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2nd Assignment

Employees Recruitment and Selection Process

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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Employees Recruitment and Selection Process

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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Table of Contents Page No

Title page 01

Acknowledgement 03

Abstract 04

Table of contents 05

Introduction to the issue 06

Practical study of organization 9

Data collection methods 17

SWOT analysis 16

Conclusion 20

Recommendations 21

References 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 Re-
employment 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
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b. Promotions (through Internal Job Postings) and
c. Re-employment 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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b. Advertisement - It is an external source which has got an
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 undertakings and concerns employ people
through such exchanges. Now-a-days recruitment in
government agencies has become compulsory through
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 so-
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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 order-
Preliminary Interviews- It 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 of the candidates such as details about age,
qualifications, reason for leaving previous job, experience, etc.
Written Tests- Various written tests conducted during
selection procedure are aptitude test, intelligence test,
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 of the


Organization

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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 together with Thailand,
Malaysia and Bangladesh. Telenor 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 is
spread across Pakistan, cretin g 2,500 direct and
25,000-plus indirect employment opportunities. It has 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 activity HR department performs that
first they compile the whole job duties, responsibility grade,
work unit and placement and afterwards they prepares the job
description.

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 or outside the organization. Every organization
uses different kind of methods and techniques for hiring the people.
In human resource language we can say that,
People are most valuable assets for any 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 recruitment stands for the recruitment of the
employees from 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, placement,
experience required, 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
for the preliminary interview is advised and candidates are asked to
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-cultural-
compatible-practices-in-

TELENOR

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