Project on

BAHAUDDIN ZAKARIYA UNIVERSITY

MULTAN
Bahadur Sub Campus Layyah

Submitted To:
Ms.Rubab Noor

Submitted By:
 M.Saqlain 07
 M.Uzair 14
 Amir.abbass 15
 M.Usman 17
 Ahmad kareem 29

 Ihsan Ullah 62

Date:28-Jan-19
BBA 5th (m)
 ACKNOWLEDGEMENT

Praise to Allah Almighty, the one testing us all at all times and making decisions about
what we don’t know and can’t know. We would like to thank of gratitude of our teacher
Ms.Rubab Noor who gave us a wonderful opportunity to do this project which help us to learn
lots of things

2| P a g e
Table of Contents

ACKNOWLEDGEMENT...............................................................................................................................1

EXECUTIVE SUMMARY ............................................................................................................................4

Introduction(History) ......................................................................................................................................5

Vision ................................................................................................................................................................5

Mission ..............................................................................................................................................................6

SWOT Analysis of Nokia ................................................................................................................................7

Strengths……………………………………………………………………………………………………....7

Weaknesses ...................................................................................................................................................7

Opportunities ...............................................................................................................................................8

Threats ..........................................................................................................................................................8

Human resource activities

1.Workforce planning and recruiting: .....................................................................................................9

2.Recruitment ............................................................................................................................................10

3.Selection process ....................................................................................................................................12

4.Training and development ...................................................................................................................15

Conclusion ......................................................................................................................................................18

References.......................................................................................................................................................19

3| P a g e
 EXECUTIVE SUMMARY

“Nokia is a world leader in the mobile industry. The products produced by this business concern
are valued all over the world very well. Nokia has successfully met the changing needs,
demands and dynamic trends of the customers. In its operation Nokia has given a full
consideration to Research and Development. Whatever the market, Nokia targeted, it always
faced success.
If we make a look on its N97 this mobile model has captured a large sector of market due to its
specification meeting the current needs of the customers in Pakistan. The strategies adapted by
Nokia are fully in accordance with the market needs and demands, that is why Nokia has captured
a large market sector and instead of hard competition it is still market leader”

4| P a g e
Introduction(History)

Nokia Corporation is the world's largest manufacturer of mobile phones, serving customers in 130
countries. Nokia is divided into four business groups: Mobile Phones, Multimedia, Enterprise
Solutions, and Networks. Headquarters Keilaniemi, Espoo, Finland Fredrik Idestam, Founder in 1865
Kari Kairamo, CEO
The Mobile Phones group markets wireless voice and data products in consumer and corporate
markets. The Multimedia segment sells mobile gaming devices, home satellite systems, and cable
television set-top boxes. The Enterprise Solutions group develops wireless systems for use in the
corporate sector. Wireless switching and transmission equipment is sold through the company's
Networks division. Nokia operates 15 manufacturing facilities in nine countries and maintains
research and development facilities in 12 countries..

The three companies (Paper, Rubber and Cables) were merged to the Nokia Corporation
in
1967.Since the 1990s the Nokia Company focuses especially the telecommunication industry.
Nokia is Multinational Corporation engaged in the manufacturing of mobile phones
devices, in covering internet and communication industries. The organization is the
world’s largest mobile manufacturing company and is operational is 150 different countries.

Vision

NOKIA’S vision is a world where everyone can be connected. Everyone has a need to
communicate and share. Nokia helps people to fulfill this need and we help people feel
close to what matters to them. We focus on providing consumers with very human
technology – technology that is intuitive, a joy to use, and beautiful. The
communications industry continues to change and the internet is at the center of this
transformation. Today, the internet is Nokia's quest. Nokia's strategy relies on growing,
transforming, and building the Nokia business to ensure its future success. NOKIA has
four main values and principles at his heart of its corporate philosophy: customer
satisfaction, respect for individuals, achievement and learning.

5| P a g e
 Mission

Unfortunately, Nokia’s mission statement does not clearly define the company’s purpose.
By sifting through their mission statement and based on their tag line, “Connecting
People,” we have determined that Nokia’s purpose is to connect people through the use of
technology. A simplified and more focused mission statement like that could promote a
sense of shared expectation in employees and better communicate what the company is in
business to do: Create and sell telecommunications equipment.

Mission Statement and Vision the vision of Nokia company is that rule on mobile world.
And the mission is to provide more cheaper and valuable mobiles to the people of world.
Objectives

The Nokia objectives are loosely tied to the company mission. Product leadership,
operational excellence, and customer loyalty will lead Nokia through their mission.
The telecommunications industry is dynamic

The corporate objectives provide long-term, overall direction for the company and
the functional objectives provide competitive and cooperative strategies, and maximize
resource productivity. The Nokia objectives are consistent with the internal and external
environment. The objectives have specific goals and time frames the Nokia employees can
use to guide and evaluate their performance. The objectives are also flexible enough that
they can be applied to a broadening product and service line. This flexibility will be
necessary because Nokia operates in a dynamic environment.

6| P a g e
SWOT Analysis of Nokia
Strengths

 The biggest strength of the company is their brand name. Many consumers often opt for
Nokia more than any other brand because of the reliability, durability, and creativity their
phones provide.
 Most of Nokia’s highly qualified personnel have teamed up with Microsoft’s experts as a part
of the acquisition deal.
 The phones provided by Nokia have a much higher re-sale value compared to other mobile
phone brands.
 Many of Nokia’s products are easy to use and are usually coupled with a variety of handy
accessories.
 Products offered by the company are available in all price ranges.

Weaknesses

The next part of SWOT analysis of Nokia is their weaknesses:

 The company, though, is often criticized for poor after sales services.
 Took a long time to enter the highly productive and booming smartphone market. As a result
the company lost a lot of its once huge market share.
 Some of Nokia’s products are not affordable for middle and lower class consumers, which
often affects their searches negatively.

7| P a g e
 Opportunities

After discussing the internal factors of SWOT analysis of Nokia, let’s shift our focus towards
external factors:

 The Microsoft-Nokia deal is a win-win situation for both companies. The deal possesses
great opportunity if both utilize resources in a proper way.
 Opportunities to expand the range of products and their prices. Also bring in new features
and applications on to Windows OS.

Threats

The final part of SWOT analysis for Nokia is the threats:

 Strong competition from other smartphone companies will make it hard for Nokia to
maintain and expand their market share.
 Low-cost threats by China mobile companies and others can cause big problems.

8| P a g e
Human Resource Management activities of
Nokia

1. Workforce planning and recruiting:

Workforce planning is the development of assessing a company's current and future
human resources needs. Workforce planning also includes managing any training and
recruitment process to make sure the organization has the exact staff in exact place. Nokia
work force policy has a great purpose to properly express one way to make a workforce
receptive to cross functional, Cross-cultural teaming that can therefore make fast, high-
quality decisions and increase the organization's flexibility.

Performance management:

Nokia HRM has a policy to run employee performance. It ensures individual objectives are
copied from company strategy and policies. This is for motivate Nokia's employee.

Recruiting and exit procedures:

Nokia SHRM makes sure that competent and eligible individuals are recruited and
appointed to open positions, according to competence, with equal opportunity and on a
voluntary basis. The supplier of Nokia check the eligibility of candidates and that they
exceed the minimum legal age of employment.

Nokia specific training and certification:

Nokia SHRM has the necessary training on Nokia policies, products, processes and
guidelines and, if needed, have necessary licenses and certificates to learn the social
process of engaging multicultural, multi-country employees in generating and agreeing on
9| P a g e
 a set of values and to search and get deeper considerate of the relationships between
strategy, culture, values and business outcomes.

Company growth:

Nokia expands their business in regularly basis with new innovations and ideas. That is
why Nokia needs lot of skill and experienced persons to meet their business growth. For
example Nokia's Research & Development operations were scattered across the world in 69
sites, and its 19,579 engineers, designers and sociologists were given complete freedom to
operate and develop their own ideas,

Satisfaction of Stakeholders

Human Resource of Nokia always try to satisfy its Stakeholders like its employees,
investors, suppliers and others. It has an employee satisfaction program based on
employee opinion surveys and should take action based on the results of
the program.

2. Recruitment
Recruitment in a company is the process whereby the potential applicant are encouraged to
apply for a post or a job opening, this will create a pool of potential candidates thus
from which the recruiter will choose or select those who are best suited for the
job. The recruitment and selection process in Nokia is carried out based on its strategic
intent and strategic choice. The company is successful as a result of the skills, expertise,
talents and commitments that its employees possess. Nokia has a work environment that is
appropriate for all types of people from different backgrounds, perspectives, skills,
attitudes and capabilities.

Nokia recruits fresh young talented graduates from various premier institutions after a
series of tests and selection process. Before the placement activities are carried pre-
placement talks will be done and the students will be made to provide the resume and
the students are then shortlisted based on their qualities, the a group discussion will be
10| P a g e
 undertaken after which the students will be made to undergo a series of interview in order
to understand their personality and traits. Nokia recruits people based on their ability to
involve with the team and people who can bring new ideas and opinions into the team
work . The company has many values that they want the employees to possess and it is
tested during the screening and interview sessions. They have many review and interview
questions and situations that will help them understand the candidate's ability work in a
team.

Nokia hires almost 1000 engineers and researchers every year. Nokia has a scheme that
includes the screening process, selection of candidates and their performance evaluation
scheme where the company's values and culture are incorporated. Nokia spares no time in
communicating the expectations it has on the new recruit.
Recruitment Method

When a vacancy comes about within the approved establishment and it is deemed
necessary to fill Minimum requirements are detailed throughout this policy and include:

1. The position is defined and justified, authorized and processed by Human Resource
Department.
2. The position is advertised unless a person has been identified through the Succession
planning process or other business requirements.

3. The HR head, trainer and assistant trainer are involved in the recruitment and Selection
decision.

Sources of Recruitment

We know there are two sources of recruitment

1. Internal
2. External

11| P a g e
 Nokia Corporation use both internal and external sources of recruitment. They do not
recruit anyone from outside if there is any vacancy in the top level. They only recruit
fresher from outside for the vacancy of entry level job and promotion for the top level or
professional vacancy.

Sources of
Advertisement

Nokia Corporation use only internal sources of advertisement. They do not give any
circular to newspaper, website, public and private agencies. If there is any vacant post
the HR manager gives a circular among the employees.
Vacant Position Walking Interview on University ex-Employees References Internal
Employee
Nokia Store

Recruitment effective
The recruitment process is both long and costly, and when a mistake is made it can be
catastrophic for the organization and the individual involved. Furthermore, the process
is complex and offers as many opportunities for making a bad decision as a good one. So,
effective recruitment and selection needed. Effective recruitment and selection is critical to
company success in the future. Employing the right person, in the right job and the right
time will save managers endless hours. I think the proposed system makes the recruitment
and selection process more effective for the organization.
Some positive effects are also there for internal source, it is Cost savings .Time savings
and it is also a source of motivation to the other employees of the company.

3. Selection process
A process of finding and attracting capable applicants for the job. The process begins
when new recruits are sought and ends when their applications are submitted. The result is a
pool of applications from which new employees are selected. Recruitment of candidates
is the function preceding the selection, which helps create a pool of prospective employees
12| P a g e
for the organization so that the management can select the right candidate for the right job
from this pool. The main objective of the recruitment process is to expedite the selection
process.

Nokia has a work environment that is appropriate for all types of people from different
backgrounds, perspectives, skills, attitudes and capabilities. The recruitment and
selection process in Nokia is aimed at recruiting employees based in their attitudes more
than their talents. Thus it is the attitude part of the employee that is being considered
while carrying out the recruitment process. Creativity and innovation is another criterion
that Nokia looks into while recruiting. When Nokia needs the talent that can help the
company deliver high tech mobile phones to its customers, they post their requirements
on the internet thus making a selection online without any boundaries or barriers
geographical.

Nokia has a rigorous and tough interviewing process wherein the executive carry out the
interview. Nokia has a long and a series of interviews wherein they measure the level of
innovation, creativity and attitude of the employees. Behavioral interview is a specialty of
Nokia where they test the behavior of the candidate under different situations. They will
also test the ability of the candidates in adapting to the different conditions, values and
culture of the organization. Leadership skills are another important thing that is being
considered by the company while recruiting people). Nokia also looks into the
technical experiences and credentials of the employee.
Interview Method

Firstly NOKIA’s company takes the c.v from the applicant after the recruitment process
and call the applicant for the first interview. This is VIVA VOCE. HR Manager, Field
Operation Manager, and Trainer/Assistant Trainer are the member of interview board.
They take interview of the applicant and mainly they ask questions and measure the
Individual presentation, they set 25 marks for measuring the attitude.

13| P a g e
 Written Test

After the first interview session the applicant are called for the second interview. This is
WRITTEN TEST. The interview board set questions of 25 marks consists of the mobile
technology and functional knowledge. They second written test after the Induction training.
Assessment Method
In this step the applicants who get passed in the first two interviews are called. In this
step they get the feedback of their previous two interviews and signed for the 7 days of
Induction Training. After the training they get another feedback.

Induction Training Method

This is a kind of orientation and training about the job and the company. There are two
kinds of training method:
1. on the job training.
2. off the job training.

Nokia Corporation uses both training method for the applicants. They are trained for7 days in
this step.
After the second written test, if the applicant gets passed is selected finally for the job.

Effects of selection process:

The selection method is simple, candidate move from one step to the other. They tested
the employees to check their performance level and also give them training. If a candidate
fail in one step can’t be promoted to the next one. Some Steps of selection process are missing
that may affect the selection results and make problems in selecting potential applicant.

candidate should learn negative as well as positive information about the company. Nokia
should pay attention to the background investigation of candidate. It helps the selection

14| P a g e
 staff to judge the employee in a better manner. “A sound body has a sound mind”.
Candidate’s health plays an important role in job performance. To check the health
of candidate, Company should take some steps for medical and physical examination.

Make sure your selection processes are fair, open and transparentObserve their
behavior, ask them questions and talk with their peers to get a clear understanding what
characteristics make them effective in their job

4. Training and development

Nokia considers human resource as its valuable asset and human resource development
and policies in the company as an important ingredient of its
success.

Nokia believed that the greatest contribution to personal development is achieved

through learning on the job and this is intended to make up around 70 percent of
development. Nokia employs a variety of formal and informal training programs to
develop their employees both personally and professionally. These initiatives are:

 Classroom training
 On-the- job learning
 Individual coaching
 Mentoring

It also provide a wide range of mandatory and voluntary training opportunities for
its employees to develop a broad range of skills required at the workplace as well as the
competencies specific to their role.

These trainings are offered in different languages, local languages to the employees
of various countries helping them to work effectively. Nokia operates a approach to
training, where 70% of training is on-the-job learning which includes projects,
assignments, and international transfers.

15| P a g e
 Manager at Nokia coaches employees continually as well as have at least one formal
personal development discussion every year which help employees understand their roles
and improve their performance. This coaching session not only motivates the employees
but also help them understand their roles and what is expected out of them.

Nokia is also launching a program called “Leaders Coaching Leaders”, in which top
managers take a coaching role to inspire other managers to improve. Nokia introduced a
career development workshop which is open to all employees. Each workshop is run by
the local HR team of the entire region in which a local employee share their “career
story” to bring illustrates many of the points.

At the end feedback is shared which illustrates the importance of career development.
The development of employee’s skills and competencies is critical for Nokia to
continue its growth.

As part of each training course, participants are given software developer kits
all necessary work materials and CDs containing the tools and resources needed to create
mobile
applications and services. Coupled with the existing tools, documentation, support and
other resources offered by Nokia's global developer operations group, Forum Nokia, the
new training program provides a clear, comprehensive path to mobile application
development. Nokia rewards employees for good performance, competence development,
andfor overall company success.

Effects of training and development

Majority of the respondents have agreed the following positive changes after attending the
training program.

I. Increased the confidence level in managing the work better.

II. Overall personality development.

16| P a g e
III. It was also found that employees working in shifts are not able to attend the training
program

17| P a g e
 Conclusion

In a succinct conclusion, We came to know the HR practices in the current situation. HR practices
mainly include the recruitment process, training and development process, health and safety of the
employee, rewards and benefits of the employee etc. people are the common denominator of any
organization.
In the end, we came to know how HR is implementing globally and the benefits of apply these
practices to the business. Whalen said:
“If you have a happy employee, you have a productive employee”

18| P a g e
References

1. https://www.referenceforbusiness.com/history2/35/Nokia-
Corporation.html

2. https://en.wikipedia.org/wiki/History_of_Nokia

3. https://www.nokia.com/about-us/who-we-are/our-vision/

4. https://nokia-edition.blogspot.com
5. https://www.scribd.com/document/301895532/A-History-of-
The-Nokia-Company
6. https://pestleanalysis.com/swot-analysis-nokia/

19| P a g e