HR department of Telenor. Telenor provides equal opportunity chances to every one.
Recruitment process of Telenor is unbiased.

E-Recruitment

E-Recruitment covers a range of Web-based application tools used for the provisioning
(typically) of human resources. These applications assist in the recruitment of suitable
candidates for vacant positions. Some applications do this by semi-automating the entire
recruitment and hiring process. E-recruitment applications (or software packages that are
web-enabled) typically enable recruitment teams to create job postings, manage job
application responses, schedule interviews and manage other recruitment tasks. This
dramatically reduces the labour and money spent on physical recruitment.

E-Recruiting or electronic recruiting is the process of using internet based software to

attract, screen and recruit suitable job candidates. E-Recruiting reduces the cost of the
recruitment process, reduces the time taken to identify appropriate candidates and helps
organizations improve the quality and quantity of the applicant pool.

Online recruitment refers to the conducting of hiring processes using online tools. Such
recruitment tools may take the form of online application forms, psychometric tests, job
ad posting systems and applicant tracking systems and applicant management systems.

Manual to Internet recruiting

In the past Telenor were doing manual recruitment all over the world. It is so expensive
the organization and also spent so much time on it. They recruit the people through
advertising in magazine newspaper and so many other resources. But now with the
passage of time Telenor has started online recruitment all over the world as well as in
Pakistan. Online recruitment is very important for the progress of the country. And
Telenor is playing major role in it. Its online recruitment process is very easy and useful.
Because online recruitment takes less time as compare to manual recruitment. There are
few steps for online recruitment process in Telenor Pakistan.

Online recruitment techniques

• To measure the effectiveness of online recruitment, set up the metrics for

recruitment spending.
• A detailed job description should be given while posting jobs to attract candidates
with the right skill sets.
• Give a precise and unambiguous questionnaire to reduce time in searching for a
suitable candidate.
• Ensure that all the approaches related to recruitment are linked to and centred on
your own recruitment site.
• Integrate e-recruitment into your overall recruitment strategy.
• Applicant tracking system should be of a high quality and should be integrated
with the back-office.
• Develop a comprehensive website to receive and process job applications whether
through direct or online advertising.

The benefits of online recruitment

 It is helpful to decrease the cost of the organization and it is less consuming the
time
 Now the trend is change the candidate go to the internet and apply for the job
 Candidate is also easily submitted there profile without any problem
 Management focuses on their project through the technology because it reduced
the chances of misshapes.
 It is much faster than traditional modes of recruitment.
 One can post a job online in just 20 minutes and receive resumes within minutes
of the job going live.
 It allows the hiring manager to screen out unqualified candidates in an automated
way, which saves over 65 percent of the hiring time.
 Access an online pool of resumes on a 24X7 basis.
 One can track the progress that the candidate is making in various stages of the
hiring process.
 Gives managers greater involvement in the hiring of
employees.
 Relieves the burden on the HR department, giving them a
facilitatory role.
 Much cheaper and much quicker;
 Employee has good knowledge of the firm and its policies;

Disadvantages of e-recruitment

 E-recruitment is not without its share of problem areas. Through the e-recruitment
process, employers are inundated with millions of resumes; screening and
checking the authenticity of resumes are two major problem areas.
 In the traditional methods of recruitment, consultants did the authenticity check
initially and saved time and effort. Sometimes applicants who post their resumes
online are not active job seekers. In such a scenario, companies fail to keep a
track of them and their contact details.
 Despite the IT boom in the country, there is low Internet penetration in many
locations. Organizations are still hesitant to completely switch over to an online
recruitment process because of the limited penetration of the Internet.
 A significant drawback of the evolution of technology is the loss of human
interaction, which is applicable to the online recruitment process. In India, the
cultural shift is a challenge in the e-recruitment space, as organisations prefer to
deal with people rather than e-mails.
 A majority of IT companies still depend on traditional recruitment processes.
However, the traditional recruitment process may fail in key parameters of time
and cost advantage to the recruiter.
  Limits number of candidates; Managers may resent loss of staff to other
departments;
 Employees may resent receiving orders from former equal;

Advantages/Disadvantages

In most situations, there are always going to be advantages and disadvantages. In the
online environment, this is no different. There are several noteworthy advantages to
conducting research online, but one must also recognize and accept the number of
disadvantages. In the online environment, there are fewer constraints associated with
conventional research. Some of the possible advantages of utilizing computer-mediated
communications include:

• Time: The ability of the medium to cross the time and space barriers, which
might limit standard research.

• Cost: No need for travel expenses. No tape recording, production and

transcription costs. There are equipment and labor costs for developing the study
and posting it online, but the involvement for researchers is minimal. No postage
costs.

• Sample Size: The potential for research participants is well beyond that which
could be reached with traditional survey methods. The larger and wider
participant pool available through the Internet can facilitate cross-cultural
organizational research (Eaton, et al. 2002).

• Distance: The global range opens up the possibilities of studying projects, which
might have seemed impractical before. There is an ability of the medium to cross
the time and space barriers, which might limit standard research. Allows for wide
geographical access to individuals or groups who are geographically distant.
Also, the important issue of social distance, where respondents may be more
likely to be self-disclosing or less likely to respond in a socially desirable way
because of the sense of distance associated with responding on the Internet.
 • Ease: Easier handling of data: use of computer for data entry, coding, search and
retrieval, display and concept building. Online surveys can feed directly into
software. Data can be transmitted faster than normal research. The Internet is also
conducive to easy dialogue for respondents.

• Intrusiveness: The ability to touch upon personal issues that might be sensitive to
participants. It is especially important for organizational research involving
employee attitudes/behaviors. Provides anonymity for participants.

• Reach: Easier to reach more specialized populations. Enables researchers to

contact populations that might be difficult to work with.

• Minimization: Minimized interview error and minimized interview bias.

Why Join Telenor

Telenor offers exciting and challenging careers with competitive pay, excellent benefits
and exceptional advancement opportunities. Our training programs and further education
programs ensure a high professional standard amongst our employees. We care about our
employees and provide them with a relaxed and enriching working environment
Equal opportunities for all

Telenor maintains a policy of non-discrimination towards all employees and applicants

for employment. All aspects of employment with Telenor are governed by merit,
competence, suitability and qualifications, and will not be influenced in any manner by
gender, age, race, color, religion, national origin or disability.

Diversity is key

We employ people from a variety of backgrounds, with a wide variety of skills and
training. We want our organization to benefit from the new insight and opportunities
that this diversity offers. Our people are called on to challenge themselves; to take on
other tasks than those that they have been trained for, and in this way discover new
qualities and capabilities.

Focus on management development

Telenor's management and organization shall be imbued with joint values. The Group
Management has devised five leadership requirements that apply to all managers in the
Group, and all management groups shall discuss what these requirements mean to them.
The demands are:

Passion for business

Change and constant renewal
Operational excellence
Empower people
Integrity

All managers shall be subject to annual evaluations based on these management criteria.
HR @ Telenor Pakistan

Human Resources Division at Telenor Pakistan believes in continuous improvement and

is taking the standards of service to the utmost levels of excellence.

From providing the best administrative support to facilitate employees work life to
creating benchmark security solutions, we are a team of enthusiastic, energetic young
people who are geared to perform the best always!

From being the best in providing benefits to our employees to the best in providing
development opportunities, we have managed to create a culture of passion for business,
operational excellence and constant renewal.

At Telenor Pakistan, employees are its most valuable asset. We strongly hope that after
joining Telenor Pakistan you will become an enthusiastic and valuable member of our
family. At Telenor Pakistan we endeavor to provide all employees with excellent
working conditions, on-going support and focused direction. Together with your
commitment, we will deliver positive results and create opportunities that will benefit the
Telenor family.

Telenor Pakistan believes that a talented and loyal workforce plays a crucial role in the
organization’s ongoing business success. We value employees’ overall well-being,
offering a wide range of employee benefits and programs to support a good balance
between work and family/personal life. We are also committed to assisting employees in
exploring, developing and maximizing their full potential, encouraging continuing
education through internal and external training and development opportunities.

Who works at Telenor Pakistan?

From day one, Telenor had a policy of non-discrimination towards all employees and
applicants for employment. All aspects of employment with Telenor are governed by
merit, competence, suitability and qualifications, and will not be influenced in any
manner by gender, age, race, color, religion, national origin or disability. Today, our
work workforce proves that; with 15.47% women working at all levels in the
organization, both foreign and local educational backgrounds.

Online Job Application System

Welcome!

• If you are new to the system, please click here to upload your CV to our
database.
• After submitting your CV online you will receive a unique CV Tracking Number
& Password by email. Please save it to Edit/Update your CV in the future & to
apply to all applicable future openings.
• Please do not apply more then once, instead we request you to update/edit your
earlier submitted cv.
• Only applications submitted through this system will be considered for vacancies
in Telenor Pakistan.
 • Please note that you will be contacted only if you are short-listed.
• In case of any problem with the application system or for any queries regarding
Recruitment at Telenor Pakistan you can contact us on hr@telenor.com.pk or

• click here.

Good Luck!
Recruitment Team
Telenor Pakistan

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Password:

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 CAREER

 Qualified Female Candidates Are Strongly Encouraged To Apply

 Only Short-Listed Candidates Will Be Contacted

Site Design Specialist (Power)

To become an active member of Power dimensioning group
Overview
under Site Design / Network Planning and Design.
Reports To Site Design Manager;
Work Location Islamabad
Experience Required 3-5 years of relevant experience
•Defining general power requirements for telecom base
stations: Electrical works, utility transformers, backup
generators, DC power supply systems, battery backup,
control systems, heating ventilation and air conditioning
(HVAC) requirements, earthing arrangement assuring
adequate redundancy levels
•Reviewing and approving standards / design for the above
areas
•Review technical specifications and installation procedures
to improve equipment reliability
•Identify electrical maintenance requirements and work
proactively to initiate the needed
•Getting maintained and updated power design / drawings of
all telecom sites
Key Responsibilities •Coordinating with different departments within Telenor
Pakistan and Vendors for future expansions on sites
•Develop, plan, and carry out building commissioning plans
to maximize efficiency and equipment life
•Oversee work practices related to safety and environmental
performance
•Risk management of electrical / power / earthing systems
•Develop / suggest to vendors improvement concepts for
infrastructure and installations for the company and follow
through the implementation
•Development of budget and costs
•Involvement and coordination in project engineering and
identification of project requirements, project management
support and development of budget and costs
•Telecom equipment layout planning
BSc Engineering in Electrical or Mechanical
Education/Professional Qualification
Heavy Generators related trainings
1.Transformers
2.Generators
3.Control systems
4.Rectifier (DC) systems
5.AutoCAD
Skills required 6.Low Tension (220V / 380V) Power Design (Cable size,
Circuit breakers)
7.HVAC design (Knowledge)
8.Knowledge of GSM power infrastructure
9.Concrete standards
10.Steel standards
Job Dead Line 2007-04-29
• Meet the expansion requirement of different stake holders
OTHER CRITERIA

Procedure of online recruitment

The Human resource department's first task is to carry out a job analysis by deciding the exact
nature of the job, and the knowledge, skills and other qualities required to do it. (With sole
proprietors, exactly the same procedures would be followed in all stages of recruitment and
selection, except that the sole proprietors themselves would do the tasks involved.) Job
description The Human resource department would then produce a job description. This
describes the nature of the job and the responsibilities involved, usually in great detail. The job
description is useful for informing applicants exactly what the job entails, and also for settling
any later disputes about the tasks that the person appointed has been asked to perform. Job
specification A job specification is also written, stating the qualifications, skills, previous
experience and other personal qualities that the person must have.
This job description form is uploaded on the Internet on its web site. From there any candidate
can apply online for the job. For this candidate has to drop his CV. Telenor’s online
recruitment system checks all the CV’s. When all the completed application forms have been
received, members of the human resource department study them to find the most suitable
candidates by using online recruiting software. The standard application form lists all the
information in the same order, which makes it easier to compare candidates.
The most suitable candidates will be put on a shortlist and invited to attend an interview at a
stated time on a stated date. A formal letter may be sent to all the other candidates thanking
them for applying for the post.

Telenor group interview

in which they give the scenario to the group and the duration of that test is 5 to 7 hours
maximum after that they take the individually interview in the form of presentation to
know the potential ability and the confidence of the candidate
An interview is usually the main feature of the job selection process. Sometimes there is
just one interviewer, but more often, there are two or three. With senior jobs, there is
normally a panel of interviewers, usually five to eight or more.

Interviews give the interviewers the chance to meet the candidates; to assess their
 abilities and characters; and to see how they react to one particular situation - the
interview itself. Interviews do not always indicate whether a person will be successful in
the job, as they do not test the skills and qualities that would be required for that
particular post.

There are other defects in the interview system. Some candidates are much more
successful in the interview than they would be in the job. Interviewers sometimes let their
personal prejudices influence their choice

Achievement

Quetta – Tuesday, April 17, 2007: Telenor Pakistan, the second largest and the fastest growing
cellular network in Pakistan, has been declared the official mobile service for University of
Balochistan. The university has been a prime institute since 1974 and has more than 6,000
students, 35 different fields of studies and 5 faculties. The announcement was made following
a corporate agreement between the two organizations on April 11, 2007, following
presentations from five cellular operators in an open forum. Vice Chancellor Brig. Agha
Ahmed Gull, signed by Director General Human Resources & Admin Maj. (R) Muhammad
Tahir Qazi and Telenor Pakistan Corporate Sales Executive Syed Inayat Ullah, approved the
contract. Director Sales and Distribution Telenor Pakistan Jahanzeb Taj described the
corporate deal as a milestone achievement for Telenor Pakistan in the Balochistan region. He
said: “Our intent has always been to provide customers more value for their money. Our
products and services are targeted at various types of individuals as well as businesses
throughout the country. We will try to offer our customers at the prestigious University of
Balochistan complete ease of communication and the best possible quality of service.

Achievements to Date

• Telenor wins nationwide mobile license

• Network contract signed with
 Siemens and Nokia
• LDI license awarded to Telenor
• Interconnect agreements signed with
All incumbent operators
• Commercial launch of LDI service
• Commercial launch of mobile services
• Additional cities launched
• Telenor reaches 1 million subscribers

The Opportunity

• Favorable macroeconomic & political environment

• Low market penetration and high growth expected going forward
• Reliable unsophisticated and underdeveloped market
• Potential for synergies

Conclusion
In the end we conclude that Telenor is the best communicational organization in Pakistan
because its unique characteristics, that is the crystal voice of Telenor. Its network is very
clear. Its recruitment process is very unbiased and it is providing equal opportunity to
every one. And its workers are very pleased with its online recruiting process.
Head office

Address: 13-K, Moaiz Center, F-7/Markaz

Islamabad, Pakistan

Phone
+92 51 111 345 700
:
Fax: +92 51 2651923

References

Syed Khurram Ali: sales and customer officer Mob# 0345-7200336

Abdullah Saleem: related to the HR department Mob# 0345-7787005