Employees Recruitment and Selection Process

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ALLAMA IQBAL OPEN UNIVERSITY
(Department of Business Administration) Assignment # 2
Human Resource Management (5532)

TOPIC: EMPLOYEES RECRUITMENT AND SELECTION PROCESS
Submitted to: Sir Asif Iqbal Submitted by: Ishtiaq Ahmed(0333-6824303) AH-526270

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ACKNOWLEDGEMENT
All praises to Almighty Allah, the most Gracious, the most Beneficent and the most Merciful, who enabled me to complete this assignment. I feel great pleasure in expressing my since gratitude to my teacher, for his guidance and support for providing me an opportunity to complete my Project. My special thanks and acknowledgments to Mr. Zeeshan for providing me all relative information, guidance and support to compile the practical study at Telenor. I will keep my hopes alive for the success of given task to submit this report to my honorable teacher Sir Asif Iqbal, whose guidance; support and encouragement enable me to complete this assignment.

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EXECUTIVE SUMMARY
“The today’s world moves at neck breaking speed & it calls for a decisive action” “Quantum Leap thinking” The culture is one in which every employee is treated as if he or she is the most significant person in the company regardless of his position. Excellence is demanded from everyone at the company from assembly line workers to the CEO. There is a saying that the only constant thing in life is the change. It is a natural phenomenon that every individually responds negatively to the changes in the normal settings. Normally the changes in the strategies encourage developing new conflicts among the employees and with the management this is the actual problem we studied in my report.

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Employees Recruitment and Selection Process
Table of Contents Title page Acknowledgement Abstract Table of contents Introduction to the issue Practical study of organization Data collection methods SWOT analysis Conclusion Recommendations References Page No 01 03 04 05 06 9 17 16 20 21 22

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Introduction to Topic
Recruitment
“Recruitment refers to the process of attracting, screening, and selecting qualified people for a job” For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.

Types of Recruitment:
Recruitment is of two types,

1.Internal Recruitment
“Internal Recruitment 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 - Transfers, promotions and Reemployment of ex-employees. Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also. Internal recruitment may lead to increase in employee’s productivity as their motivation level increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains the organization from new blood. Also, not all the manpower requirements can be met through internal recruitment. Hiring from outside has to be done. There are three sources of Internal Recruitment
a. Transfers 5

Employees Recruitment and Selection Process b. Promotions (through Internal Job Postings) and c. Re-employment

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of ex-employees - Re-employment of ex-

employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also. 2. External Recruitment “External sources of recruitment have to be solicited from outside the organization “ External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include - Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations etc. There are following ways of External Recruitment,
a. Employment at Factory Level - This a source of external

recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as “badli” workers.

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Employees Recruitment and Selection Process b. Advertisement - It is an external source which has got an

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important

place

in

recruitment

procedure.

The

biggest

advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television.
c. Employment Exchanges - There are certain Employment

exchanges which are run by government. Most of the government through government undertakings exchanges. has agencies and concerns employ people in through such Now-a-days become recruitment

compulsory

employment exchange.
d. Employment Agencies - There are certain professional

organizations which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.
e. Educational Institutions - There are certain professional

Institutions which serve as an external source for recruiting fresh graduates from these institutes. This kind of recruitment done through such educational institutions is called as Campus Recruitment. They have special recruitment cells which help in providing jobs to fresh candidates.
f. Recommendations - There are certain people who have

experience in a particular area. They enjoy goodwill and a stand in the company. There are certain vacancies which are filled by recommendations of such people. The biggest drawback of this source is that the company has to rely totally on such people which can later on prove to be inefficient.
g. Labor Contractors - These are the specialist people who

supply manpower to the Factory or Manufacturing plants.
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Through these contractors, workers are appointed on contract basis, i.e. for a particular time period. Under conditions when these contractors leave the organization, such people who are appointed have to also leave the concern.

Recruitment Process
Job analysis
The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. Oftentimes a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description ensures the recruitment effort starts off on a proper track for success.

Sourcing
Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in #1. This initial research for so8

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called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened (see below).

Screening and selection
Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. Other resume screening criteria may include length of service, job titles and length of time at a job. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing.

Selection
“Employee Selection is the process of putting right men on right job”

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It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.

Selection Process:
The Employee selection Process takes place in following orderPreliminary InterviewsIt is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The
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candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews. Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record Written selection of the Testscandidates Various are such as details about age, during test, qualifications, reason for leaving previous job, experience, etc. written aptitude tests test, conducted intelligence procedure

reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased. Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer. Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism. Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

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Practical Study Organization

of

the

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COMPANY PROFILE
Telenor ASA is an international provider of high quality telecommunications, data and media communication services. It ranks as world’s 7th largest mobile operator with a total of 164 million subscribers in its mobile operations. Telenor Pakistan Telenor Pakistan is 100% owned by Telenor ASA and adds on to its operations in Asia Malaysia and Bangladesh. Telenor together with Thailand, Pakistan launched its

operations in March 2005 as the single largest direct European investment in Pakistan, setting precedence for further foreign investments in the telecom sector. The company has crossed many milestones and grown in a number of directions, making Telenor Pakistan a leading telecom operator of the country. Telenor is the fastest growing mobile network in the country, with coverage reaching deep into many of the remotest areas
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of Pakistan. In the most difficult terrains of the country, from the hilly northern areas to the sprawling deserts in the south. It is keeping ahead by investing heavily in infrastructure expansion. With USD2 billion already invested, it has extended agreements with its vendors for network expansion and services until 2009. The agreements, with a potential to result in USD750 million worth of orders from Telenor Pakistan, are some of the best of their kind in the industry. Telenor spread across Pakistan, cretin g 2,500 direct It 25,000-plus indirect employment opportunities. has is and a

network of 23 company-owned sales and service centers, more than 200 franchisees and some 100,000 retail outlets.

HISTORY OF TELENOR
Telenor acquired the license for providing GSM services in Pakistan in April 2004, and has launched its services commercially in Islamabad, Rawalpindi and Karachi on March 15, 2005. The official opening was held in Islamabad with the President of Pakistan General Pervez Musharraf as the guest of honor and a Telenor delegation headed by CEO Telenor Jon Fredrik Baksaas. On March 23, 2005 Telenor started its services in Lahore, Faisalabad and Hyderabad. Telenor will be launching its services in other cities as per the roll out plan. Telenor has its corporate headquarters in Islamabad, with regional offices in Karachi and Lahore. The license terms stipulate that by year 4, Telenor will cover 70% of Pakistan's 297 administrative Tehsil headquarters. Telenor will fulfill the license requirements and provide superior quality coverage. Telenor is proud to build
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mobile communication infrastructure in Pakistan and looks forward to combining its experience in mobile technology with the local Pakistani high level of competence. Telenor’s primary aim is to offer top quality mobile services and promote healthy competition in the mobile market. The company has covered several milestones over the past eleven months and grown in a number of directions. Telenor has successfully signed interconnect agreements with all four incumbents during December 2004, allowing its subscribers to exchange voice and data with subscribers on all active mobile networks including Paktel, Instaphone, Ufone, Mobilink and Warid. Upon the successful set up of our LDI unit, Tore Johnsen CEO and President of Telenor Pakistan, and Kjell Nordbo, CTO, made the first official TP international call to Norway on January 27. Now Telenor is operating world wide in 13 countries with more than million people in their services.

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Practical Study of the Organization with respect to the Issue
Recruitment and Selection process of Telenor

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JOB ANALYSIS AND PREPARATION OF JOB DISCRIPTION
JOB ANALYSIS
When hr department is asked or demand for more employees in any other department, the first they compile activity the whole HR job department performs that duties, responsibility grade, they prepares the job

work unit and placement description.

and afterwards

Job description
A single job description is prepared for two purpose, first they use it to publish it in the local newspaper which have a nationwide network and secondly they use the same job description for the website where the online application facility for the new employment. Job description they prepare for the newspaper has a slight difference from the job description they have on their website. Job description they prepare for the newspaper is very simple but the components they have in this job description are as follows, Job title: Includes the job title for which it is being advertised Department: For which department the job is required Responsibilities: Includes the key areas to perform, autonomy and power. Specification: Includes the basic skills, knowledge, ability, experience and educational background Gender: They specify the gender for the particular Working location: Sites where he/she has to place for job

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At the end the HR department specify the address of their particular regional head office and main head offices for these advertisement where the candidates send their resumes.

Recruitment and Selection
Group/organization always formed with two or more than two people. For this reason hiring of the people from different sources is very necessary and important on its side. Because its (recruitment/selection procedure) performance further leads the organization to success or failure that how they are recruiting people whether it from within the organization uses different or outside the organization. Every organization kind of methods and techniques for hiring the people.

In human resource language we can say that, People are most valuable assets for any organization

Recruitment Procedure
Telenor Pakistan as it is said that they are new here in Pakistan market and they are facing too many challenges, in which the hiring of the people is very important still the activity of hiring the people after its establishment of 6 months is going on, the most acceptable reason for this, it is on the growth stage of its product development, we know that with the establishment of the its network they have to hire more and more workers/ executives and managers on their side, Different methods they are using for hiring their employees are as follows,
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Internal recruitments
Internal recruitment stands for the recruitment within the organization, as they are newly established business they do not have any kind of internal recruitment still they are focusing on hiring the people from outside.

External recruitment
External employees recruitment from stands for the recruitment of the other source/externally. They perform different kind

of steps in this category, For the external recruitment first the need for the new employment is created or if it is being demanded by any department. Human resource department first identifies the need of that job, particular its expenses in hiring that employee(s), time required for its training and orientation in Telenor Pakistan. After the approval of the manager of human resource department, different methods they adopt for the external recruitment are as follows,

Advertisement through news paper:
Telenor Pakistan also has jobs advertisements through newspaper. In news paper they mention proper job title, job descriptions, experience required, placement, educational requirement are also mentioned

there and time and date for leaving the required documents and place to where these documents are to leave.

Advertisement through official website of Telenor Pakistan:
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Telenor also gets the job applications from net through its official web site of organization. There is formal network or database has been formed for online applications and people can leave their resumes their on net and they are assigned with specific resume number and they have facility of being edited it afterwards and beside it there is also option of currently offering jobs anywhere in Telenor is also presented there and people are given option to apply for their particular job at the time when they required to.

Online recruitments
There is also a third method that Telenor adopt and it is online recruitment. The persons who are interested in job can make their account on Telenor website and can upload there resumes. Telenor also take help in recruitment process through these online accounts.

SELECTION PROCEDURE
After Recruitment, the HR managers again work together to shortlist the applications. This is done by carefully going through all the application and by giving different weightage to the following criteria Quality of early schooling Grade obtained Extra Curricular activities Overseas travel and education Age Target University Relevant experience

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The HR Department then issue call letters to the short listed candidates along with blank application forms by Date, time and venue advised and candidates are asked to for the preliminary interview is

bring along completed application forms. Panel of HR and line management carries out competency-based interviews focusing on functional skills and managerial and supervisory skills. After the preliminary interview is cleared people applying for different jobs are tested in different ways. The following management competencies are assessed by a panel of cross functional assessors In the case of management selection:

Communication skills Resource management Rational decision making Influencing Creative thinking Business development Resource management Rational decision making The HR department is responsible for overall administration of the assessment centre including training of the assessors. The HR department provides details of remuneration package and terms and conditions of service. The HR department also prepares appointment letter, service agreement and finalizes other documentation for service record.

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SWOT analysis
Telenor is a popular and leading telecommunication company having different department. recruitment and selection process is don by HRM .according to my topic which is “Employees Recruitment and Selection process “ there is many strengths , weakness, opportunities and threats were found in Telenor these are given below.

Strength:

Internal recruitment Effective HRM for external recruitment and selection.

Weakness:

Selection through reference Third party contractual
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Opportunities:
• Unemployment

Threats:
• • Negligent hiring Biased

Conclusion
The topic which was assign was “Employees Recruitment and Selection process “ For every organization recruitment and selection Is very important because human capital is a basic asset for an organization. If organization does negligent hiring then that person can give loss to the organization. So it is important for an organization that the pure and fair hiring should take place. I have selected Telenor for my practical study. I have concluded in my study that Telenor mostly adopt internal Recruitment for the further
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selection process. For external Recruitment there is an effective HRM department that does external Recruitment form its standard procedure. But there is a need of innovation in that process.

Recommendation

For making the Recruitment and Selection process more accurate Telenor must have to take following steps, • • Monitoring and measuring performance Developing the capacity to perform
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Don’t fully depend on Recruitment and Selection Agencies Should bi avoid from Reference hiring

Reference
Project report “Study of human resource management in telecommunication ” www.slideshare.com http://www.telenor.com.pk/ http://www.telenor.com.pk/careers/whyTelenor.php
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http://en.wikipedia.org/wiki/Telenor_Pakistan http://www.scribd.com/doc/24651033/HR-REPORT-culturalcompatible-practices-inTELENOR

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