2ndAssignment Employees Recruitment and Selection Process ALLAMA I QBAL OPEN UNIVERSITY(Department of Business Administration) Assignment # 2Human Resource

Management (5532)TOPIC: EMPLOYEES RECRUITMENT ANDSELECTION PROCESS Submitted to: Sir Asif IqbalSubmitted by: Ishtiaq Ahmed(0333-6824303)AH-526270 1 2ndAssignment Employees Recruitment and Selection ProcessACKNOWLEDG EMENTAll praises to Almighty Allah, the most Gracious, the most Beneficent andthe most Merciful, who enabled me to complete this assignment.I feel great pleasure in expressing my since gratitude to my teacher, forhis guidance and support for providing me an opportunity to complete myProject.My special thanks and acknowledgments toMr. Zeeshanfor providingme all relative information, guidance and support to compile the practicalstudy at Telenor.I will keep my hopes alive for the success of given task to submit thisreport to my honorable teacher Sir Asif Iqbal, whose guidance; supportand encouragement enable me to complete this assignment.2 2ndAssignment Employees Recruitment and Selection ProcessEXECUTIVE SUMMARY The todays world moves at nec k breaking speed & itcalls for a decisive actionQuantum Leap thinking The culture is one in which every employee is treated as if he or she is the most significant person in the companyregardless of his position. Excellence is demanded fromeveryone at the company from assembly line workers tothe CEO. There is a saying that the only constant thing inlife is the change. It is a natural phenomenon that everyindividually responds negatively to the changes in thenormal settings. Normally the changes in the strategiesencourage developing new conflicts among the employeesand with the management this is the actual problem we studied in my report.3 2ndAssignment Employees Recruitment and Selection Process Table of ContentsPage NoTitle page 01Acknowledgement 03Abstract04Table of contents 05Introduction to the issue 06Practical study of organization 9Data collection methods17SWOT analysis 16Conclusion20Recommendations 21References 224 2ndAssignment Employees Recruitment and Selection ProcessIntroduction to TopicRecruitmentRecruitment refers to the process of attractin g, screening, and selectingqualified people for a job For some components of the recruitment process, mid- and large-sizeorganizations often retainprofessional recruitersor outsource some of the process torecruitment agencies.Types of Recruitment:Recruitment is of two types,1.Internal RecruitmentInternal Recruitment a recruitment which takes place within the concernor organizationInternal sources of recruitment are readily available to an organization.Internal sources are

primarily three - Transfers, promotions and Re-employment of ex-employees. Re-employment of exemployees is one of the internal sources of recruitment in which employees can be invitedand appointed to fill vacancies in the concern. There are situations whenex-employees provide unsolicited applications also.Internal recruitment may lead to increase in employees productivity astheir motivation level increases. It also saves time, money and efforts.But a drawback of internal recruitment is that it refrains the organizationfrom new blood. Also, not all the manpower requirements can be metthrough internal recruitment. Hiring from outside has to be done. There are three sources of Internal Recruitmenta.Transfers 5 2ndAssignment Employees Recruitment and Selection Processb.Promotions (through Internal Job Postings)andc.Re-employment of ex-employees -Reemployment of ex-employees is one of the internal sources of recruitment in whichemployees can be invited and appointed to fill vacancies in theconcern. There are situations w hen ex-employees provideunsolicited applications also.2.External RecruitmentExternal sources of recruitment have to be solicited from outside theorganizationExternal sources are external to a concern. But it involves lot of timeand money. The external sources of recruitment include - Employmentat factory gate, advertisements, employment exchanges, employmentagencies, educational institutes, labor contractors, recommendationsetc. There are following ways of External Recruitment,a.Employment at Factory Level -This a source of externalrecruitment in which the applications for vacancies arepresented on bulletin boards outside the Factory or at theGate. This kind of recruitment is applicable generally wherefactory workers are to be appointed. There are people whokeep on soliciting jobs from one place to another. Theseapplicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factoryto another and therefore they are called as badli workers.6 2ndAssignment Employees Recruitment and Selection Processb.Advertisement -It is an external source which has got animportant place in recruitment procedure. The biggestadvantage of advertisement is that it covers a wide area of market and scattered applicants can get information fromadvertisements. Medium used is Newspapers and Television.c.Employment Exchanges -There are certain Employmentexchanges which are run by government. Most of thegovernment undertakings and concerns employ peoplethrough such exchanges. Now-a-days recruitment ingovernment agencies has become compulsory throughemployment exchange.d.Employment Agencies -There are certain professionalorganizations which look towards recruitment and employmentof people, i.e. these private agencies run by private individualssupply required manpower to needy concerns.e.Educational Institutions -There are certain professionalInstitutions which serve as an external source for recruitingfresh graduates from these institutes. This kind of recruitmentdone through such educational institutions is called as CampusRecruitment. They have special recruitment cells which help inproviding jobs to fresh candidates.f.Recommendations -There are certain people who haveexperience in a particular area. They enjoy goodwill and astand in the company. There are certain vacancies which arefilled by recommendations of such people. The biggestdrawback of this source is that the company has to rely totallyon such people which can later on prove to be inefficient.g.Labor Contractors -These are the specialist people whosupply manpower to the Factory or Manufacturing plants.7

2ndAssignment Employees Recruitment and Selection Process Through these contractors, workers are appointed on contractbasis, i.e. for a particular time period. Under conditions whenthese contractors leave the organization, such people who areappointed have to also leave the concern.Recruitment Process Job analysis The proper start to a r ecruitment effort is to perform a job analysis, todocument the actual or intended requirement of the job to be performed. This information is captured in a job descriptionand provides therecruitment effort with the boundaries and objectives of the search.Oftentimes a company will have job descriptions that represent ahistorical collection of tasks performed in the past. These job descriptionsneed to be reviewed or updated prior to a recruitment effort to reflectpresent day requirements. Starting recruitment with an accurate jobanalysis and job description ensures the recruitment effort starts off on aproper track for success.SourcingSourcinginvolves 1)advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, generalnewspapers, job ad newspapers, professional publications, windowadvertisements, job centers, and campus graduate recruitmentprograms; and 2) recruiting research, which is the proactive identificationof relevant talent who may not respond to job postings and otherrecruitment advertising methods done in #1. This initial research for so-8 2ndAssignment Employees Recruitment and Selection Processcalled passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain aresume/CV, and be screened (see below).Screening and selectionSuitability for a jobis typically assessed by looking for skills, e.g.communication,typing, and computer skills. Qualifications may be shownthroughrsums, job applications,interviews, educational or professional experience, the testimony of references, or in-house testing, such as forsoftware knowledge, typing skills,numeracy, andliteracy, through psychological testsoremployment testing. Otherresume screening criteria may include length of service, job titles and length of time at a job. In some countries, employers are legally mandated to provideequal opportunityin hiring. Business management software is used by manyrecruitment agencies to automate the testing process. Many recruitersand agencies are using anapplicant tracking systemto perform many of the filtering tasks, along with software tools forpsychometric testing.SelectionEmployee Selection is the process of putting right men on right job 9 2ndAssignment Employees Recruitment and Selection ProcessIt is a procedure of matching organizational requirements withthe skills and qualifications of people. Effective selection can bedone only when there is effective matching. By selecting bestcandidate for the required job, the organization will get qualityperformance of employees. Moreover, organization will faceless of absenteeism and employee turnover problems. Byselecting right candidate for the required job, organization willalso save time and money. Proper screening of candidatestakes place during selection procedure. All the potentialcandidates who apply for the given job are tested.But selection must be differentiated from recruitment, thoughthese are two phases of employment process. Recruitment isconsidered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. Itis just sourcing of data. While selection is a negative process asthe inappropriate candidates are rejected here. Recruitmentprecedes selection in staffing process. Selection involveschoosing the best candidate with best abilities, skills andknowledge for the required job.Selection Process: The Employee

selection Process takes place in following order-Preliminary Interviews- It is used to eliminate thosecandidates who do not meet the minimum eligibility criteria laiddown by the organization. The skills, academic and familybackground, competencies and interests of the candidate areexamined during preliminary interview. Preliminary interviewsare less formalized and planned than the final interviews. The10 2ndAssignment Employees Recruitment and Selection Processcandidates are given a brief up about the company and the jobprofile; and it is also examined how much the candidate knowsabout the company. Preliminary interviews are also calledscreening interviews.Application blanks-The candid ates who clear the preliminaryinterview are required to fill application blank. It contains datarecord of the candidates such as details about age,qualifications, reason for leaving previous job, experience, etc.Written TestsVarious written tests conducted duringselection procedure are aptitude test, intelligence test,reasoning test, personality test, etc. These tests are used toobjectively assess the potential candidate. They should not bebiased.Employment Interviews- It is a one to one interactionbetween the interviewer and the potential candidate. It is usedto find whether the candidate is best suited for the required jobor not. But such interviews consume time and money both.Moreover the competencies of the candidate cannot be judged.Such interviews may be biased at times. Such interviews shouldbe conducted properly. No distractions should be there in room. There should be an honest communication between candidateand interviewer.Medical examination-Medical tests are conducted to ensurephysical fitness of the potential employee. It will decreasechances of employee absenteeism.Appointment Letter- A reference check is made about thecandidate selected and then finally he is appointed by giving aformal appointment letter.11 2ndAssignment Employees Recruitment and Selection Process Practical Study of theOrganization12 2ndAssignment Employees Recruitment and Selection ProcessCOMPAN Y PROFILE Telenor ASA is an international provider of high qualitytelecommunications, data and media communication services.It ranks as worlds 7th largest mobile operator with a total of 164 million subscribers in its mobile operations. TelenorPakistan Telenor Pakistan is 100% owned by Telenor ASA andadds on to its operations in Asia together with Thailand,Malaysia and Bangladesh. Telenor Pakistan launched itsoperations in March 2005 as the single largest direct Europeaninvestment in Pakistan, setting precedence for further foreigninvestments in the telecom sector. The company has crossedmany milestones and grown in a number of directions, making Telenor Pakistan a leading telecom operator of the country. Telenor is the fastest growing mobile network in the country,with coverage reaching deep into many of the remotest areas13 2ndAssignment Employees Recruitment and Selection Processof Pakistan. In the most difficult terrains of the country, fromthe hilly northern areas to the sprawling deserts in the south. Itis keeping ahead by investing heavily in infrastructureexpansion. With USD2 billion already invested, it has extendedagreements with its vendors f or network expansion andservices until 2009. The agreements, with a potential to resultin USD750 million worth of orders from Telenor Pakistan, aresome of the best of their kind in the industry. Telenor isspread across Pakistan, cretin g 2,500 direct and25,000-plus indirect employment opportunities. It has anetwork of 23 company-owned sales and service centers,

morethan 200 franchisees and some 100,000 retail outlets.HISTORY OF TELENOR Telenor acquired the license for providing GSM services inPakistan in April 2004, and has launched its servicescommercially in Islamabad, Rawalpindi and Karachi on March15, 2005. The official opening was held in Islamabad with thePresident of PakistanGeneral Pervez Musharraf as the guestof honor and a Telenor delegation headed by CEO Telenor JonFredrik Baksaas.On March 23, 2005 Telenor started its services in Lahore,Faisalabad and Hyderabad. Telenor will be launching itsservices in other cities as per the roll out plan. Telenor has itscorporate headquarters in Islamabad, with regional offices inKarachi and Lahore. The license terms stipulate that by year 4, Telenor will cover 70% of Pakistan's 297 administrative Tehsilheadquarters. Telenor will fulfill the license requirements andprovide superior quality coverage. Telenor is proud to build14 2ndAssignment Employees Recruitment and Selection Processmobile communication infrastructure in Pakistan and looksforward to combining its experience in mobile technology withthe local Pakistani high level of competence. Telenors primaryaim is to offer top quality mobile services and promote healthycompetition in the mobile market. The company has coveredseveral milestones over the past eleven months and grown in anumber of directions. Telenor has successfully signedinterconnect agreements with all four incumbents duringDecember 2004, allowing its subscribers to exchange voice anddata with subscribers on all active mobile networks includingPaktel, Instaphone, Ufone, Mobilink and Warid.Upon the successful set up of our LDI unit, Tore Johnsen CEOand President of Telenor Pakistan, and Kjell Nordbo, CTO, madethe first official TP international call to Norway on January 27.Now Telenor is operating world wide in 13 countries with morethan million people in their services.15 2ndAssignment Employees Recruitment and Selection ProcessPractical Study of theOrganization with respect tothe Is sueRecruitment and Selection process of Telenor16 2ndAssignment Employees Recruitment and Selection Process JOB ANALYSIS AND PREPARATION OF JOBDISCRIPTION JOB ANALYSISWhen hr department is asked or deman d for more employees in anyother department, the activity HR department performs thatfirst they compile the whole job duties, responsibility grade,work unit and placement and afterwards they prepares the jobdescription. Job descriptionA single job description is prepared for two purpose, first they use it topublish it in the local newspaper which have a nationwide network andsecondly they use the same job description for the website where theonline application facility for the new employment. Job description theyprepare for the newspaper has a slight difference from the jobdescription they have on their website. Job description they prepare forthe newspaper is very simple but the components they have in this jobdescription are as follows, Job title:Includes the job title for which it is being advertisedDepartment:For which department the job is requiredResponsibilities: Includes the key areas to perform, autonomy andpower.Specification:Includes the basic skills, knowledge, ability, experienceand educational backgroundGender:They specify the gender for the particularWorking location:Sites where he/she has to place for job17 2ndAssignment Employees Recruitment and Selection ProcessAt the end the HR department specify the address of their particularregional head office and main head offices for these advertisementwhere

the candidates send their resumes.Recrui tment and SelectionGroup/organization always formed with two or more than two people.For this reason hiring of the people from different sources is verynecessary and important on its side. Because its (recruitment/selectionprocedure) performance further leads the organization to success orfailure that how they are recruiting people whether it from within theorganization or outside the organization. Every organizationuses different kind of methods and techniques for hiring the people.In human resource language we can say that,People are most valuable assets for any organizationRecruitment Procedure Telenor Pakistan as it is said that they are new here in Pakistan marketand they are facing too many challenges, in which the hiring of thepeople is very important still the activity of hiring the people after itsestablishment of 6 months is going on, the most acceptable reason forthis, it is on the growth stage of its product development, we know thatwith the establishment of the its network they have to hire more andmore workers/ executives and managers on their side, Differentmethods they are using for hiring their employees are as follows,18 2ndAssignment Employees Recruitment and Selection ProcessInternal recruitmentsInternal recruitment stands for the recruitment within the organization,as they are newly established business they do not have any kind of internal recruitment still they are focus ing on hiring the people fromoutside.External recruitmentExternal recruitment stands for the recruitment of theemployees from other source/externally. They perform different kindof steps in this category, For the external recruitment first the need forthe new employment is created or if it is being demanded by anydepartment. Human resource department first identifies the need of that job, particular its expenses in hiring that employee(s), timerequired for its training and orientation in Telenor Pakistan. After theapproval of the manager of human resource department, differentmethods they adopt for the external recruitment are as follows,Advertisement through news paper: Telenor Pakistan also has jobs advertisements through newspaper. Innews paper they mention proper job title, job descriptions, placement,experience required, educational requirement are also mentionedthere and time and date for leaving the required documents and placeto where these documents are to leave.Advertisement through official website of TelenorPakistan:19 2ndAssignment Employees Recruitment and Selection Process Telenor also gets the job applications from net through its official website of organization. There is formal network or database has beenformed for online applications and people can leave their resumes theiron net and they are assigned with specific resume number and theyhave facility of being edited it afterward s and beside it there is alsooption of currently offering jobs anywhere in Telenor is also presentedthere and people are given option to apply for their particular job at thetime when they required to.Online recruitments There is also a third method that Telenor adopt and it is onlinerecruitment. The persons who are interested in job can make theiraccount on Telenor website and can upload there resumes. Telenor alsotake help in recruitment process through these online accounts.SELECTION PROCEDUREAfter Recruitment, the HR managers again work together to shortlist theapplications. This is done by carefully going through all the applicationand by giving different weightage to the following criteriaQuality of early schoolingGrade obtainedExtra Curricular activitiesOverseas travel and educationAgeTarget UniversityRelevant experience20

2ndAssignment Employees Recruitment and Selection Process The HR Department then issue call letters to the short listed candidatesalong with blank application forms by Date, time and venuefor the preliminary interview is advised and candidates are asked tobring along completed application forms. Panel of HR and linemanagement carries out competency-b ased interviews focusing onfunctional skills and managerial and supervisory skills.After the preliminary interview is cleared people applying for different jobs are tested in different ways. The following managementcompetencies are assessed by a panel of cross functional assessors Inthe case of management selection:Communication skillsResource managementRational decision makingInfluencingCreative thinkingBusiness developmentResource managementRational decision making The HR department is responsible for overall administration of theassessment centre including training of the assessors. The HRdepartment provides details of remuneration package and terms andconditions of service. The HR department also prepares appointmentletter, service agreement and finalizes other documentation for servicerecord.21 2ndAssignment Employees Recruitment and Selection Process SWOT analysis Telenor is a popular and leading telecommunication company havingdifferent department. recruitment and selection process is don byHRM .according to my topic which is Employees Recruitment andSelection process there is many strengths , weakness, opportunitiesand threats were found in Telenor these are given below.Strength:Internal recruitmentEffective HRM for external recruitment and selection.Weakness:Selection through reference Third party contractual22 2ndAssignment Employees Recruitment and Selection ProcessOpportunities:Unemployment Threats:Negligent hiringBiased Conclusion The topic which was assign was Employees Recruitment and Selectionprocess For every organization recruitment and selection Is very importantbecause human capital is a basic asset for an organization.If organization does negligent hiring then that person can give loss tothe organization.So it is important for an organization that the pure and fair hiring shouldtake place.I have selected Telenor for my practical study. I have concluded in mystudy that Telenor mostly adopt internal Recruitment for the further23 2ndAssignment Employees Recruitment and Selection Processselection process. For external Recruitment there is an effective HRMdepartment that does external Recruitment form its standardprocedure. But there is a need of innovation in that process. RecommendationFor making the Recruitment and Selection process more accurate Telenor must have to take following steps,Monitoring and measuring performanceDeveloping the capacity to perform24 2ndAssignment Employees Recruitment and Selection ProcessDont fully depend on Recruitment and Selection AgenciesShould bi avoid from Reference hiring ReferenceProject report Study of human resource management intelecommunication www.slideshare.comhttp://www.telenor.com.pk/http://www.telenor.com.pk/careers/whyTelenor.php 25 2ndAssignment Employees Recruitment and Selection Processhttp://en.wikipedia.org/wiki/Telenor_Pakistanhttp://www.scribd.com/doc/24651033/HRREPORT-cultural-compatible-practices-in- TELENOR26

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