Key Features of ORANGE HR

Training Management 

• Maintains a Skill sheet for each employee 

• Allows identification of key positions in the organization and their mapping to required
skills, competencies, job descriptions, qualifications and experience profiles 

• Training Request from Employee/ Department and Approval 

• Trainer Database Management 

• Training Scheduling 

• Informing Trainer and Trainee on mail 

• 360° feedback Training Performance Tracking (Trainer and Trainee , manager) 

• Track Training Costs by type - department-wise cost allocations 

• Training History maintenance 

360 Feed Back Of Employee 

• 360° feedback Training Performance Tracking 

• This leads to dramatically more useful and actionable feedback for the appraise, with
resultant hugely enhanced behavior and Performance improvement. 

o PEERS: Questions about teamwork (and related). 

o CUSTOMERS: Questions about customer service (and related). 

o MANAGER/S: Questions about the employee's job competency and behaviors. 

o DIRECT REPORTS: Questions about the manager's management style and practices. 

o (Post Salary, grade, Effective Date ,new designation,% increase in salary, Reason for
Promotion - Demotion) 

• Next revision date & reminders 

• Appraiser can post comments and set objectives for those appraised. Follow up on these
objectives can be done through the system. 

• User defined Competencies for different levels of appraisal 

• User defined appraisal reasons and ratings 

Leave Management 
• Company wise Leave Policy – user define leave Grade-wise Paid / Unpaid. 

• Leave Application: Employee can apply for leave online & HR/Authorized user will get alert
notification for same. 
 • Employee Leave Approval : it can be approved by the Supervisor or admin or hr manager –
on the basis of leave balance of employee and availability of alternate employee 

• Employee Leave Carry Forward: leave carry forward process done automatically as defined
period in leave master. 

• Leave Cancellation: if leave is approved incase if employee remain present on that day then
admin can cancel the leave. 

• Leave Encashment: employee can put request of leave Encashment after define period of
that leave and admin get alert for that and also save all records.

(Source:http://webcache.googleusercontent.com/search?
q=cache:nvRRmJMADf8J:www.payrollsoftware.co.in/downloads/Online_Payroll_HRMS(v
1).pps+journal+on+Hr+policices+of+orange+in+india&cd=10&hl=en&ct=clnk&gl=in)

HR Policies of Orange

 Orange Mobile is the business unit of theJordan Telecom

Group that is responsible for providing Europe mobile services to the Jordanian
market. Mobile Com  was registered in September 1999 as a wholly owned subsidiary
of Jordan Telecom. Presently, with almost 1.6 million mobile subscribers, as estimated by
end of 2007 (Hawamdeh, 2008 b), Orange Mobile is the second-largest Jordanian mobile
operator in terms of its customer base and market share

Source: European Journal of Economics, Finance and Administrative Sciences ISSN

1450-2887 Issue 17 (2009)
© Euro Journals, Inc. 2009

Hr Aspects of Orange In general

FAVOURING THE EMPLOYMENT OF SENIORS
In France, Group signed a major agreement on November 26, 2009 with the main union
organizations on the employment of seniors and measures in favour of second careers.
Entered into for a period of three years (from 2010 to 2012), it plans concrete actions to
encourage the continuation of and access to employment by seniors in order to take
advantage of their experience, transfer knowledge, andsupport and facilitate retirement.

         Among the planned measures, a “career milestone” interview will be implemented for
employees aged 45 or more.
         For employees of 55 or older, a “senior’s milestone” interview allows the study of
retirement arrangements and prepares for the transition from active employment to
retirement.

         A “part-time seniors” mechanism will allow employees eligible for retirement within three
years to adjust their work schedule during this time if they wish.

         Lastly, in order to encourage the transfer of know-how, the Group is committed to providing
1,600 trained instructors or apprenticeship supervisors by the end of 2012

TP EmiTel, Orange’s Polish subsidiary

receives the “Solid Employer 2009”
award
28 May, 2010 - TP EmiTel, a FT Group subsidiary, became laureate of 6th edition of Solid
Employer of the Year programmed and received the title of  ‘Solid Employer 2009’  [Solidny
Pracodawca 2009] in all-polish rank.

From six years ‘Solid Employer of the Year’ is one of the most prestigious all-polish projects
in human resources management area. Goal of the contest is to select the best employers in
Poland, especially those who promote most interesting HR solutions and share their
experience in media.
Main criterion of laureates selection is solidity of employment within which most important
are: 
 work conditions (Health & Safety regulations compliance, labour law, etc.) 
 punctuality of payment 
 social conditions
 career path (Employees trainings)
 internal and external opinions about company (e.g. National Labour Inspectorate,
labour offices, local governance, business organizations, local organizations, Employees)
 employment dynamics in previous years (employment rate, growth / decline and
cause)

Orange comapny-Hr policies

Orange is the key brand of France Telecom, one of the world’s leading
telecommunications operators. With almost 131 million customers, the Orange brand
covers internet, television and mobile services in the majority of countries where the
Group operates. At the end of 2009, France Telecom had sales of 44.8 billion euros (22.1
billion euros for the first half of 2010). At 30 June 2010, the Group had a total customer
base of 182 million customers in 32 countries. These include 123.1 million mobile
customers and 13.2 million broadband internet (ADSL) customers worldwide.

Orange is the number three mobile operator and the number three provider of
broadband internet services in Europe and, under the brand Orange Business.
Orange is operating in various countries like UK, Poland,US,Russia,Spain China etc. It is
operating in 17 countries [L1].

Orange Business Services’ presence in India can be dated back to 1949. Orange Business
Services operations in India have seen a significant acceleration over the past one-year.
Its network presence has expanded to all metros with support services in all key business
centres across the country. The network is supported by 10 points of presence (PoPs) in
Bangalore, Mumbai, Delhi (dual PoPs) and Chennai, Hyderabad, Kolkata and Pune. In
July 2007 the group announced the acquisition of GTL’s Enterprise and Managed
Services business units in India .It improves Orange Business Services capabilities to
better serve the needs of Indian and multinational corporations (MNCs) throughout the
region.

Currently, Orange Business Services directly employs over 1600 people in India.[L2]

With its industrial project, "conquests 2015", Orange is simultaneously addressing its
employees, customers and shareholders, as well as the society in which the company
operates, through a concrete set of action plans. These commitments are expressed
through a new vision of human resources for employees; through the deployment of a
network infrastructure upon which the Group will build its future growth; through the
Group's ambition to offer a superior customer experience thanks in particular to
improved quality of service; and through the acceleration of international development

Bruno Mettling
Executive Vice President (Group Human Resources)

[L1] http://www.orange.com/en_EN/group/global_footprint/
[L2]
http://www.orange.com/en_EN/group/global_footprint/countries/india/in
dex.jsp