CHAPTER 1

INTRODUCTION TO REPORT
1.1 Background of Study:

The development of human resource is the tenet stream of the country; destiny of a nation can be
changed by the made human resource. In a matter of seconds days the thing is gotten a handle on
that human resource help in the diminishing of franticness of a country. Pakistan is a making
country and shows excitement for working up its human resource.

Human resource is the one of most noteworthy assets of the association. Tries, Skills and
Knowledge of the human resource are principal keys to accomplishment. Thusly HR bit of
TELENOR PAKISTAN is the heart of TELENOR PAKISTAN.

The change of human resource is most vital to wipe out or diminish dejection and for decreasing
misery. Get-together and powers both are secured by HRM territory. The new contemplated the
world is that selective those people can be changed or made who have a few points of
confinement. The made countries offer resources for making countries to develop their human
resource.

1.2 Objective of Study:

The fundamental goals of pondering TELENOR PAKISTAN are as worn down

 This report is set up to satisfy the need of my level of BBA (hons) at Hazara
University Mansehra.
 In TELENOR PAKISTAN my perceptions are secured to human asset office. In
human asset I got a few answers concerning
 How association is isolating work and engineering
 What are the fundamental sections that must considered while building up a
selection approach?
 Available strategies for screening and determination, and which one is great?How
association react to a union connection.

1
1.3 Focus of Study:

The focal point of study is on the human resource authority of TELENOR PAKISTAN and
activities that are performed by human resource division including haring, faring, record of
laborers leave methodology and cooperation. I performed my 8 week internship occupation in
human resource fragment of TELENOR PAKISTAN.

1.4 Merits of Study:

The rule purpose of study is to offer standards to all understudies who need to focus on
TELENOR PAKISTAN. It is conceivable that they are business understudies or general
understudies both can tack advantage from the study and this study is in like manner helpful to
the human resource fragment of TELENOR PAKISTAN.

1.5 Methodology of Study:

For the arranging of this report data was taken from both crucial and assistant sources to
guarantee the accuracy and validness of the material.

1.5.1 Primary Data:

The basic wellspring of key data was me. It consolidates each and every individual discernment
and learning in the midst of provisional employment period and my understanding about the
affiliation and Human Resource office that I got structure the Human Resource staff, troughs,
social occasions and from examinations.

1.5.2 Secondary Data:

Assistant data that is used as a piece of this report is accumulated from different sources like
Internet, Books, laborers hand guides, Business Journals, Annual reports and formed material for
social occasions

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 CHAPTER 2

INTRODUCTION TO ORGANIZATION
2.1 Background:

What is Telecommunication?

Telecommunication trades from the Greek word "Tele" proposes that the segment over which a
"Communicara" which is determined from the capacity to give it. Information trades truly "trade
data over a division" deduces. All that you need to do and where to effect telecom life, work,
play, regulate, charge, to serve, to learn, to instruct, to rest, recuperate and secure. Engaging
medium - the data that is, probably transmitted or expanded over a separation by any electrical or
electronic strategy. Data, voice, highlight or information can work out of course.

2.2 Telecommunication in Pakistan:

2.2.1 Pakistan Telecommunication Authority (PTA): -

Pakistan Telecommunication Authority with administrative body is advancing the business since
1997. Power holders for planning the foundation, operation and upkeep of telecom frameworks
and the obtaining of telecom associations in the nation.

It secures the relaxation exercises of expanded end client correspondence associations. Pakistan
under the World Trade Organization (WTO) commitment now orchestrated to deregulate all
information trades division. In this gratefulness, Internet Service Provider of qualification (ISP)
decreased from 4 to 0.66 percent of aggregate yearly pay. For associations that permit card and
versatile, it was lessened from 4 to 2 for every penny freely of the wages of the grass in
[Link] with the affiliations paid early by affiliations, the measure of phone supporters
met up at 2.5 million since June 2002, indicating headway of 105.8percent. Acquisition of the
new associations and the change of the specific piece of the broadband Internet associations,
headway Services (GPRS) focus, and web framework on mobile phone. PTA has issued 1,278
licenses for radio-based and endorsement to exhibit 291 Spread Spectrum Radio Lines.

3
Worth associations, Pakistan Telecommunication Authority has issued an aggregate 431 licenses,
including licenses for the 177 and 121 associations that permit card for electronic data
association. To voice and information structure associations, and 24 satellite-8, 12-year-old radio
association, fax association and shop front 9, a part 1 stipend and25 correspondence associations,
information have been issued since June 2003. Telenor to have a gift for giving GSM points of
interest in Pakistan in April 2004, the permit conditions oblige that through year 4, Telenor will
cover 70% of Pakistan's 297 real Tehsil. Telenor would finish the terms of the permit and give
augmentation and quality normal. Telenor has effectively meant each of the four transitional
picked working environments in December 2004, permitting them to trade voice and information
clients on all component versatile structures including Paktel, Instaphone, Telenor, Mobilink and
Warid telecom.

2.3 Background History of Telenor Pakistan:

For more than 150 years, an information transfer has assumed a paramount part in the
advancement of present day Norwegian culture. Since the commitment of the supplier, Telenor is
the main impetus in the advancement of profoundly advanced provincial market and is right now
one of the biggest versatile administrators on the planet

2.3.1 The evolution of telephone:

The years of 1855-1920 were a point of interest period ever. For two eras, the Norwegian culture
accomplished the presentation of three new methods for correspondence: the broadcast
throughout the year’s 1850 telephone around 1880 and remote telegraphy. The dispersal and
utilization of information transfers was humble contrasted with later periods, however as just out
of the plastic new peculiarities that they got a ton of consideration.

2.3.2 Pioneer in mobile communication:

Telenor is a pioneer in adaptable trades. Reduced telephony associations will be presented by

hand in Norway in 1966, as a forerunner to the modified NMT structure, which showed up in
1981 its electronic relative, GSM, was displayed in 1993, and the third time adaptable system,
UMTS, instigated for business usage in 2004.

4
2.3.3 Norwegian telecom transforms into an open association:

In 1994, Norwegian Telecom was made as an open affiliation. Tailing one year, it changed its
name to Telenor. In December 2000, Telenor was generally privatized and recorded on the stock
trade.

2.3.4 International augmentation:

Telenor has experienced earth shattering change as a social event – from being a solid, national
chief with essential comprehensive having a place with be drawing closer an around the globe,
untouchable supplier of flexible correspondences associations. Telenor is made into three
corporate areas; Mobile techniques covering 12 nations, and Fixed-line and Broadcast
associations.

2.3.5 The Telenor Group 2007:

 More than 143 million helpful endorsers around the world.

 Strong investment change, especially in Asian operations.

 Ranked as the world seventh most noteworthy helpful administrator.

 revenues 2007: NOK 92,5 billion

 workforce 2007: 35 800 man-years

 listed on the Oslo Stock Exchange and head quarter

2.3.6 Global open entryways:

Telenor is one of the best versatile supervisors' general proprietorship joins in 12 reduced
administrators in Europe and Asia, and along these lines, the entire world opens up openings for
work. The adaptable association suppliers and markets where Telenor fill in as takes after:

 Sonofon, Denmark

 Telenor, Norway

5
  Telenor Sweden

 Kyivstar, Ukraine

 Pannon, Hungary

 Promonte, Montenegro

 Telenor Serbia

 VimpelCom, Russia

 Telenor Pakistan

 DiGi, Malaysia

 DTAC, Thailand

 Grameen phone, Bangladesh

2.4 General Information of Telenor Pakistan:

Telenor has been one of the world's driving suppliers of satellite interchanges for a long time.
Norway and the Nordic area have been in the bleeding edge of the improvement of versatile
correspondences, and Internet use has immediately made strides in this business sector. Telenor's
solid global extension as of late has been founded on driving edge ability, gained in the
Norwegian and Nordic markets, which are among the most exceedingly created innovation
markets on the planet. Internationalization was accomplished on the premise of solid positions in
satellite interchanges, in portable correspondences and in local Internet exercises.

The Telenor Group .

 More than 123 million versatile memberships around the world

 Strong position in the developing Scandinavian business sector for
broadband administrations
 Largest supplier of TV and show administrations in the Nordic area
 Workforce: 32 150 man-years
 Listed on the Oslo Stock Exchange

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At year-end 2006, after under two years of operation, Telenor Pakistan gave versatile
interchanges to more than seven million clients. With more than 168 million individuals,
Pakistan is the world's 6th biggest nation. As far as portable infiltration it is additionally one of
the world's biggest developing markets. Development is getting quick, in any case, with Telenor
Pakistan including 2.1 million new clients in the final quarter alone. Securing right around 50 for
every penny of the aggregate number of net augmentations in the period, Telenor Pakistan now
works the nation's quickest developing versatile system. The striking development rate has been
accomplished through the use of an exceedingly effective plan of action, nearby excitement and
diligent work. At the point when the Pakistani versatile permit was initially gotten, Telenor
Pakistan tackled a commitment to give scope to 208 of Pakistan's "Tehsil" central command
inside of four years. This development was been accomplished two years in front of calendar – a
reasonable articulation of plan.

2.5 Telenor in Pakistan:

Telenor Pakistan is 100% had by means of Telenor and incorporates to its man oeuvres in Asia
unruffled with Thailand, Malaysia and Bangladesh. Telenor Pakistan dispatched its operations in
March 2005. Bit of pie of Telenor is 21% right at this point.

2.5.1 Telenor vision:

Telenor Dream

Telenor vision is straightforward: "We're here to offer assistance"

We be available to help our customers get the complete benefit of trades organizations in our
lives reliably.

The best approach to finishing this objective is a mind set where everybody coordinates. Making
it easy to buy and use our organizations. Passing on our assurances. Being aware of differences.
Moving people to find new ways.

7
2.6 Largest direct European interest in Pakistan:

Telenor as the greatest prompt European hypothesis in Pakistan, setting need for abroad form in
endeavors in telecom. The association has secured various perspectives throughout the last
twenty-eight months and created in different orientation, Telenor has created to be a heading
telecom in the country. In the year 2006, it accomplished around 200% advancement in the
supporter base - the most hoisted in the business by a wide edge.

2.7 Highest (ARPU) in the business sector:

Since its dispatch advantages in March 2005, Telenor Pakistan has surpassed all cravings: To
make the second greatest convenient framework and the greatest and most created data sorts out
in the area business part, swung to the second most astonishing wage delivering adaptable player
with the typical wage for each customer (ARPU) for business segment and has transformed into
the second greatest player in the flexible business division with 18 million element enrollments
in insignificant other than three years of operation. All through the initial half of 2008, Telenor
Pakistan included 3.24 million enrollments against the business typical of 1.63 million, with 33%
bit of the general business of net enlargements for the year.

2.8 Fastest developing versatile system:

Telenor is the fastest creating compact framework in the country, with extension significant into
a noteworthy number of the remotest scopes of Pakistan. Regions in the most troublesome
country, north of the uneven zone to the straggling leave in south, in the Telenor is the
fundamental manager interfacing the detachment long back.

2.8.1 Infrastructure development:

Telenor holds ahead with a strong financing in establishment augmentation. With formally
contributed Billions of dollars, Telenor has extended concurrences with suppliers for
advancement and framework organizations until 2009.

8
2.8.2 Employment opportunities:

Telenor made more than 2,500 quick and 25,000 meandering occupation open entryways for 100
000 + 200 + retail outlets and foundations additionally 99.9% of those open entryways fit in with
Pakistan.

2.9 Social and Corporate obligation:

Started with the mitigation effort worth 95 million rupees after the destroying tremor of October
2005, duties to the gathering's Telenor Pakistan has been connected during the time to join
direction, essentialness, business, and the earth - one of a kind by bringing the assurance of
Telecom Understanding the poorer parts of everyone in the gathering. In Pakistan the association
turned out with its first Corporate Responsibility report convenient industry a year prior, setting
new rules of straightforwardness and commitment. Telenor Pakistan adequately saw by the
business progression in Pakistan for the measure of Foreign Direct Investment has brought into
the world.

2.10 Company Achievements:

Telenor Pakistan has picked up a couple respects for his solid execution in the essential domains
of activities:

 Telenor was one of the four organizations accomplishing the most elevated score
in a straightforwardness overview led by Transparency International Hungary (IT)
in light of a global approach.
 Euro Cloud Award, "Best Case Study – Commercial Sector", 2012
 In 2011, Telenor won Client First's Excellence in Customer Service honor among
telecom organizations in the Personal Customer Service classification and it
positioned second among extensive ventures.
 In 2010, Telenor was allowed an uncommon grant for the Most Patient Customer
Service in Client First Consulting Kft's. client administration challenge.
 In 2008 and 2009, Pannon won Good CSR honors for remarkable CSR execution
and best key participation with grassroots associations.

9
  Lahore Chamber of Commerce and Industry 'Respects Evaluation of higher FDI
and Rawalpindi Chamber of Commerce and Industry "2008 Achievement Award.

2.11 Operation examination:

In April Norwegian compact telecom director, Telenor, to look for and in the long run won a
grant to work an adaptable framework in Pakistan. The triumphant offer of $ 291 million secured
one of the two crisp licenses the country over in Pakistan for flexible operation. Telenor has
secured a 15-year grant, which is renewable upon offer for the comparable charge; only 50% of
the grant cost is to be paid in the main year, and the evening out through the accompanying ten
years. Telenor additional charges consolidate 2.5% of yearly appalling pay. The license layers
the technique of Global System for Mobile Communications (GSM), General Packet Radio
Service (GPRS) and Enriched Data Rates for Global Evolution (EDGE) framework designing.
Pakistan has the 6th greatest populace in broad pretty much 150 million around the globe. There
are starting now four flexible executives in the country. Flexible penetration toward the end of
2003 was only 2.3% with a supporter base of 3.4 million, while settled line passageway was
pretty much 2.4%. Various geographic districts in Pakistan are without telephone scope. To run
as one with the late positive speculation upgrades in Pakistan and usually low passage of
compact, high advancement inside the adaptable bit is typical. Telenor past activities in Asia are
fixated on the progression of compact frameworks sans readiness, thusly current activity is a
duration of their past framework productive. Telenor has formed an auxiliary association to work
the business in Pakistan Telenor Pakistan Pvt Ltd. called most up to date reports and have
surveyed the measure of theory in versatile establishment by Telenor Pakistan to land at $ 1
billion.

2.12 Mobile Infrastructure Contractors:

10
Nokia gives GSM Base Station Subsystem (BSS) results, the GPRS structure and key system
exchanging result back strategy 200i, which is effortlessly upgradeable in Code-Division
progressions unbounded in 3g Wideband Multiple Access (WCDMA) . In like way, Nokia in
addition gives turnkey utilization of the structure that wires meander association, system
engineering and setup, site procurement, basic arranging and supply and establishment of
equipment and programming. They also give programming upkeep, crisis help associations,
fittings and equipment reinforce and get prepared for Telenor Pakistan workforce. Siemens gives
turnkey execution of new system which wires supply and establishment of every single one of
parts for setting up a structure system GSM/GPRS/EDGE. These join impels witching, adaptable
transmission and in a flash getting stations, sharp structure and GPRS equipment and
programming. Siemens to do structure setup, site procuring, regular building and undertaking
association. They in like way give the primary association operation help system and give get
prepared in programming sponsorship and support staff Telenor Pakistan.

2.13 Licenses and framework:

Telenor Pakistan at present holds the country over GSM 900/1800 licenses. Likewise that the
affiliation holds a permit to fabricate and work an adaptable structure in Azad Jammu and
Kashmir (AJK) and the Northern Areas. Telenor Pakistan in like way keeps up a segment and
International (LDI) permit in that it has national and general call associations. In the wake of
dispatching EDGE in August 2006, Telenor Pakistan has the nation's amplest EDGE scope,
permitting access to speedy information and Internet associations.

2.14 Management of Telenor:

Top association of Telenor incorporate the most adaptable and fantastically taught individuals to
cosset the prerequisites of the affiliation. Under the supervision of top association, the workers
are fundamentally enthusiastic and perform advanced and ordinary .Top association wires:

 Petter Furberg (CEO)

 Tipayarat Kaewsringarm (Chief People Officer)
 Lars Erik Tellmann (Chief Financial Officer)

11
  Prathet Tankuranun (Chief Technology Officer)
 Sharad Mehrotra (Chief Marketing Officer)
 Gunnar Bertelsen (Chief Corporate Affairs Officer)
 Ole Martin Gunhildsbu (COO)
 Lars Hobaek (Chief Strategy Officer)

2.15 Company Strategy:

Telenor Pakistan is based on corporate responsibility in each one of its exercises it is a key piece
of corporate society.

Our capacity as a rule society eye is clear; we are here to individuals award. It applies to all
nations in which we work.

2.15.1 The Board of Directors:

It is the most raised measure of association and expect an exceptionally focal part in any alliance.
The Board of Directors is enchanted by the engineering method. The sorting out technique is
more key for the firm. Thusly, all blueprints and methods of insight sorted out, broke down and
pleasing under snappy heading and supervision of the Board of Directors.

2.15.2 The Top Management:

Join top association level of the executive of the extension, the Chief Manager and Operations
Manager. The supervisor are spreading the framework at the level of increase and suitably
control and react to any information and region the impediments in this methodology.

2.15.3 The Middle Management and Employees:

This joins the not under any condition like work environments in charge of the satisfaction of
particular strategies and arrangements. Property and work with the understanding that objective
and plan to be seen, planned the visit.

12
13
2.16 Organizational Structure:
CEO

Petter Furberg

Executive Vice
Vice President
President Corporate &
Strategy
Regulatory Affairs

Regulatory &
Legal Affairs
Interconnect

Vice President Public &

Corporate
Human Capital Government
Communications
Division Affairs

People Excellence Safety and

& Business Process Security
Improvement

Organizational
Support Services

Chief Finance Chief Technical Chief Marketing

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

Business Planning Business Support Network Planning Sales &

Accounts
& Finance System & Design Distribution

Treasury and
IT Operations Implementation Marketing
Procurement Financial
Operations

Revenue Assurance Operations & Customer

Audit and Internal IT Security
& Fraud Maintenance Relations
Control
Management

Real Estate & Segments &

Site Acquisition Pricing
Credit Control

Products &
Platforms

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 CHAPTER 3

INTRODUCTION TO HUMAN RESOURCE

DEPARTMENT
3.1 General Data:

At general level, it is essential to isolated arranging needs against the perspective of each
authentic target and methodologies. Unless you do this, you may misuse time and cash on get
prepared exercises that don't push the reasons behind the affiliation individuals may be set up in
limits they beginning now have the status spending game plan may be manhandled on rest and
recovery session, where workers are entertained yet learn little in the way required occupation
aptitudes or business information, or the budgetary settlement may be spent on gleaming rigging
the areas the arranging authority's issue yet the organization's.

It is comparatively vital to a relationship's outside surroundings an inside atmosphere. Outlines

in the key needs of a business, true blue choices, social parity laws, union improvement,
advantage, debacles, turnover and truancy and on occupation worker conduct will give
fundamental data at this level.

On the other hand, looking over the essentials for get prepared does not end here. It is essential to
particular necessities dependably and at all three levels recollecting the last goal to assess the
consequences of arranging and to outline what get prepared is required later on.

 At the connection level, senior managers who set the association's objectives
ought to research needs.

 At particular level, the administrators and the aces who don't work to accomplish
those objectives ought to independent necessities, remembering that execution is a
point of confinement both of farthest point and inspiration.

 Human asset planning is about measuring the association need to perceive the
measures of workers and aptitudes required to do assignments. Further, a

15
comprehension of accessible aptitudes is fundamental to permit the relationship to
plane for the alteration in the vocations required by corporate target.

16
3.2 Human resource assessment:

The affiliation has made more than 2,500 fast and 25,000 circuitous occupation open gateways
for 100 000 + 200 + retail outlets and establishments also 99.9% of those open portals fit within
Pakistan. Telenor offers animating and testing businesses with mighty pay, unimaginable
advantages and uncommon vocation positive circumstances. Telenor consider their specialists in
enhancing the earth. Telenor is arranging and keeping planning wanders guarantee with high ace
standard among its masters. Telenor recognize that a talented and fearless workforce
acknowledge a crucial part in the alliance's proceeded with business achievement.

3.2.1 Equivalent open entryways for all:

Telenor has a method of non-separation for all specialists and for business. All parts of business
with Telenor is established by credibility, limit, suitability and capacities, and not influenced at
all by sexual presentation, age, race, shading, religion, national source or hinder. Today indicates
Telenor work; 18% of ladies working at all levels of the alliance both outside and close-by
instructive foundation.

3.2.2 Spotlight on organization progression:

Telenor association and connection is attacked with a normal association. Get-togethers made
five association essentials for all party pioneers, and all the association cluster talks about what
these necessities mean for them. The necessities are: - Yearning for business - Change and
updates - Operational Magnificence - Giving individuals - Trustworthiness All directors are
committed to a yearly appraisal on the reason of association criteria.

3.3 HR at Telenor Pakistan:

17
HR Division at Telenor has trust in relentless change and takes association gages to more
recognizable levels of fabulousness. Give the best authoritative sponsorship to urge workers
working life to making security results reference Telenor is a social event of vivacious, bursting
young people who are swung to dependably perform the best. Telenor has succeeded in making
an overall population of get-up-and-go for business, operational faultlessness and enduring
recovery and is revolved around helping delegates research, make and expand their potential,
empowering proceeding with course through circumstances get prepared and interior and outside
movement.

3.3.1 Enrollment and Choice:

In this particular zone, an endeavor has been made to discuss the remarkable parts of enlistment
determination and game plan at Telenor. As we understand that Telenor is the world's driving
convenient telecom association. They were the first to display GSM advancement. Telenor
considers it to be a relentless ordeal to make wonderful limits in the flexible amphitheater. In
case you feel a similar slant to challenge the old and comprehend the new, speak with Telenor. If
you require more than just a livelihood and the chance to be a bit of a tremendous and forceful
association, to enhance, effect and drive, then you should consider joining Telenor. Joining
Telenor will permit you to affect the step by step lives of people all through the world.

Telenor Pakistan includes red hot, fiery and submitted specialists developed 27 to 28 all things
considered. A fitting match is required between the lifestyle and specialists at enlistment and
acquiring. In the occasion that Individuals Incredibleness Division feels that a man won't have
the ability to adjust into the affiliation's surroundings, paying little mind to the likelihood that
he/she is performing for all intents and purposes well, the individual is rejected. The dynamic
social occasion of people, having tantamount identity sets, reverence being with each other and
meet on various occasions if not ready to meet in the midst of work-hours. They even stay back
late, specialists can be seen winding around till 9 amid the night.

18
3.3.2 Diagram of HR Arrangements and Practices:

The valuable commitments of this division consolidate focus human resource zones like
Enrollment and Labor Arranging, Preparing and Improvement, Execution Administration,
Progression Arranging, Hierarchical Rebuilding, building forceful business area pay structures,
developing the HR systems, Obtainment et cetera this office similarly appreciates administrative
commitments including general backing of the association, organization of the Preparation
Schools and Foundations, giving restorative organizations to the agents, specialist relations etc.

3.3.3 Employment Examination:

As the Human Asset headway range or any staff office starts its HR limits with the most ideal
suspecting the prosperous consequent destiny of the affiliation. The Employment examination is
the basic step of the HRD fragment of the Telenor for the convincing masterminding. To the
degree the orchestrating is considered in Telenor it relates to the Bodies. The board considers
various parts of the masterminding as to occupation examination. This limit is dispersed among
the Bodies and the HRD region. As the enlistment of the assessment 10 and 9/8 which is the
President, and RPO, s or PM exclusively. So the occupation examination is done through the
HRD portion yet the help and support of the Chief and a short time later advance by the Bodies.
The HRD portion makes work examination for

 Creation of the new jobs

 The execution of the present job

 Removal of the present livelihood

 Decide What Opportunity You Have

19
The staff division's first task is to finished an occupation examination by picking the watchful
method for the job, and the learning, capacities and distinctive qualities required doing it. (With
sole proprietors, the extremely same frameworks would be followed in all periods of enlistment
and determination, beside that the sole proprietors themselves would do the errands included.)

3.3.4 Set of working responsibilities:

Produce a structure of the far reaching commitments (rather than point by point errands)
incorporated into the livelihood the staff office would then convey an arrangement of working
obligations. This portrays the method for the livelihood and the commitments included,
commonly in magnificent purpose of hobby. The normal arrangement of obligations is useful for
instructing applicants correctly what the occupation includes, moreover to settle any later level
headed discussion about the assignments that the individual appointed has been asked for that
perform.

3.3.5 Employment Determination:

Work determination is similarly made, communicating the capacities, aptitudes, past experience
and other individual qualities that the individual must have. What capacities, experience, abilities
and credits some individual ought to complete the occupation as described in the task
examination and expected arrangement of obligations.

The affiliation like which has pretty much 1060 to 1070 staff people. Allows we to take an
instance of the post of the Telenor, title is Chief Group Preparing (HR Supervisor). As the post is
related to the field and the association is clearly to the gross root level. So the occupation will
decide be according to the necessities and the essential of the business.

3.4 Human Resource Department at Telenor:

20
 HR
DEPARTMENT

Training & HR Outsource

Development Operations Operations
3.5 Reporting Process refer to HR at Telenor

Senior
Manager HR

Assistant Senior HR
HR Manager HR Executive
Manager HR Executive

3.6 Enrollment Help work area:

This segment Office records is working in two further subdivisions that are:

 Recruitment Coordination

 Recruitment Introduction Coordination

21
3.6.1 Enlistment Coordination:

This capacity is performed at Meeting Help Work area. In any case, the hopefuls are short
recorded and the division organizes their meetings. The meeting board is concluded in
collaboration with the concerned office. The concerned divisions are all around composed amid
the meeting process. The questions of interviewees are tended to on the spot. After the meetings
this area concludes the entire procedure of determination ensuring that approach rules are
completely executed.

Other than above portrayed employments the Enrollment Coordination segment performs the
exercises to allot the procedure of procuring. The office markets examination to catch great head
seekers and head chasing is ruined employment necessities. The employment necessities for all
branches of Telenor are tended to the head seekers. The concerned divisions are composed with
to so as to center their particular needs. After the prerequisites and requirements of the concerned
divisions are finished, this segment gets endorsement from HR Head, Senior Official VP
(SEVP), to start the endless supply of office. Contact with head seekers is done and vital follow
up is done to make the procedure quick. After the greater part of the plans with the head seekers
the office publicizes for the occupation opening inside and remotely also, ensuring the
arrangement rules are completely executed.

3.6.2 Enrollment Introduction Coordination:

The procedure in which how another applicant can be encouraged to get the data about the
association enlistment process.

22
[Link] Enrollment Help Work area:

This area performs the capacities to situate and encourage the newcomers tending to their
questions and giving them help. They illuminate the representatives about pre joining necessities
as said in "Enrollment Starter Bundle". The representative's planned visit by RHD Senior
Administrator is gone to after which the vital unique archives are submitted (bore witness to)
from worker. Representative's own record is made and vital structures are got filled by worker to
begin the procedure. The division catches up with various wings to get the accompanying things
orchestrated before worker's joining date.

 Employee number

 Medical Book (Enrolled at Telenor Dispensary)

 Allocation of work space with phone/fax/associations according to privilege

 Cell telephone handset with a SIM (If entitled)

 Installation of Authority telephone at habitation according to qualification

 Desktop/Portable workstation prepared to use with web

 Official stationery/Office supplies/Business cards and other essential IT assets

 Telenor email ID

 Orientation Manual and authority phone catalog of Telenor

 Orientation System Plan

3.7 Introduction Program Coordination:

(Introduction of newcomers subsequent to joining)

The obligations performed by this segment are as per the following:

 Orientation system ought to begin from first Tuesday of consistently

23
  Necessary arrangement is done before joining day

 Coordination with the concerned offices for the introduction of worker according to pre-
characterized programs

 Scheduling projects and vital game plans

 Informing representative about his/her calendar of project with Date/Time/Dept.

Name/Individual to meet

 Ensure the smooth conduction of general project

 Proper record ought to be kept up of each movement

3.8 Secondees Coordination:

This area manages secondment cases that are the procedure of prompting of representatives of
Telenor for opportunities in Etisalat in different nations. This area performs:

Coordination with Etisalat Enlistment keeping in mind the end goal to distinguish prerequisites

 Addressing Etisalat prerequisites for secondees through promoting for occupation

opening inside

 Initial short posting of hopefuls

 Finalization of essential activities before meetings

 Necessary follow up's with Etisalat

 Scheduling and essential courses of action for meetings

 Follow Secondees Strategies for arrangement of chose staff

 Maintaining legitimate records for all Telenor Secondees to Etisalat

As I had the constrained time in the association and the HR Branch of the organization is huge so
I could have the addresses on a portion of the offices in which I couldn't work the clarification is
given further in the accompanying.

24
3.9 Choice Procedure Of Telenor:

The enrollment takes after the choice procedure of the HRD. The prior rules conveyed in the
enrollment procedure of the Telenor will help the HRD area in making appropriate choice of the
applicants. As enlistment is the improvement and support of sufficient labor sources. So the
Telenor make determination either from within or from the outside the association. Telenor as
well as each great association gives more inclination to their current staff. The purpose for that is
numerous yet one is the worker's inspiration in the belongingness with the association. The real
sources are

3.10 Determination From Inside of The Association:

The accompanying are the few stages in regards to the determination inside of the association
they are as take after

3.10.1 Determination From Inside of the Association:

HRD area of the Telenor is dependable to complete the choice procedure. What's more, the staff
of the Telenor is given more significance on the grounds that the association knows the
execution of the considerable number of representatives. The inward association choice begins
from

 Inward Promotion

 Short Posting of the Competitor

 Fitness/Composed Test and Meetings

25
3.10.2 Inward Promotion:

The inward promotion is done all through the association either with the assistance of the
showcase the occupation on the notification board, Worker referrals and so on. This essential
point behind this promotion is to very much aware of the interior pool of the association. Once
the commercial is done then before the last date the resume or the CV's gotten of the current
representatives.

3.10.3 Shot Posting of Hopefuls:

Once the last date is over then the short-posting begins. As HRD segment employments
portrayals and particulars that makes the life simple of the HRD area. They make the short
posting of the meriting applicants and call them.

3.10.4 Inclination/Composed Test or Meetings:

The hopefuls on the determines dates are called to the particular spots like for the post for
ABBOTTABAD District and of evaluation 5 will worries with HRD Abbottabad areas and will
send the data about the chose competitors. The dismissal of the contender for a post happen at
two phases of the determination process i.e. prior to the meetings at the short posting stage and
after the last choice.

3.11 Determination From Outside The Association:

There are a few stages that association choose competitor from outside the [Link]
are as take after:

 External Ad

 Short Posting

 Aptitude/composed test/interviews

 Documentation and Confirmation

26
3.11.1 Outside Ad:

The Telenor HRD segment begins its outside choice with the outer ad. They give the notice in
the distinctive Medias i.e. print and electronic media. The print media covers the every day daily
papers. They give the ad for the most part on the weekends both in the English and Urdu daily
papers.

3.11.2 Short Posting:

Here the short posting is distinctive and troublesome looking at the inner determination. Since
the quantity of the competitors will be progressively and extensive in number. The short posting
is given additional time and more care on the grounds that once meriting or undeserving
competitor will influence the entire procedure of the choice. That is the reason the Telenor
dependably offers significance to short posting.

3.11.3 Inclination/Composed Test and Meetings:

After the short-posting then the race begins. In the tests the hopefuls is given errands and
composed assignments by the choice council of the HRD segment. So the most astounding or top
scorer given more focuses and risks are brilliant for the post. There is additionally some
presentation given by competitors amid the meetings. Through the addresses or the presentations
on the particular point they check the relational abilities.

3.11.4 Documentation and Check:

Toward the end of the determination prepare the Documentation and Check about the
competitors happens by the HRD segment. They check the data given by the hopeful is either
valid or false. In addition check of their records before offering them employments or
arrangement last mentioned.

3.12 The Improvement Capacity:

27
Telenor gives all affirmed administration representatives with chances to gain information and
create abilities through preparing and self-advancement to the common point of preference of the
workers and the organization keeping in mind the end goal to:

 Prepare representatives satisfactorily for their underlying employments.

 Improve the execution of the representatives in their present employments.

 Prepare them for positions of higher obligations.

 Inculcate dispositions alluring for community oriented between individual relations.

 Ensure that the organization has the ideal amount and nature of HR to meet its present
and future needs as characterized by the marketable strategies.

 Ensure open door for development and improvement of all employees.s

 Ensure ideal usage of the aptitudes, information, inclination and capacity of all workers.

 Ensure all through every individual's profession, an abnormal state of inspiration and
commitment to the achievement of the organization.

 Provide them with individual fulfillment through their accomplishing the a large portion
of their capacities.

 Identify the yearnings of the workers and encourage to fullfill of these goal though career
development

3.13 Preparing Arrangement:

Preparing and advancement is a constant process and is intended to realize an adjustment in the
state of mind of affirmed representatives with deference of the occupation they are doing, the
general population around them, the new strategies, procedures and aptitudes which they can
utilize. It is likewise to make them more aware of their obligations and how to perform them
well. In this way, all preparation must be arranged and composed in a methodical way by the
Organization regarding the necessities and abilities required in the Organization. The preparation
and improvement endeavors are not limited to a couple of formal classroom courses however

28
stretched out in all bearings to uproot representatives' shortcomings and benefitting as much as
possible from their qualities.

3.13.1 Preparing Guiding Advisory group:

To screen the necessities and arrangements for the advancement of the workers and assess
adequacy of the preparation movement, a Controlling Council selected by the CEO will
investigate each one of those angles which are required to be completely broke down before any
preparation project might be attempted.

The preparation arrangement ought to be founded on:

Working and future staffing needs of the Organization.

The co-connection of asked for preparing plan to representative's present place of employment
and expected part sooner rather than later of accepting extra elements of more prominent
obligation.

The relative degree to which the Organization and the worker are required to advantage.

3.14 Sorts of Preparing:

The accompanying are the primary sorts of preparing projects.

3.14.1 Introduction Preparing:

Each new worker will be given a 15 days course of introduction to acclimate him with the
organization association, capacities, exercises, arrangements, techniques and projects. This kind
of preparing would be on an individual premise or a gathering classroom preparing relying upon
the quantity of members accessible.

The span and substance of the course will be resolved to address the issues of people worried in
conference with individual Division Heads GM/AGMs/Chiefs, contingent on the kind of
occupation and the time required. Recently enlisted workers and also the elevates relegated to

29
new fields of exercises will be given at work preparing for a period going from one week to
twenty four weeks as might be regarded vital.

3.14.2 Specialized and Speclized Preparing:

Work information is a vital piece of one's obligation in any position. Since innovation, strategies,
procedures are changing at a quick rate, it is basic that representatives ought to learn new
aptitudes and methods through specific and specialized courses sorted out inside of the
Organization, or by outside offices. It is through these courses that the workers will have the
capacity to achieve an abnormal state of capability.

3.15 Supervision/Association Change through In–House Instructional classes

and Courses Drove By Outside Relationship in Pakistan:
Recalling the last target to have an adjusted way to deal with deal with an inside and out
movement of our association workers, real supplement will likewise be laid on the change of
supervisory and association limits in the representatives. To this end, picked representatives will
join in formal classroom courses/workshops which might be either affiliation sorted out or
composed/maintained by outside relationship, for occurrence, Pakistan Foundation of
Association, Pakistan Association Union or other comparative affiliations. Standard key
association arranging programs which might be considered for support are Persuading
Supervision, Routine of Supervision Issues of Association, Progression Association Course, and
Association Course for Junior Powers, Issue Examination and Major organization, Meeting
Movement and Occupation Rules Strategies and so on. The worker will be acquainted with these
change courses proficiently. The Administrators of the people will be responsible for follow up
on the course of action and for guaranteeing that the frameworks and techniques learnt by their
subordinates are connected with on-the – work execution. Decision of a worker to go to such
courses will be at the watchfulness of the Association.
Faculty Division would circle the rundown and substance of courses and would ask for the heads
of office to settle on decisions keeping in connection the necessities of specific staff individuals.

3.15.1 At work Arranging:

30
It is all around respected that the best place for compelling comprehending how to happen is
granulating endlessly i.e. the worker taking in the employment by doing it under handy heading
and preparing by his unrivaled. Since different Administrators/Officials are not masterminded
educators, the Work force and Affiliation Office will give Arranging of the Job Rules
Techniques through Down to earth Supervision Course.

3.15.2 Self Movement:

Seeing that self-movement is the key duty of the individual, affiliation would offer chances to
change through making accessible expert creating, arranging work turn, inciting and dialogs and
courses identifying with the control of the person.

3.15.3 Get prepared Outside Pakistan:

For expanding specific aptitudes, the affiliation may pick association workers for get prepared
abroad with far reaching arranging foundations of notoriety. Besides determinations might be
made for suitable courses and workshops abroad if such open passages are offered by outside
governments or foundations to Pakistan either especially to the Affiliation or through
Government Work environments. The President on proposal of General Executive and Office
Head will survey and support each such cours.

3.16 Pay Association:

Telenor workers are distributed into three classes when in doubt that seems to be:

 New Terms and Conditions (NTC).

 New Remuneration Pay Grades (NCPG).
 Regular.

The aggregate number of specialists at Telenor are 2600, 8400 and 20000 under classes 1, 2 and
3 autonomously. NCPG and NTC experts are salaried under same general recipe that is:

3.16.1 Noteworthy pay + House rent + Utility stipend:

While the Average agents take after the pay game-plan as that of government workers'.

31
Telenor is progressing 45 sorts of various prizes to its authorities other than the essential pay.
Out of these 45, operators get a mix of 9 to 10 sorts routinely that are joined into their pay
subordinate upon their assignments, gathering under which they are working and the zone of
their work. A rate of the prizes can be crucial to all representatives like therapeutic stipend for all
the standard experts is Rs. 400. The measure of prizes growthes with the level of errand. A
section of the pay and remunerates are shown as under:
Free Association Phone Connection (FSTC) is given to the operators through zone line yet
separates in the measure of free units gave by assignment.
General Supervisor or more level of operators are given the mobile phones and minimal cards up
past what numerous would consider conceivable as exhibited by their assignments.
Base camp prize is given to every one of the powers that are working at home office.
Tip that is one month vital pay is resolved for the unfaltering masters for each finished year and
is given to the specialists toward the end of their association.

3.17 Human Asset Planning(HAP):

Human asset organizing is the procedure by which officials and get-togethers guarantee that they
have the right number and sorts of individuals in the right spot, and at the right times, who can
do profitably and sensibly finishing those errands that will help the connection accomplish its
objectives and goals. HRP makes a comprehension of the affiliations targets into terms of the
specialists expected that would meet those destinations.
In a matter of seconds every Human Asset engineering includes two or three stages, the HRD
Enrollment procedure of Telenor in like way depends on upon several stages which are: -

 Mission Figuring:
 Establishing objectives and Destinations
 Assessment of the present Human asset
 Human asset data structure:
 Replacement Diagrams
 Assessment of future Human asset needs
 Development of Future exercises

32
On the off chance that the Association displays an understaffing then the association would feel a
need for more staff to be gotten is such circumstances selection happens.
Also, obviously if HAP shows up over staffing then Enlistment happens.

3.18 Execution Evaluation:

Reviewing execution considering the judgments and assessments of subordinates, accomplices,
supervisor, various boss and even the workers themselves.

3.18.1 Segments that Impact Inspiration and Make an illustration of Inspiration into
Execution:

 Performance longings and destinations

 Performance of related others
 Employee sureness and capacities
 Access to required assets
 Ongoing data

3.18.2 Execution Examination Methodology:

 Goal Setting, or Association by Targets (MBO)

 Multi-Rater Assessment (or 360-Degree Criticism)
 Work Rules
 Essay Examination
 Critical-Occasion Appraisal
 Graphic Rating Scale
 Checklist
 Behaviorally Secured Rating Scale (BARS)
 Forced-Decision Rating
 Ranking Frameworks
 Alteration Arranging

33
  Paired Association Arranging
 Forced Allotment

3.19 Advancing Examination:

The showcasing mix is the composed of controllable, key lifting instruments that join to make
Telenor response it needs in the objective business part. Diverse potential results may be
accumulated into four social affairs of variables known as the "four Ps": thing, quality, spot and
progress.

3.20 Thing and associations:

Telenor offers flexible correspondence affiliations, which have more see included characteristics
with it as a consequent result of its EDGE/GPRS progress. All affiliations are secured around
extraordinary and foremost charges. Brand photo of the thing or affiliations.

3.20.1 Cost:
The expense of each and every affiliation related to all Telenor paid early and post-paid is
correspondingly strong. Telenor is beneficially masterminded new with respect to and financing
offers to serve its distinctive solicitations.

3.20.2 Spot:
Telenor perceives the suitable advancement. So they incited affiliations all over Pakistan close
all certifiable urban social affairs, and avenues flung far new regions. Telenor has joined with
business relationship, for instance, PSO, Caltex and Preeminent Parco Telenor payable before
time things and affiliations open in solace Stores set at association stations. Telenor go on stores
seen in true blue outlets Retail and business things.
Spread is a high ground for Telenor with that comes:

 High level of retail section –maximize deals

 Reinforce brand picture and organizing
 Low course cost
 High channel commitment through sensible proficiency for channels

34
3.20.3 Movement:
Telenor is utilizing liberal game-plan on advancement fight. Progress mix joins the utilization of
each and every one of devices like:

 personal publicizing
 sales development
 advertisement (print, electronic, brief showcasing and out of home publicizing)

Before starting to affiliation business advancing was show through electronic and paper media.
At regardless, their plugs allowed people to welcome the association's profile. By then after they
started affecting their fight. There are specific sorts of gages and sheets all through the country
with no try at being unassuming spots. Telenor going on flyers through association stations and
broad super stores. There is in like manner a broad and cautious site of Telenor Pakistan. This
site holds all the apropos material, which the client needs to get it. Telenor uses the media to
push their things and worth included affiliation.

35
 CHAPTER 4

SWOT ANALYSIS
1.1.1 Strengths:

 Network Quality and design

 Superior Customer Care

 Financial Strength

 Excellent Coverage & Distribution

 Contract with Siemens & Nokia

 Brand Image of Quality

 Superior Product quality for customers

 Better Customer relationship than competitors

 Extra Features and services

 Committed And Efficient Staff

 Products innovations ongoing

 Good reputation among customers

 Good packages according to the target market

 Management is rational and understanding the situation

 Low Price VAS as Compared to the Competitors

1.1.2 Weakness:

 Less time in market as compared to other cellular companies ,likemobilink.

 Less coverage as compared to the competitors like mobilink

 Less experienced employees than competitors

 “Seth Organization”

36
  Not able to capitalize on start

1.1.3 Opportunities:

 A developing market

 Mergers joint ventures or strategic alliances

 Extension to overseas

 Low Cellular market penetration

 Decline of major competitors

 E-Commerce Usage

 Mobile Number Portability

 IMEI System

 Technologically better environment

 New Launches

 More customers on newer products introduced

1.1.4 Threats:

 Emerging companies in market

 Unstable political Conditions

 MNP Mobile Number Portablility

 Wireless Technology at Boom

 New companies entrance in the telecommunication market

 High Public Expectations

 Low Prices of competing brands

 Propagandas attacking

37
4.2 Competitor Analysis:
4.2.1 Major Competitors:
Today, Telenor faces the opposition as takes after:

 Mobilink
 Warid
 Zong
 Ufone
 PTCL
 Calling card suppliers
 Wateen Telecom
 World call remote
 PTCL remote
 Go CDMA
 Smaller WLL administrators

4.2.2 Competitors Goals:

The aggregate objective of the considerable number of contenders of Telenor is to:

 Increase their piece of the pie by expanded endorser base

 Increase system unwavering quality and premium network.
 Excellence in client administration
 Customer maintenance.
 Brand building.
 Seamless movement to the 3G innovation.
 Ensure minimal effort operations

4.2.3 Competitors Strategies:

The contender's systems to contend in business sector and accomplish their objectives are as per
the following:

 Accuracy in charging
 Extensive scope.

38
  Competitive evaluating.
 New items for more market fragments.
 Marketing activities.
 Expansion of astounding quality included administrations.
 Strengthened GPRS/EDGE system.
 Use of an all the more new style to give a more manageable picture
 Leveraging bunch information building

4.3 Technology Analysis:

4.3.1 Technical strategies influencing industry:
The present specialized strategies influencing the telecom and cell industry are as per the
following:

 3G innovation
 EDGE/GPRS
 Mobile broadband

4.3.2 Innovation:
One of the engaged edges of Telenor is its development. These are a segment of the inventive
strides of Telenor:
4.3.3 Easy load:
With the passage into the Pakistani business sector, Telenor is the business sector pioneer in
presenting simple burdens from rupees 10 to 1000.
4.3.4 Largest EDGE/GPRS information system:
Telenor Pakistan has stood out by proposing a gathering of data offices through Pakistan's
greatest EDGE/GPRS data system. It gives administrations, for instance, compact TV, Ask
Telenor, Tele specialists, neighborhood and global MMS, Picture Sharing and remote tablet
affiliation that gives more benefits to the end customer. Utilizing EDGE, administrators can deal
with three times a bigger number of endorsers than GPRS, triple their data rate for each
supporter, or add extra capacity to clients' voice trades.
4.3.5 Mobile TV:

39
Telenor Pakistan offers versatile TV. The administration permits clients to sit before the TV
content on your GPRS/EDGE-enabled phone wherever and at whatever time. This is an
astounding and creative administration in Pakistan, and keeping pace with a rate of the other
compact administrators in the region of the locale.

4.3.6 Telenor Pakistan and Opera Software:

Telenor Pakistan and Opera Software teamed up to outfit customers with an exceptionally
convincing and viable web experience. Starting rapidly, Telenor Pakistan benefactors can surf
the Web by dynamic Opera Mini project.
4.5 Environmental advantages:
Telenor is the first in industry to have begun utilizing sun oriented vitality to control a business
site.
4.6 Crisis intercessions:

 In hours of the most unfortunate disaster to hit Pakistan in its history,

Telenor Pakistan actuated its battles to help the seismic tremor survivors.
 Telenor Pakistan made an agreeable gift to Shaukat Khanum Memorial
Trust so as to backing the reason for treating disease patients.
 Telenor Pakistan added to a pledge drive for the reclamation of the
noteworthy Rohtas Fort.
 Telenor Pakistan, proceeding with its endeavors to give alleviation to the
surge influenced individuals, has disseminated sustenance and drinking
water to right around 10,000 families in the seriously hit ranges of Sindh
and Baluchistan.

The Corporate Responsibility unit as of late collaborated with Pakistan Red Crescent Society to
gather blood gifts from Telenor representative

40
 CHAPTER 5

Findings, Recommendation and Conclusions

5.1 Findings:
Charming spread of the book learning with sensible matters. Here are choices with respect to
Telenor:

 Telenor is the best trade related master out the data exchanges fragment with FDI
suggesting 2 billion to3 billion at first on a day to contribute basically more.
 The alliance has made 2,500 brief and guileful than25000 more business open
entryways with 100,000 + retail locations and more than 200of these occupations
are among the Pakistanis.
 Telenor is a pioneer, based on quality and customer focused alliance.
 Telenor perceives mind boggling impact and social obligation.
 Telenor focus on fulfilling the masses with a broad dispersal

5.2 Recommendation:

Here are a part of the suggestion for the movement of Telenor Pakistan.

 Franchise should have full access to the database of the Telenor customer
affiliation.
 There should be remunerates and affirmation for the best foundation in the
area to build up the level of motivation of masters' foundation.
 Refresher courses for staff are the most critical in any broad association.
All experts of the foundation should have these courses according to their
necessities. Outside directors might be required this reason.
 Each year a part of the specialists to be sent for get arranged in various
countries and operators from various augmentations or the standard office
should be expanded here the foundation. So they can watch things right.
 There were distinctive interned in customer mind office, the connection

41
 need to meet a specific offer interned and this is the best weight all
through the hot time of year. What this does is makes the earth all the
more free and inefficient. This issue obliges thought.
 Such a system should be needed to any expert who has a few issues with
his manager can offer it to senior affiliation and have made a couple
moves to update it.
 There was a barely prominent contrast amidst experts and interned, and
regardless of the way this is sensible, halted structure gave an impression
of being great.
 Due to better open entryways in the business parcel, a high turnover of
skilled HR is seen in Telenor. Guaranteed tries are required to catch this
case. More partners should be given distinctive administrators that just
leaves the master's office and paid.
 The time of area level position should be designated into number of
workplaces to be given. Internee timetable watching the measure of days
that he needs to work in better places in the work environment. Here and
there, each internee division should be given a territory by the workplace
supervisor for the division's operations. This will enhance the learning of
the internee.
 Distribution of work is not spun around worth in the foundation; the work
was not suitably coordinated. Couple of workers need to secure and need
to work late with no extra pay. So I recommend that strides should be
taken to disperse the work suitably.
 All delegates in the association of customer theory ahead are over-
workload and obligation. Customer mind office requires more delegates.
 When another master changes into a touch of Telenor, he is not thought
honest to goodness. Telenor has this blueprint presentation however that
just joins visits to divisions and considering the alliance's procedures and
gages. I recommend that a fitting presentation and socialization sessions
ought to be there for another laborer so he can feel unprecedented with his
new association.

42
  The late seating is watched administrators in Telenor foundation and
transport division laborers to work all the additional time in working
hours. They should be honest to goodness compensated for their work,
especially all through the extra time period. It would say to all pros.

5.3 Conclusion:

Telenor Pakistan is the speediest making minimized head in Pakistan. Telenor Pakistan depends
on getting genuine change to flexible under-served grassroots of Pakistan. Telenor Pakistan's
party commitments given in the year to share in get prepared, fortifying, undertaking, and
environment - with a fabulous focus on bringing the telecom ensure inside the power of the most
steamed areas of well known society. The connection direct, which he did in 2500 and more than
25000 smart open doors with 100,000 + retail outlets and 200 + foundations more 99.9% of the
odds of the Pakistanis. Telenor is a spot where a man lives his fantasy and hunt down after a
business that demonstrates his capacities and destinations. Telenor grants versatility to change, to
learn, and outfitting calling options with unimaginable potential results.

43
 REFRENCES:
 Strategic Human Resource Management: A Guide to Action by :Michael Armstrong
 Managing Human Resources By Susan Jackson, Randall Schuler, Steve Werner
 Human Resource Development: Learning & Training for Individuals & Organizations
edited by John P. Wilson
 Essential HR Policies and Procedures, Volume 1 By John H. McConnell
 Management By Ricky Griffin
 Mr Atiq-ur-Rahman, personal communication
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releases?act=detail&arid=105
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history/page_1/

44