Nabila Mir Rind

HUMAN RESOURCE MANAGEMENT

Contents
HUMAN RESOURCE MANAGEMENT ........................................................................................................... 1
Purpose of HRM .................................................................................................................................. 3
Types of Recruitment .......................................................................................................................... 5
Internal recruitment ............................................................................................................................ 5
Strengths of internal recruitment ....................................................................................................... 5
Weaknesses for internal recruitment ................................................................................................. 6
External recruitment ........................................................................................................................... 6
Strengths of external recruitment....................................................................................................... 6
Weaknesses of external recruitment .................................................................................................. 6
Different recruitment approaches used in Telenor ............................................................................ 6
HRM practices used in Telenor ........................................................................................................... 7
Human resource management is used by both the employers and employees to control the
activities and improve the organizational performance ..................................................................... 7
Retaining qualified employees ............................................................................................................ 7
Encouraging Positive Behavior ............................................................................................................ 7
Developing Employees ........................................................................................................................ 7
Improving performance management system .................................................................................... 8
Developing good relations .................................................................................................................. 8
Building a Flexible Workplace ............................................................................................................. 8
Motivating Workers ............................................................................................................................ 8
Different HRM practices in Telenor to support evaluation ................................................................. 8
Maintain Adequate Staffing ................................................................................................................ 9
Maximize Employee Performance ...................................................................................................... 9
Facilitate Change Management ........................................................................................................ 10
Telenor objectives for HR profits and productivity ........................................................................... 10
Bibliography....................................................................................................................................... 10
 References ......................................................................................................................................... 10

Overview of the organization

On 26th May 2004, Telenor was established in Pakistan and became a whole owned subsidiary. In
addition to this this, it was awarded a GSM license that helped to build a mobile network based in
Pakistan. According to Telenor Pakistan, people such as employees are their success drivers, and that
makes their careers important to us. Management of Telenor Pakistan will provide opportunity to
employees for being mentored, nurtured and empowered so they can create something inspirational
that influences the lives of 43 million people every day. Management of Telenor Pakistan believes in
“Connecting people to what matters most by empowering societies’’. In Telenor, employees will find
open acceptability of ideas, innovation and diversity.(Telenor Pakistan, 2019).

Purpose of HRM

The human resource management function is used for arranging for resource. This function is based on
achieving business objectives. HRM function is based on fulfilling the staff needs. They are responsible
for maintaining employee portfolios and also effective employee engagement. The success of HRM
function is based on the way through which they manage their employee base and processes.
(Whatishumanresource.com, 2019)

Human Resource Department is an integral part of any organization. Also, the Human Resource
Manager (HRM) is a member of the management. Four basic functions of Human Resource
Management are Planning, Directing, Controlling and Organizing.

 Functions of HRM
 Recruitment and selection
 Training and development

Recruitment and selection: A lot of attention and resources are required to draw, employ and hold
the prospective employees. A lot of elements go into this function of recruitment, like developing a job
description, publishing the job posting, sourcing the prospective candidates, interviewing, and salary
negotiations and making the job offer.

Training and Development: On the job training is the responsibility of the HR department. Fresher
training may also be provided by some companies for both new hires and existing employees. This
Fresher training is mainly done to make the employees up to date in their respective areas as required
by the company. This function makes the employees understand the process and makes it easy for
them to get on their jobs with much ease. During the process of the training and development, the
results are monitored and measured to find out if the employees require any new skills in addition to
what he/she has.

Professional Development: This is a very important function of Human Resource Management. This
function helps the employees with opportunity for growth, education, and management training. The
organization undertakes to sponsor their employees for various seminars, trade shows, and corporal
responsibilities. This, in turn, makes the employees feel that they have been taken care by their
superiors and also the organization.

Compensation and Benefits: Compensation and benefits refers to the compensation/salary and
other monetary and non-monetary benefits passed on by a firm to its employees. Compensation and
benefits is an important aspect of HRM as it helps to keep the workforce motivated. It helps give
benefits to employees based on their performance and actions and brings the best out the employees
at workplace. Companies hire people individual to achieve their organizational goals and people
join companies to earn money & build their career. One of the biggest factors why people join
companies in the compensation and benefits, salaries, perks, incentives etc which is given to them.
Apart from the company's reputation and job profile, the money offered as a salary is pivotal in
attracting people to work for the organization.

Performance Appraisal: This function of Human Resource Management is to help the organization
in finding out if the employee they have hired is moving towards the goals and objectives of the
organization. On the other hand, it also helps the company to evaluate whether the employees needs
improvement in other areas. It also helps the HR team in drawing certain development plans for those
employees who have not met the minimal requirements of the job.

Ensuring Legal Compliance: To protect the organization this function plays a crucial role. The HR
department of every organization should be aware of all the laws and policies that relate to
employment, working conditions, working hours, overtime, minimum wage, tax allowances etc.
Compliance with such laws is very much required for the existence of an organization.
Figure 1 - Sources of recruitment

(Wade, 2010)

Types of Recruitment

There are various types of recruitment which is used by the HRM department for the purpose of
attracting employees in Telenor:

Internal recruitment

Internal recruitments take place from within the organization of Telenor. This means that no outside
employees are hired in the internal recruitments process (Bizfluent, 2019). There are different ways
through which management does internal recruitment:

 Transfers
 Promotions
 Re-employment of ex-employees

Strengths of internal recruitment – the use of internal recruitment method is cost-effective

and can also help in boosting the morale of employees. It will help in retaining employees and other
employees will also try their best to achieve success such as promotion. The major strength of internal
recruitment is that it strengthens employee’s engagement. The more opportunities are provided to
employees and it will help them in advancing their careers. This would also improve the morale of
employees and they will work with more efficiency.
Weaknesses for internal recruitment – it put limitation over a number of potential
candidates and also the orga lack fresh ideas. The major weakness of internal recruitment is that it
causes inflexibility in culture. Internal recruitment makes employee working in more comfortable in
managing their work. (Gavrel, 2015)

External recruitment

External recruitments are done by attracting candidates from outside . External sources used for
recruiting employees are as follows:

 Advertisements
 Employment agencies
 Educational institutions
 Recommendations

Strengths of external recruitment

Telenor can get new and fresh ideas. The employee becoming part of it also brings industrial insights
with him. External recruitment increases the level of competition. This helps in becoming more
competitive and employee’s tries their best to improve their efficiency due to this increased efficiency.
This type of recruitment is fairer and it helps the in maintaining their reputation in market

Weaknesses of external recruitment – it is a costly and time-consuming process. When an

.
employee is externally recruited than he will also take time to adjust in the business environment If
right candidate is not selected that the organization will only incur cost. When new employees are
hired than this may cause an environment of dispute with the existing employees and this cause
ineffective working environment and impacts working performance of employees (Al-Kassem, 2017)

Different recruitment approaches used in Telenor

HRM department helps the business in achieving competitive advantage. Employees act as an asset of
an organization and human resource department is responsible for the hiring and selection of
employees. If employees are selected after evaluating their hard and soft skills both than it is evident
that they are able to work with efficiency. Efficient employees will help in achieving tasks on timely
basis. When employee is competent he is able to finish the work on given target and also they are
capable of meeting deadlines. The accomplishment of workforce is directly related to the competence
of employees working in an organization. Role of HRM is critical for achieving business objectives. They
can help in retaining most effective workforce which will help in achieving targets on timely basis. This
helped in improving the organization’s commitment with the employees and this would help them in
making employees more committed with the work. The HRM department is responsible for training
and development of their employees and this would help the employees working in an organization
work in more effective manner (Hoffmann, 2014)
HRM practices used in Telenor

Recruitment and selection is one of the few activities which every organization in every industry, sector
and region is involved in at some stage. However, just because every organization must practice
recruitment and selection does not mean that all organizations understand just how important your
recruitment and selection practices are on the overall running of the organization- and more
importantly your organizations bottom line. The right recruitment and selection process can have many
advantages to an organization- it firstly looks to identify new talent which can fill the position available
but it can also be used as a way of gaining a competitive advantage through people, which is not easy
for other companies to copy (Tullar, 2005). Getting recruitment and selection process wrong can have
a major impact on an organizations bottom line- a combination of the money invested in the process,
combined with the time spent possibly training the new staff, is high enough, without having to do it
constantly due to not being able to identify the right person the first time around (Al-Kassem, 2017)

Human resource management is used by both the employers and employees to

control the activities and improve the organizational performance

Typical activities involved in HRM are hiring, training, paying, employee benefits administration and
also firing. For employers, they manage employee relations and identify ways to cut labor costs. For
employees, they protect their rights, ensuring that employers operate within the scope of employ.

Retaining qualified employees provides easy access and flexibility in employee’s benefits. So
their employers can have the qualified staffs for the organization. By this they manage the risk and
easing the organizations burdens.

Encouraging Positive Behavior

Hrm provides a positive working environment and favorable benefits for their employees through the
HRM practices, motivating them to be more productive. The opposite side of the culture may lead the
employees to complete dissatisfaction.

Developing Employees

HRM practices satisfy employees and encourage them to add values to a company's intellectual
property. Its competitive advantage is increased by their employees’ knowledge and skills. Sains HRM
as their one of the effective capital for helping employees to improve. The organization provides some
facilities like as education and training to use and share knowledge.
Improving performance management system HRM helps to motivate the employees to
increase their productivity as well as overall performance. It also helps to maintain the alignment
between the employers and the employees. Their performance management systems help them to
recognize and reward the best employees.

Developing good relations

Maintaining good relationship with the employees help the employers to track their progress. It also
helps to assess the performance and takes the actions necessary for controlling them. The HRM also
drafts the business and marketing plan for the company.

Building a Flexible Workplace HRM practices reflect changes the locations in the workplace.
Current workers of the organization may expect different conditions than those were in past. Today’s
workers are more diverse and so there skills. So it’s now easy to maintain more flexibility (Christensen
et al., 2008). Because of retaining policy of Sainsbury’s, they provide flexible workplace including
flexible design of work environment, work assignment, composition of work teams, work location,
accountability method and types of communication. In such type of workplace, employees can
customize aspects of their job to suit their lifestyle.

Motivating Workers

Managers of the organization try to maximize employee performance. So the employers try to recruit
or promote managers who can manage workers effectively and efficiently. Managers provides HRM
practices to help employees increase the thinking of being unique in their position and positively
helping the organization. Because employees working under positive managers tend to feel more
motivated as a result the productivity will be increased automatically as they start to think that they
are the indispensable part of the company.

( Cadogan2019)

Different HRM practices in Telenor to support evaluation

HRM practices are beneficial for both the employer and employee within the company. HRM Practices
in any organization directly affects the performance of employee. HRM Practices with benefits like
flexible job definitions, cross training and work teams, incentive based pay will definitely improves the
employee performance.

Employers design these various formalized HRM Practices to improve employee’s performance but
research has shown that HRM Practices without benefit may act as a burden on the employee rather
than improving performance. Yoon Jik Cho and Theodore H. Poister (2013) focused on Enlightened.
There are various HRM Practices bundles designed and practiced for employees. Formalized HRM
Practices include attract and retain talent, train people for challenging roles, develop skills and
competencies, promote team spirit, improves job satisfaction through attractive remuneration,
enhance standard of living of employees, develop cordial industrial relations and generate better
employment opportunities.HR Practices which has direct impact on the employees performance and
productivity. HR Practices with benefits like flexible job definitions, cross training and work teams,
extensive reliance on incentive pay performance based compensation, talent based recruitment and
selection practices, various motivational HR practices leads to improved performance of the
employees. According to B. P. Cozzarina,* and S. A. Jeffreyb (2014) in his research on Human resource
management practices and longitudinal workplace performance by Katou (2012) showed that HRM
policies have a positive effect on organizational performance through employee attitudes (satisfaction,
commitment, motivation) and employee behaviors (absences, turnover, disputes).Wright et al. (1994),
distinguished between the firm's human resources (i.e., the human capital pool) and HR practices Irfan
Saleem1 & Aitzaz Khurshid (2014) suggests that HR practices should be implemented with the intent of
maximizing employee’s outcome that in turn will improve Organizational Performance through
enhanced Organizational Commitment of employees, Transparent Recruitment & Selection, Training &
Development opportunities for employees and Performance based Compensation of competent
employees. HRM helps in achieving that includes profit and productivity as a business owner, you often
focus on the big picture, which usually involves establishing the proper organizational structure,
developing high-quality products and services and finding effective ways to market those products and
services. However, equally important are your company’s mission statement and vision statement,
which can get lost in all the big-picture thinking. A strong HR department can ensure that you hire
people that are aligned with the “why” of your company. By understanding the core principles and
values that make your company unique, HR leaders can ensure that you develop the right programs,
initiatives and events to focus your staff on the purpose that drives their daily activities.

Maintain Adequate Staffing

Human resources managers are first concerned with ensuring that the business is properly staffed and
thus able to pull in the human resources it needs. This involves designing organizational structures and
identifying under what type of contract different employee groups will work. The right people are then
recruited and trained. HR managers compete in the job to ensure only the best and most talented
employees are recruited to assist in meeting the goals and objectives such as profitability.

Maximize Employee Performance

Once the required workforce is in place, HR managers must ensure that employees are well motivated
and dedicated so as to maximize their performance. By use of various motivational techniques such as
promotion, increased pay and benefits such as company cars, HR managers can shore up an individual
employee’s performance. They also train employees and negotiate improved performance . HR
managers can also assist in disciplining errant workers if their performance or conduct is unsatisfactory.
Facilitate Change Management

In an organization, change is inevitable. It can be structural, requiring the reorganization of activities or

hiring new people to fill in particular roles. At other times, change occurs to alter attitudes,
philosophies and established organizational norms. HR managers recruit or develop people with the
necessary leadership skills to steer the change process.Human Resource management in an
independent and intangible variable, market value depends on intangible variable. Shih, Chiang, and
Hsu observed that the part of framework of human resource development is retaining and recruiting
the perfect employees. The cooperative goals of the organizations can be shared and applied through
knowledge, employee’s capacity and competence hold by the organization through training and
encouraging environment. Expansion in productivity and business performance expand the Future
returns. Future returns depend on the employee’s skills and abilities. Hardre study the impact of
resourcing and growth on the employee’s attitude which include motivation, satisfaction and
commitment. Personnel training and development and organizational development contribute to
unleashing human expertise and to enhance performance. Organizational performance and
productivity is positively affiliated with comprehensive training activities. The effectiveness and
efficiency of public sector depends on the positive future oriented employee development. There is a
positive relationship between business performance and employee development. Performance
management programs have impact on this relationship. The employee development depends on the
two important measures, training and promotion. There is a significant relationship between
investment in employee development and business performance. The use of HR practices is related to
improved financial outcomes (measure: net margin), organizational outcomes (measure: client
satisfaction) and HR outcomes (measure: sickness absence). Furthermore, with respect to HR and
organizational outcomes, the hypotheses concerning the full mediating effect of job satisfaction are
confirmed. Humans are the basic resource for having competitive edge in the market for the majority
of the organizations and Telenor Pakistan is one of these. With one of the best HR structure in Pakistan
that gives it an edge over its competitors.

Telenor objectives for HR profits and productivity

Humans are the basic resource for having competitive edge in the market for the Telenor Pakistan is
one of these. With one of the best HR structure in Pakistan that gives Humans are the basic resource
for having competitive edge in the market for the majority of the organizations and Telenor Pakistan is
one of these. HR strategy refers to the specific human resource management course of actions that a
company follows to achieve its objectives. In Telenor Pakistan the HR process is done in accordance
with its mission. The first step that HR planners do is rife the culture of Telenor.

Bibliography

References
Al-Kassem, A. (2017). Recruitment and Selection Practices in Business Process Outsourcing
Industry. Archives of Business Research, 5(3).

Bizfluent. (2019). Definition of Recruitment & Selection. [Online] Available at:

https://bizfluent.com/about-5208890-definition-recruitment-selection.html [Accessed 27 Oct. 2019].

Business Jargons. (2019). what is Selection Process? Definition and meaning - Business Jargons. [Online]
Available at: https://businessjargons.com/selection-process.html [Accessed 27 Oct. 2019].

Callaghan, S. (2005). Primary Care Trust Workforce Planning and Development Primary Care Trust
Workforce Planning and Development. Nursing Standard, 20(5), pp.36-36.

Gavrel, F. (2015). Participation, Recruitment Selection, and the Minimum Wage. The Scandinavian
Journal of Economics, 117(4), pp.1281-1305.

Hoffmann, K. (2014). Measuring HRM Effectiveness as a Challenge to Contemporary HRM Scientists

(HRM Context). Kwartalnik Ekonomistów i Menedżerów, 33(3), pp.7-24.

Telenor Pakistan. (2019). About - Telenor Pakistan. [online] Available at:

https://www.telenor.com.pk/about/ [Accessed 6 Nov. 2019].

Tullar, W. (2005). Theory development in human resource management. Human Resource

Management Review, 1(4), pp.317-323.

Wade, M. (2010). Soft Selection, Hard Selection, Kin Selection, and Group Selection. The American
Naturalist, 125(1), pp.61-73.

What is human resource.com. (2019). Functions of Human Resource Management - Recruitment &
selection (Staffing) - Training & Development - Appraising - Motivating - Compensating &Benefits -
Employee development. - What is Human Resource?

(Defined) Human Resource Management Topics - Labor Laws - High Courts & Supreme Court Citation -
Case Laws. [online] Available at: http://www.whatishumanresource.com/Human-Resource-
Management-functions [Accessed 27 Oct. 2019].

Concepta Cadogan Director in accounting in finance

Yoon Jik Cho and Theodore H. Poister (2013) focused on Enlightened HRM practices B. P. Cozzarina,*
and S. A. Jeffreyb (2014) in his research on Human resource management practices and longitudinal
workplace performance

Irfan Saleem1 & Aitzaz Khurshid (2014) suggests that HR practices should be implemented with the
intent of maximizing employee’s outcome that in turn will improve Organizational Performance

Wright et al. (1994), distinguished between the firm's human resources (i.e., the human capital pool)
and HR practices
Katou (2012) showed that HRM policies have a positive effect on organizational performance through
employee attitude