Recruitment in Telenore Project

EXECUTIVE SUMMARY
The goals of this project will be presented in this executive summary with summarized pieces of information about specific activities. Our topic is Recruitment in Telenor. Most internal source of recruitment is used for the purpose of recruitment in Telenor. We set some objectives of our research and through a survey we have meet our desired objectives. We learnt the procedure of recruitment in Telenor. We also observed how Telenor is motivating its employees to improve the productivity. We identified the skills required for job in Telenor. The tools and techniques to increase motivation level of employees are also observed by us. We observed that Telenor is improving the quality of their services by recruiting skilled and qualified employees. Telenor is providing commission and contract based jobs to increase the productivity and its gives financial and non-financial rewards to motivate its employees. In the journey of preparing research report we have also faced lot of limitations. After observing research we observed that Telenor is hiring those employees how are efficient, skilled, qualified and having good communication skills this not only reduces the cost but also increases the quality of Telenor services.
1|Page Business Research Report
OUR RESEARCH AREA

We have selected the Recruitment as our research topic.
PROBLEM STATEMENT
How Telenor can control the cost and quality through hiring right candidates for the right job (Recruitment Process)?
INTRODUCTION
Recruitment and selection are critical elements of effective human resource management. Recruitment can be viewed as key 'push' and 'pull' levers for organizational change. Recruitment and selection allow management to determine and gradually modify the behavioral characteristics and competences of the workforce. Recruitment (the process of looking for new staff to join a company) refers to the process of attracting, screening, and selecting qualified people for a job. In some cases of the recruitment process, mid and large size organizations often retain professional recruiters or also get help from recruitment agencies. Ref :( http://en.wikipedia.org/wiki/Recruitment)
TYPES OF RECRUITMENT
There are two types of recruitment. INTERNAL RECRUITMENT: Internal Recruitment is a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization. Internal sources are primarily three.
o Transfer o Promotion o Re-employment of ex-employees Internal recruitment may lead to an increase in employees productivity as their motivation level increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it refrain the organization from new blood. May cause resentment amongst candidates not appointed. Also, not all the manpower requirements can be met through internal recruitment.
EXTERNAL RECRUITMENT:
When Companies cannot hire employees from internal sources then these companies go for external recruitment. External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. The external sources of recruitment include: o Employment at factory gate o Advertisements o Employment exchanges o Employment agencies o Educational institutes o Labor contractors o Recommendations The external recruitment leads to outside people bring in new ideas, Larger pool of workers from which to find the best candidate, People have a wider range of experience. But the drawbacks are waste of money and time. It also increases the cost of company. Ref :( http://en.wikipedia.org/wiki/Recruitment)
TELENOR
Telenor acquired the license for providing GSM services in Pakistan in April 2004, and had launched its services commercially in Islamabad, Rawalpindi and Karachi on March15, 2005, and expanded its services to Lahore, Faisalabad and Hyderabad on March 23, 2005. Telenor has its corporate headquarters in Islamabad, with regional offices in Karachi and Lahore. On January 28, 2005, Telenor established its first call Centre in Lahore. Telenor is the 2nd largest network of Pakistan after Mobilink. The official opening was held in Islamabad with the Ex-President of Pakistan General Pervez Musharaf as the guest of honor and a Telenor delegation headed by CEO Telenor Jon Fredrik Baksaas along with CEO Telenor Pakistan Tore Johnson. The inauguration call was made by ExPresident Pervez Musharaf to the Prime Minister of Norway. The present CEO of Telenor Pakistan is Jon Eddy Abdullah. Telenor Pakistan is 100% owned by the Telenor Group, an international provider of high quality voice, data, content and communication services in 14 markets across Europe and Asia. million mobile subscriptions and a workforce of Telenor
Group is among the largest mobile operators in the world with over 179 approximately 40,000. Telenor in Pakistan is the country's single largest European investor, with investments in excess of US$2 billion. Ref :( http://en.wikipedia.org/wiki/Telenor)
SERVICES OF TELENOR
SMS Timer Service Cell Info Display Missed Call Alerts (MCA) Telenor Smart Share Portal International MMS Web2SMS Music Mantra 1312 Info Junction 1311 Song Dedication 1700 Bubble Message Easy load EDGE GPRS/WAP Infotainment MMS Content Download Contact Backup Islamic Portal 1315 Care Line 1310 Sports Portal 1314 Ref :( http://www.telenor.com)
RECRUITMENT IN TELENOR
o At Telenor Pakistan, the philosophy is to unlock the hidden human potential by building expertise and by providing an energizing environment. The aim is to find young talent and equipping it with the competencies that are required in this fast paced industry. o Telenors recruitment team evaluates candidates on the bases of a competency framework to hire the best. And to date Telenor Pakistan enjoys a very nice blend of talent from local and international universities. Telenor Pakistans hiring process includes the following steps: o Advertising/C.V Collecting/ Talent hunt o Screening / Short listing o General Test (Line & Recruitment) o TST, PPA or Simulation o Interview o Candidate Finalization
o Offer & Acceptance o On-Boarding The hiring process takes 6-8 weeks. Telenor Pakistan is an equal opportunity employer. GPA is not the only criteria for shortlisting a candidate, Telenor looks for attitude and hire for skills.
Ref: (http://www.telenor.com) (http://en.wikipedia.org/wiki/Telenor)
OBJECTIVES
These are the objectives of our research. 1. To know what is the procedure of recruitment in Telenor. 2. To know how they motivate their employees to improve production. 3. To identify the skills required for work in Telenor. 4. To identify the tools and techniques used in Telenor to increase the efficiency of their employees. 5. To know how Telenor controls the cost by hiring new employees. 6. To know how Telenor is improving the quality of their services by recruiting skilled and qualified employees.
PROSPECTIVE LIMITATIONS
Followings are the limitations: 1. We can face difficultly in collecting data. 2. Time constraints will be a hurdle for us. 3. Cost constraints can be a problem during research. 4. Lack of accurate data is also a major issue. 5. Organization can show favoritism in filling questionnaires to maintain goodwill. 6. Difficult to access organization personally.
7. Unscheduled and prolonged load shedding of Electricity reduces our efficiency. 8. Limited access to data due to strict internal policies of Telenor.
LITERATURE REVIEW
In this article the main focus is on the presence of Generic Skills in employees so we concluded that in Recruitment process employees with more Generic Skills are Preferred as compared to employees having less generic skill. Generic Skills enable the employees to aid in improving the Productivity of the organization. These types of employees will definitely become better qualified to perform the duties of their present jobs and advance to more responsible person. Companies that are able to utilize talents, abilities and increase potential of such employees will improve their productivity and effectiveness. Ref :( Hamzah,M.S & Abdullah,S.K(2009). Generic Skills in Personnel Development. Journal of University Putra Malaysia.Vol 11, 1-6) Knowledge is an Asset of human being. The qualified people are needed for providing qualitative services. The organization hires people having good qualification and invests in their training and development. In addition to that, the personal and functional factors in leadership have a significant impact in determining the attitudes of employees towards qualitative performance in the institution. (Bani Issa, 2005) Research conducted by Mr. Noor S. Abu on recruitment shows us that there is a relationship between human resource management practices and employees effectiveness. This article has emphasized on the training and recruiting of employees. The employees training and recruiting have a strong positive correlation with personnel's performance.
Ref. (Noor S. Abu Tayeh) The recruitment process has also taken place through internet but way of recruitment has been discouraged. When organization takes the applications through the source of internet these cannot judge the skills of applicants. Physical test are necessary to know the mental condition of person like how applicant react in the condition of stress and to check that the applicant is having all the skills which are required for job. They cannot judge whether the applicant is having good interpersonal skills or not and whether he is fully capable for the required job or not. Companies are using new techniques and methods for the purpose of recruitment, internet is one of these. Companies use internet as a source of recruitment because it minimizes the cost and time needed to be spent for recruitment process. This way is less expensive and less time consuming as compared to external recruitment. But only qualification of applicants can be seen. The main drawback is, the companies do not get good results in the form of employees they need. So these companies have to use traditional method like Interviews, IQ TEST, Work sample, Reference and official transcript for hiring the right person for right job. Ref :( North American Journal of Psychology) Recruitment process is also affected by the work force diversity. Mr. Amanda emphasize on the importance of work force diversity. Australia is having almost 14% of Non-English speaking population. It means people from different areas of the world are working in Australia. So organizations in Australia are taking benefit of work force diversity and knowing the culture of other countries. Qualification is not only the main thing needed for jobs but communication skills are also very much important. To manage a diverse workforce effectively, an organization must hire and promote the most capable candidate for a job, while being mindful of the necessity to build a
workforce that is representative of the greater business community. For recruitment different modes had been used in Australia like advertisement in newspaper, internal recruitment and external recruitment etc. Ref :( Amanda, Michelle, Paul) As we all know human resource is an asset for any organization. How Human Resource Management helps in better performance of an organization? The main focus in this article is on the HR practices in Oil and Gas Industry in Pakistan. Human resource is an asset of any organizations and organizations can improve the efficiency and productivity through recruiting efficient employees. The human resource enables organizations to achieve optimization of resource, effectiveness, and continuous improvement consistently. felt, 1984) Human Resource Practices shows us the certain factors are playing very important role in the performance of organizations which includes the Recruitment and Selection, Training and Development, Performance Appraisal, Compensation and Awards, Employee Relations etc. All these factors have significant relationship with organizational performance. Different modes of recruitment are also discussed in it. Like Internal and External Recruitment. Ref :( Muhammad Asif) The interview also plays a very important role for better recruitment process. Mr. Ross described the importance of interview for the purpose of recruitment. According to him, the person taking the interview should have proper knowledge about what he wants to ask. He should ask relevant questions and irrelevant questions should be avoided otherwise the relevant persons which are needed cant be identified or missed.
(Werner
The person taking interview should ask about the past experiences and performance of applicant. By doing this you can increase your chances of identifying the most suitable candidate for the job from 20% to 80%. Effective interviewing skills ensure you dramatically increase your chances of identifying the most suitable person for the job in the first time. Ineffective interview skill can damage the reputation of organization in the market so it is important that the person talking interview should have proper knowledge regarding job description. Ref :( Ross Clennett) Planning is an essential part before doing anything. So there should be a plan for recruitment process. Effective recruitment process has been discussed. The importance of effective recruitment for organizations has been realized there. It helps in choosing the best capable people who can meet the objectives efficiently. As we all know recruitment is an expensive process so everything should be preplanned. Organization should have clear idea about what type of staff is needed like Permanent Staff, Part time or Temporary Staff. Then everything should be communicated to the senior managers. Everything should be openly disclosed like: What type of person is required? What should be his/her qualification? & The skills and experience needed for the specified job etc. Job description should be clearly defined. Salary Packages and all the other benefits connected with that job should be disclosed to attract the applicants. The mode of advertisement should be decided with due consideration to the budget available for that process. It can involve Local job Centre, Local or national press and Specialist publications, such as the
10 | P a g e B u s i n e s s R e s e a r c h R e p o r t
magazines of professional bodies or trade associations and Internet recruitment sites and mailing lists. After receiving applications, most efficient person should be selected. The Orientation should be given to newly hired staff to introduce them with the culture, norms and values hold by the company. In this way company can get 100% results. Ref. (Chartered Management Institute) In the process of recruitment the culture factor cannot be ignored. Mr. Huibinhis is describing the importance of recruitment process to meet INTERCULTURAL ISSUE. In international level the main issue is culture. So companies should prepare their profile and all the needed abilities, qualifications and experience should be disclosed in it for new and old employees as well. If any company wants to expand its business in any foreign country, the main issue is to understand the culture of that country. For that purpose companies hire those employees who are having good understanding about the culture of selected country. In this way, culture affects the recruitment process. To avoid this issue companies should focus on two points these points include Diversity of culture and Understanding of culture. cultures. The company running effective business in one country does not necessarily mean that its also doing well in other country. Approaches for the good business are leadership motivation, communication, selection, rewards, appraisal these are highly cultural dependent. Thats why work force diversity should be there to understand the expectations of customers. So to meet the cultural requirements the persons having good diverse skills By focusing these two points complexity can be reduced and similarities can be created in different
and trait should be hired. This also reduces the cost, time and incoming of new blood in the organization which results in expansion of business. According to this article 5 dimensions should be in consideration. These are the power distance dimension (PDI), Individualism versus collectivism (IDV), Masculinity versus femininity (MAS), Uncertainty avoidance (UAI), Long Term vs. Short Term Orientation (LTO). Ref: (Huib Wursten) The importance of internet for recruitment is realized. Internet has made this world a global village. It has reduced the cost and time constraints of people. The internet has become very important source of communication in America. Internet is considered a faster, simpler and more effective way to reach thousands of qualified candidates. According to article internet has following benefits with respect to recruitment. Internet is easily excess able for everyone in U.S. so employers in organizations use this source for hiring best people for job. It is more cost effective and time saving way of recruitment than any other source. Internet allows organizations to reach candidates 24 hours a day and 7 days a week. Online recruiting is more cost effective and efficient than other sources of recruitment such as newspapers and job fairs etc. Internet allows the recruiters to find the best person with best specifications all over the world. On the other hand it is also beneficial for the people searching for jobs. They can online submit their CV on the companys corporate websites.37% of recruiters noted that their overall recruiting costs have decreased due to online recruiting. Ref: (NAS Insights) Trinidad and Tobago tells us that it is the main authority of conducting recruitment process in that state having the largest workforce
diversity. Its main objective is to choose candidates for its several public arms (Public Sector Organizations) by following different recruitment tools and techniques and it is also charged with the responsibility of providing the services of their promotion, transfer and termination of employees. It hire the new employees at initial stages and then on the basis of experience, seniority, training and development of these employees, they are promoted to middle level jobs and in some cases competitive written test, interviews are also conducted for the hiring new candidates. The procedure of recruitment followed by public service of Trinidad and Tobago in last few years is also discussed in it. The procedure include Walk in application for entry level positions of temporary available vacancies, For Professional and Technical level advertisement is also made to hire the competent employees and Vacant Vacancies are also filled by internal recruitment by the promotion and transformation of employees from other public sectors. Public service prefers flexible environment and it usually introduces new salary package and provides flexible working environment to employees for attracting skilled candidates. Ref :( Sandra Marchack)
ANALYSIS OF OUR SURVEY

Q1.Which type of recruitment is preferred in Telenor?
7 Internal 1 21 External Both
Calculations:
Average Mode S.Deviation 2.482759 3 0.870988
Interpretation:
There are 72% of the respondents who answered that Telenor preferred the internal recruitment as compared to the external recruitment for hiring the new people. Q2.Which media is used by Telenor for new jobs?
3 13 Paper Media Electric Media 13 Both
Calculations:
Interpretation:
When we ask which type of media is used by Telenor for the advertisement of new vacancies. Then 45% of respondents gave the answer in the favor of paper and electronic media and only 10% gave the answer that both types of media are used for advertisement in Telenor. Q3.What are the types of rewards usually given to the employees to motivate them in Telenor?
3 6 Monetary Non-monetary 20 Other
Calculations:
Interpretation:
There are 69% of respondents in Telenor who answered that they receive monetary rewards and 21% of respondents answered that they receive non15 | P a g e B u s i n e s s R e s e a r c h R e p o r t
monetary rewards. Remaining 10% answered that they receive both the monetary and non- monetary rewards. Q4.Internet is used for the purpose of recruitment in Telenor.
2 1 4 3 19
Strongly Agree Agree Netural Disagree Strongly Disagree
Calculations:
Interpretation:
The number of respondents of our survey strongly agreed that internet is used for the process of recruitment in Telenor. Two persons are against in the use of internet and one person is strongly disagreed. Q5.Employees referrals are preferred in Telenor for recruitment.
3 5
Strongly Agree Agree Netural Disagree
13
Strongly Disagree
Calculations:
Interpretation:
There are about 45% of total respondents who agreed that employees referrals are preferred in Telenor for recruitment. Almost 18% of respondents disagreed from this statement. Q6.Skilled employees results in cost control in Telenor.
4 12
13
Strongly Disagree
Calculations:
Interpretation:
Most of the respondents of our survey are highly in the favor of this statement, 44% of respondents Strongly Agreed and 41% agreed that skilled people cause cost control in Telenor. No one disagreed with this statement.
Q7.Skilled employee saves cost by minimizing the wastage of time.
Strongly Agree Agree 15 Netural Disagree Strongly Disagree
10
Calculations:
Average Mode S.Deviation Correlation Q:6,7 4.37931 5 0.727706 -0.00241
Interpretation:
Skilled employee saves the cost by minimizing the wastage of time. Almost 52% of respondents are strongly agreed with this statement, 35% are agreed and only 14% of respondents have neutral decision about the statement. Q8.Skilled Employees play important role in increasing companys good will.
Strongly Agree Agree Netural Disagree 22 Strongly Disagree
Calculations:
Interpretation:
Skilled employees are the assets of any organization. Almost all respondents of our survey are agreed with this statement that the skilled employees of Telenor are playing an important role in increasing the good will of company. Q9.Employees with good communication skill attracts the competitors customers.
Strongly Agree Agree 14 15 Netural Disagree Strongly Disagree
Calculations:
Interpretation:
Almost 52% of respondents are strongly agreed and 48% of respondents are agreed with the statement that the employees have the good communication skills attract the competitors customers by using their skills. Q10.Effective Recruitment Process is important to improve services of Telenor.
Calculations:
Interpretation:
Almost 76% of the respondents are strongly agreed and 24% are agreed with the statement that Effective Recruitment Process is important to improve services of Telenor.
Q11.Telenor takes influence of Qualified and Skilled workers in its services.
Strongly Agree Agree Netural
16
Disagree Strongly Disagree
Calculations:
Interpretation:
About 55% of respondents were strongly agreed, 31% were agreed with that statement and 18% of respondents were neutral. It means that Telenor take influence of Qualified and Skilled workers in its services. Because no one disagreed with it. Q12.Telenor provides rewards or bonuses to motivate their employees.
4 3 11
11
Strongly Disagree
Calculations:
Average Mode S.Deviation 4 4 1.035098
Interpretation:
Almost 38% of respondents are strongly agreed and 38% are agreed that Telenor motivates their employees through rewards and bonuses. But 18% of respondents disagreed from this, it is not right to the extent that Telenor Company motivates their employees through rewards because 14% also disagreed with it and 10% respondents were neutral. Q13.Training is compulsory for all levels of employees to increase the efficiency.
2 Strongly Agree Agree Netural Disagree 25 Strongly Disagree
Calculations:
Interpretation:
Only 7% of respondents have answered neutral. The remaining are in the favor of training of employees in every level of employment for the increasing the efficiency of employees. Q14. Commission bases jobs leads to increase the productivity in Telenor.
Strongly Agree Agree Netural
16
Disagree Strongly Disagree
Calculations:
Interpretation:
In this statement, about 82% of the respondents strongly agreed that commission based jobs leads to increase the productivity of employees in Telenor. Only 4% of respondents disagreed with it. Q15.Telenor provides friendly atmosphere to employees to increase motivation level.
3 7 19
Strongly Agree Agree Netural Disagree Strongly Disagree
Calculations:
Interpretation:
Almost 66% respondents strongly agreed and 24% are agreed with this statement that Telenor provides the friendly atmosphere to their employees which increase the motivation level of employees. Only 10% of respondents have neutral decision about that statement. Q16. Telenor provide career development guideline to motivate their employees.
1 9
Calculations:
Interpretation:
Almost 50% of respondents are in the favor of the statement that Telenor provides the career development guideline to motivate their employees. 21% of respondents have neutral point of view, they are confused about statement Telenor provide guideline or not. But 18% of respondent are not agree with that Telenor provide any career development guideline to their employees for their motivation. About 3% are strongly disagreed from that. Q17.Does Telenor provide contract based jobs to improve the efficiency of employee?
5 Yes No 24
Calculations:
Average Mode 1.827586 2
S.Deviation 0.384426
Interpretation:
There are about 83% of respondents who answered Yes that Telenor provides contract based jobs to employees to improve the efficiency of employees. Only 17% of respondents answered No. It means contract based jobs are good to increase the efficiency of employees. Q18.Is special skills are needed in employee to deal with customers?
2 Yes No 27
Calculations:
Interpretation:
About 93% of respondents answered Yes that employees need to have special skills to deal with customer and remaining 7% answered No. It means that special skills are needed to communicate with customers.
Q19.Telenor conducts the background investigation of applicant before job.
9 Yes No 20
Calculations:
Interpretation:
Almost 69% of respondents answered Yes to the statement that Telenor conducts the background investigation of applicant before job. But 31% also answered No. By majority answers we can say that Telenor conducts the background investigation of applicant before job. Q20.Telenor conducts any physical or behavioral test to check the ability of new people for job.
9 Yes No 20
Calculations:
Interpretation:
Almost 69% of respondents answered Yes to the statement that Telenor conducts any physical or behavioral test to check the ability of new people for job. But 31% also answered No. By majority answers we can say that Telenor conducts physical or behavioral test to check the ability of new people for job.
Q21. Young Talent is preferred in Telenor than experienced people.
12 17
Yes No
Calculations:
Interpretation:
Almost 59% of respondents answered Yes that Young Talent is preferred in Telenor than experienced people but 41% also answered No to the same
statement. It means that Telenor prefers young talent employees over experienced people.
CONCLUSION
After collecting data through survey and information collected from internet, we have concluded that internal source of recruitment is mostly used in Telenor for recruitment. Telenor provides friendly atmosphere, gives monetary rewards and career guideline to its employees, which increases the motivation level and loyalty of employees with Telenor. Telenor prefers assertiveness and good communication skills in the candidates being hired by it. Telenor provides contract based and commission based jobs to increase the productivity of employees. Telenor also provides training facility to the employees to increase their efficiency. Skilled employees who are having good communication skills also attract the competitors customer. Telenor hires skilled employees who save the cost by minimizing waste of time. According to survey, the skilled and qualified employees increase the quality of services and in this way Goodwill of Telenor will increase.
RECOMMENDATION
Telenor
is
well-established
telecommunication
company
enjoying
overwhelming success and reputation in Pakistan having 22% of Market Share. Telenor recruitment process is effective but as it is said nothing is perfect and there is always room for betterment. They are doing their utmost efforts in hiring best possible employees. But one thing i have observed from survey is that Telenor is not using external source of recruitment which leads to limit the entrance of people out-side Telenor. So Telenor should also use external source of recruitment. In this way candidates holding values, culture of other organization and the new ideas which can improve the Telenor services remain inaccessible. During the survey I have observed that
lower level employees sitting in franchises do not receive rewards other than salary. So Telenor should also consider lower level employees while giving rewards. That will increase their motivation level and loyalty with Telenor. Telenor should provide career guidance to employees at every level. We hope that after following all the above suggestions Telenor can meet its objectives more effectively and efficiently.
APPENDIX QUESTIONNAIRE ON RECRUITMENT
We are the students of MBA 2nd semester at UOG are going to conduct a research on the Recruitment, and we have to collect some data about that topic and for this purpose we need your support. All data will be kept confidentially. NAME: __________________ GENDER: (Male / Female)
AGE: (18 - 25) / (26-35) / (36 - 45) / Above Tick the following suitable option: 1. Which type of recruitment is preferred in Telenor? a) Internal
b) External c) Both
2. Which media is used by Telenor for new jobs? a) Paper media
b) Electronic media c) Both
3. What are the types of rewards usually given to the employees to motivate them in Telenor? a) Monetary
b) Non-monetary c) Both
4. Internet is used for the purpose of recruitment in Telenor. a) Strongly agree d) Disagree b) Agree c) Neutral
e) Strongly disagree
5. Employees referrals are preferred in Telenor for recruitment. a) Strongly agree d) Disagree b) Agree c) Neutral
6. Skilled employees results in cost control in Telenor. a) Strongly agree b) Agree d) Disagree c) Neutral
7. Skilled employee saves cost by minimizing the waste of time. a) Strongly agree d) Disagree b) Agree c) Neutral
8. Skilled Employees play important role in increasing companys good will. a) Strongly agree d) Disagree b) Agree c) Neutral
9. Employees with good communication skill attract the competitors customers. a) Strongly agree d) Disagree b) Agree c) Neutral
10. Effective Recruitment Process is important to improve services of Telenor. a) Strongly agree d) Disagree b) Agree c) Neutral
11. Telenor takes influence of Qualified and Skilled workers in its services. a) Strongly agree d) Disagree b) Agree c) Neutral
12. Telenor provides rewards or bonuses to motivate their employees. a) Strongly agree d) Disagree b) Agree c) Neutral
13. Training is compulsory for all levels of employees to increase the efficiency. a) Strongly agree d) Disagree b) Agree c) Neutral
14. Commission bases jobs leads to increase the productivity in Telenor. a) Strongly agree d) Disagree b) Agree c) Neutral
15. Telenor provides friendly atmosphere to employees to increase motivation level. a) Strongly agree d) Disagree b) Agree c) Neutral
16. Telenor provide career development guideline to motivate their employees. a) Strongly agree d) Disagree Encircle the Yes or No option: 17. Does Telenor provide contract based jobs to improve the efficiency of employee? a) Yes
b) No
b) Agree
c) Neutral
18. Is special skills are needed in employee to deal with customers? a) Yes b) No
19. Telenor conducts the background investigation of applicant before job. a) Yes b) No 20. Telenor conducts any physical or behavioral test to check the ability of new people for job. a) Yes b) No 21. Young Talent is preferred in Telenor than experienced people. a) Yes b) No
WEB LINKS:
httpwww.eurojournals.com httpwww.eurojournals.comejss_11_4_14.pdf httpwww.eurojournals.comejsr_47_1_11.pdf httpwww.eurojournals.comejefas_24_15.pdf www.pdfarticles.com/.../research+articles+on+recruitment+and+selecti on.html www.montana.edu/.../PDF%20files/development%20of%20an%20interv iewer%20training%20manual.pd www.jmir.org/2005/1/e6/ http://www.telenor.com/ http://en.wikipedia.org/wiki/Telenor www.pdfarticles.com/topic/articles+on+employee+recruitment.html www.shrm.org/about/foundation/products/Documents/1109%20Recruit ing%20EPG-%20Final.pdf http://www.pdfarticles.com/topic/recruitment+articles+in+journal+of+ management+research.html http://www.pdfarticles.com/topic/pdf+files+on+articles+on+recruitmen t.html
ARTICLE REFERENCES
Ref: Hamzah, M.S & Abdullah, S.K (2009). Generic Skills in Personnel Development. Journal of University Putra Malaysia.Vol 11, 1-6 Ref: Abu Tayeh, N.S (2010) Human Resource Management Practice and their Impact on Personnel's Performance in Academic Libraries. Journal of Scientific Research.Vol47 (1), 118-121 Ref: Piotrowski.C & Armstrong.T. (2006).Current Recruitment and Selection Practices. North American Journal of Psychology.Vol8 (3), 489-496 Ref: Daly.A.J & Barker.M.C (2009).Preferences in Recruitment and Selection in A Sample of Australian Organizations. International Journal of Organizational Behaviour, Vol9 (1), 581-593 Ref: Asif.M.K (2010).Effects of Human Resource Management Practice on Organizational Performance. Journal of Economics, Finance and Administrative Science.Vol1 Ref: Robert.G.(2006).Recruitment and selection, 2nd Ed, London. Chartered Management Institute Ref: Wursten.H. (2009). Intercultural Issue in Recruitment. Journal of itim International.Vol1 Ref: Marchack.S (2007).Alternative Recruitment Strategies.Gov of Trinidad and Tabago.Vol1

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EXECUTIVE SUMMARY

1|Page Business Research Report

OUR RESEARCH AREA

3|Page Business Research Report

4|Page Business Research Report

Ref: (http://www.telenor.com) (http://en.wikipedia.org/wiki/Telenor)

ANALYSIS OF OUR SURVEY

7 Internal 1 21 External Both

3 13 Paper Media Electric Media 13 Both

3 6 Monetary Non-monetary 20 Other

Strongly Agree Agree Netural Disagree Strongly Disagree

Strongly Agree Agree Netural Disagree

Strongly Agree Agree Netural Disagree

Q7.Skilled employee saves cost by minimizing the wastage of time.

Strongly Agree Agree 15 Netural Disagree Strongly Disagree

Strongly Agree Agree Netural Disagree 22 Strongly Disagree

Strongly Agree Agree 14 15 Netural Disagree Strongly Disagree

Strongly Agree Agree Netural Disagree 22 Strongly Disagree

Q11.Telenor takes influence of Qualified and Skilled workers in its services.

Strongly Agree Agree Netural

Disagree Strongly Disagree

Strongly Agree Agree Netural Disagree

2 Strongly Agree Agree Netural Disagree 25 Strongly Disagree

Strongly Agree Agree Netural

Disagree Strongly Disagree

Strongly Agree Agree Netural Disagree Strongly Disagree

Strongly Agree Agree Netural Disagree 9 Strongly Disagree

Q19.Telenor conducts the background investigation of applicant before job.

APPENDIX QUESTIONNAIRE ON RECRUITMENT

2. Which media is used by Telenor for new jobs? a) Paper media

b) Electronic media c) Both

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