TELENOR

1.1. TELENOR INTRODUCTION

Telenor is the largest mobile telecommunications operator in Norway and a significant

international mobile operator, with a number of operations outside Norway.

Telenor Pakistan is 100% owned by Telenor ASA and adds on to its operations in Asia
together with Thailand, Malaysia and Bangladesh.

Telenor Pakistan launched its operations in March 2005 as the single largest direct European
investment in Pakistan, setting precedence for further foreign investments in the telecom sector.
In two years, they have grown to become a leading telecom operator in the country. In fiscal year
2006, they achieved nearly 200% growth in subscriber base the highest in the industry by a wide
margin.

Telenor Pakistan is the fastest growing mobile network in the country, with coverage
reaching deep into many of the remotest areas of Pakistan. In the most difficult terrains of the
country, from the hilly northern areas to the sprawling deserts in the south, at times they are the
only operator connecting the previously unconnected.

Telenor is keeping ahead by investing heavily in infrastructure expansion. With $ 1 billion

already invested, they have extended agreements with their vendors for network expansion and
services until. The agreements, with a potential to result in $750 million worth of orders from
Telenor Pakistan, are some of the biggest of their kind in the industry.
 TELENOR

They are spread across Pakistan, creating 2,500 to 3,000 direct and 20,000-plus indirect
employment opportunities. Have a network of 32 company-owned sales and service centers,
more than 350 franchisees and some 120,000 retail outlets. The PE Team works in the
following major areas:

- Recruitment.
- HR Operations.
- Organizational Development.
- Health Care Services.
-Compensation and Benefits.

The first area focuses on the most effective ways to attract and recruit high-performance
candidates to the business. The second area is responsible for human capital retention,
compensation & benefits, and HR administration. The third works towards ongoing development
of all employees. The fourth works towards providing all types of health related services to
Telenor Pakistan employees as well as promoting employee well-being and safe work practices.
The fifth handles all salary and benefits related issues.

The PE team is responsible for delivering cost effective, value-added human resource
management practices to all Telenor‟s internal clients.
 TELENOR

CEO
Tore Johnsen

Executive Vice President

Vice President
Corporate & Regulatory
Strategy
Affairs

Regulatory &
Legal Affairs
Interconnect

Vice President
Human Capital Public & Corporate
Division Government Affairs Communications

People Excellence &

Safety and
Business Process Security
Improvement

Organizational
Support Services

Chief Finance Officer / Chief Information Chief Technical Officer / Chief Marketing Officer
Vice President Finance Officer / Vice President Vice President / Vice President
Division IT Division Technical Division Commercial Division

Business Planning & Business Support Network Planning &

Accounts Sales & Distribution
Finance System Design

Treasury and Financial IT Operations Implementation Marketing

Procurement
Operations

Operations &
Revenue Assurance & Audit and Internal IT Security Customer Relations
Maintenance
Fraud Management Control

Real Estate & Site

Segments & Pricing
Acquisition
Credit Control

Products &
Platforms
 TELENOR

1. How do they handle their Staffing functions i.e.

Recruitment, Selection and Placement?
Recruitment and Selection

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 include:

-Coordination with all departments on sourcing and recruitment of qualified candidates in

accordance with the approved hiring plan.
- Job advertisements (website and newspaper).
- Screening, short-listing of CVs, conducting interviews, assessment centers and tests.
- Maintenance of the TP Online application system at www.telenor.com.pk/careers
- Communication and feedback to all applicants through the HC link: hc@telenor.com.pk
- Cooperation with recruitment agencies on sourcing suitable candidates.
- Coordination with selected universities for graduate placements, internships and alumni
network (including job fairs and Telenor Pakistan presentations).

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.
 TELENOR

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 world-class
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.
 TELENOR

1.1.1.1. 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.

Telenor online CV building and applying for a job process is given below as an example:

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 hc@telenor.com.pk or click here.

Good Luck!
Recruitment Team
Telenor Pakistan
 TELENOR

For details on Telenor's Career Management Workshop, Please click here!

CV Tracking Number:

Password:

Sign In

Forgot password? click here

Apply For Internship

Please login to apply
Available Jobs:

Assistant Manager RF Traffic And Re-Design View Job Details please login/relogin to apply
. . .
Executive Assistant View Job Details please login/relogin to apply
. . .
GPRS O and M Engineer View Job Details please login/relogin to apply
. . .
IT Contact Center Development Executive View Job Details please login/relogin to apply
. . .
IT Contact Center Officer (OSP) View Job Details please login/relogin to apply
. . .
Manager Franchise and Distribution Planning View Job Details please login/relogin to apply
. . .
Manager New Business Planning (Banking
View Job Details please login/relogin to apply
Experience Preferred)
. . .
Manager Sales and Distribution (Faisalabad) View Job Details please login/relogin to apply
. . .
Postpaid Executive View Job Details please login/relogin to apply
. . .
Technical Officer BSS Operations And Maintenance View Job Details please login/relogin to apply
. . .
 TELENOR

Careers

 Qualified Female Candidates Are Strongly Encouraged To Apply

 Only Short-Listed Candidates Will Be Contacted

Assistant Manager RF Traffic And Re-Design

To perform RF network Optimization activities to achieve required
Overview
Grade of Service and Quality of Service in the region
Reports To Regional Manager RF Planning & Optimization;
Work Location South
Experience Required 6 years and above
•Coordination with planning & optimization groups for RF re-
designing task implementation
•Management of available resources to execute the re-designing
task
•Weekly Work order creation of SDCCH re-dimensioning/ BSC
wise. Analyze the effect & report submission
•Weekly Work order creation of HR activation/deactivation.
Analyze the effect & report submission
•Work order creation for TRX expansion (band, complex & soft).
Analyze the effect & report submission
•Coordinate with “Site integration department” to prioritize the site
with high blocking plus take necessary actions for traffic sharing
right after the new site integration
Key Responsibilities •Traffic sharing between different layers/cells/sites
•Abis expansions recommendation with concern department
•Re-homing coordination & recommendation with concern
department
•Ater expansion recommendation with concern department
•BSC offloading/ traffic balancing w.r.t to TRX expansion + new
sites integration
•Freeze the cluster /site during re-designing activities keeping all
stake holders in loop
•Analyze and benchmark the results of re-designing, take all
stakes holder in lope/ specially respective BSC personnel to
participate in acceptance phase
•Network RF design update/ audit
•Minimizing the over utilized and underutilized cells
1.BE Electronics
Education/Professional Qualification 2.Electrical
3.Telecom
1.Negotiation & analytical skills
2.Interpersonal & Presentation skills
3.Good communication skills in English (both verbal & written)
4.Excellent computer knowledge in general and specifically in
Skills required
Microsoft Office products
5.Sound Knowledge of GSM/GPRS/EDGE architecture
6.Project management skills
7.GSM enhanced capacity & coverage features
 TELENOR
8.Planning & optimization tools hands on experience
Job Dead Line 2010-05-12
•Should be enthusiastic, hardworking and passionate leader
•Leads by example, according to best professional practices
OTHER CRITERIA •Decision making keeping in view both short term as well as long
term company interests in mind
•Aptitude towards meeting the deadlines under extreme conditions

2. What is their staff training and development strategy?

Phases of the staff Training Process and development strategy

Training process generally encompass as three main phases. The training process begins
with the Assessment phase. This phase involves identifying training needs, setting training
objectives, and developing criteria against which to evaluate the results of the training program.
Training requirements are determined by conducting a need analysis.

A Need Analysis is an assessment of an organization‟s training a need that is developed

by considering overall organizational requirements, tasks associated with a job for which training
is needed, and the degree to which individuals are able to perform those tasks effectively.

The next part of the process is the Training Design and Implementation phase. This
involves determining training methods, developing training materials, and actually conducting
the training. A considerable amount of training is conducted using On-the-Job Training methods.
With such methods, trainee learns while actually performing the job, usually with the help of
knowledgeable trainer.

The final part of training process is the Evaluation phase. This entails evaluating the
result of the training in terms of the criteria developed during the assessment phase.
 TELENOR

Types of Training Programs

The most common type of training programs are Orientation Training, technical skill
training, and management development training. Orientation Training is usually a formal
program designed to provide new employees with information about the company and their jobs.
Technical Training is oriented towards providing specialized knowledge and developing facility
in the use of methods, processes, and techniques associated with a particular discipline or trade.
Management Development Program focuses on developing managerial skills for use at the
supervisory, managerial, and executive levels. Overall training has positive impact on both
productivity and employee morale.

Telenor offered three main categories in which offered programs are: Leadership,
Culture, and Competency.

 The Leadership Category

Within the Leadership category, several programs are offered which include:

 Outdoor Leadership

With activities related to trust building, team building, and exploration in the
wilderness, the leaders are able to identify their true leadership styles, their
managerial skills are put to test, making them better and brining in more
teamwork and transparency in the organization.

 LUMS/Telenor Post Graduate Certificate in Business Management

To give managers holistic business understanding, and manage succession

planning for various cadres, this academic program focuses on strategy, pricing,
market segmentation etc within its various courses and help employees to build
the organization.

 Core Leadership
 TELENOR

The program helps to build leaders in accordance with the Telenor

Expectations so that employees can use their abilities within the perimeters of the
organization‟s expectations. This is used for TMA to develop the „Hi-pos‟ for
future positions.

 Leadership-The Care & Growth Model

This three day workshop for all those in command positions, teaches
managers and supervisors what they should be contributing to those who report to
them.

I. The Culture Category

Within the Culture category the following programs are being offered which
are open to all employees:

 Mastery of Self

To enable people to overcome obstacles and dysfunctions in their

behaviors, and therefore create new perceptions by exercising the power of mind.

 Emotional Intelligence

Including the emotional quotient to employee‟s intelligence quotient

enables one to be smarter in work, relationships and health. To bring emotional
maturity, this training focuses on increasing energy and effectiveness under
pressure, dealing with turbulence, and developing personal power.

 Change Management: Who Moved My Cheese?

Most people are fearful of change because they don't believe they have
any control over how or when it happens to them. Since change happens either to
the individual or by the individual, the course shows that what matters most is the
attitude about change. To complement our inculcation of the new vision and
 TELENOR

values, this program will present change as a natural and positive agent that leads
employees to embrace change and explore new opportunities.

FISH: Choosing Your Attitude

This training helps the organization become more vibrant, energetic,

positive and optimistic. This helps to improve morale in the troops and reduce
negativity.

III. The Competency Category

Within the Competency category we Telenor is offering program which is

required as the basic skill builders in the organization. These include:

 Creative Problem Solving

To ensure that people have the ability to think out of the box and are not stuck
with old thought patterns.

 Breaking Communication Barriers

To help employees come out of their inhibitions and improve interpersonal

communication and public speaking.

 Team Work

To enable employees to rise above the individual objectives and come

together as a team with one vision.

 Results Through Resources

To help employees manage their resources at work efficiently and effectively.

 Facilitation Skills
 TELENOR

To enable all line managers, supervisors, team leads etc, to lead and facilitate
IVC workshops on their own.

2. What is their compensation i.e. remuneration and benefits strategy?

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 centre.

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.

Its equivalent to one gross salary paid once in the year and its paid along with the salary once in
a year.

Leave
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.
 TELENOR

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 every one in Telenor from CEO to an engineer.
Employees are covered comprehensively for both OPD and Inpatient Hospitalization
expenses.
 TELENOR

Mobile Connection and Handset Allowance

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 post paid connections for
family and/or friends for confirmed employees. Those special connections are issued on non
commercial tariffs.

In addition permanent employees are entitled for one pre paid 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.
 TELENOR

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

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.
 TELENOR

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.

1. Reimbursement for Working on Weekend/Holidays

 TELENOR

1a. Eligibility:
An employee is entitled if he/she works for five or more consecutive hours on any given holiday.

1b. Meal Reimbursement

An employee is eligible for the reimbursement of meal expenses.

5. In their opinion, how effective are expatriates in

transferring knowledge and competencies?
Expatriates on temporary assignments (short-term assignment,
international commuters, and frequent flyers) are sent on a temporary basis to
different locations to work with local employees to help them solve particular
operational problems. These expatriates are frequent visitors to different units of
MNCs. For example, highly mobile teams of experts – troubleshooters – are often sent
on short-term assignments (Center for Research into Management of Expatriation,
2002). These expatriates also enhance their own competencies by extracting the best
solutions from different locations; they increase their individual understanding and
vision of international operations; they continuously increase their skills and develop
their competencies; they improve their language abilities, and learn how tocommunicate in
different cultures

Selecting appropriately knowledgeable key respondents was critical since the

reliability of information about activities related to a subsidiary depended on whether
the selected persons had the required knowledge. As the survey had a number of
questions on HRM practices and employees‟ behavior, it was decided to address the
questionnaire to the HR manager/general manager of the focal subsidiary.
 TELENOR

Usually how long is the tenure of their expatriates and

why?
ANS:TENURE OF TELENOR EXPATRIATES:
1.Telenor Long-term expatriate assignments, Expatriate assignment is referred to as a long-term
assignment where the employee and his, her spouse, family move to the host country for a
specified period of time, over one year.
 TELENOR

2. Telenor Short-term expatriate assignment is an assignment with a specified duration, usually

less than one year. Family may accompany employee.

3. International commuter is an employee who commutes from the home country to a place of
work in another country, usually on a weekly or bi-weekly basis, while the family remains at
home.

Q6:What are the key differences in salary compensation for

their PCNs and HCNs?
HCN SALARY COMPENSATION OF TELENOR INCLUDES;
Expatriation Premium
Cost of Living Allowance
Swamp Pay Allowance
Shelter Allowance
Educational Allowance
Home Leave

PCN SALARY COMPENSATION INCLUDES;

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
 TELENOR

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 every one in Telenor from CEO to an engineer.
Employees are covered comprehensively for both OPD and Inpatient Hospitalization
expenses.

Mobile Connection and Handset Allowance

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 post paid connections for
family and/or friends for confirmed employees. Those special connections are issued on non
commercial tariffs.

In addition permanent employees are entitled for one pre paid 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.
 TELENOR

Provident Fund
All permanent employees are eligible for provident fund and deductions /reimbursement
is made as per standard provident fund procedures.

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.

Q7:How do they retain their key employees?

TELENOR retain there key employees by following point;
1. ● TRUST
2. ● INTEGRITY
3. ● COMMUNICATION
4. ● INVOLVEMENT

. MAKE EMPLOYEES FEEL GOOD ABOUT THEMSELVES AND

THE COMPANY
• RECOGNITION
• GENUINE CONCERN
• TALK TO EMPLOYEES…KNOW THEIR NAME
• SET CHALLENGING & HIGH EXPECTATIONS
• PROVIDE FEEDBACK
• REWARD PERFORMANCE
• SAY “THANK YOU”
 TELENOR

IRFAN DO FORMAT IT……ONLY 3 QUESTIONS ARE LEFT

QUESTION NO 8 ,9 AND 4 I AM ASLO SENDING U THE
QUESTION U ASSHOLE