Online Recruitment In Telenor Pakistan

REPORT ON

TELENOR (pvt) MULTAN

Shifted manual to the Internet recruitment Submitted to: Miss AYesha Ghais Submitted by: Syed Abrar Zaidi

Roll No: 06

Hassan Bashir

Roll No: 31

ALI HASSAN

Roll No: 22

03008390098

Punjab College of Information Technology Multan

STARTING

WITH THE NAME OF ALLAH THE MOST BENEFICIAL AND THE MOST MERCIFUL

In the creation of the heavens and the earth, in the alteration of day and night in the ships that sail and benefit the men, in the clouds, in the rain------There are signs for those who think, understand and believe [Al-Quran]

DEDICATION

DEDICATED TO ENDELESS LOVE OF MY PARENTS FRIENDS AND WELL WISHERS, WHOSE PRAYERSHAVE ENABLED ME AND TO MY TEACHERS WHO ALWAYS ENCOURAGED ME. MAY THEIR WISDOM AND LOVE ENLIGHTEN THE PATHWAY OF MY LIFE

PREFACE

This report is about the online recruitment system of the Telenor (pvt) Pakistan that will work to convert the manual recruitment system to the Internet recruitment system. The main objective was to develop such their HR department through the recruiting process hire the skill workers. During this report I studied the present analysis of the Telenor on the basis of the information we tried our level best to fulfill the needs by designing the process of recruitment.

PROJECT BRIEF

PROJECT NAME

ONLINE RECRUITMENT PROCESS

ORGANIZATION

TELENOR

UNDERTAKEN BY

AESHYA GHIAS

ENDING DATE

05 MAY 2007

ACKNOWLEDGEMENT

Praise is to GOD, the lord of the world-most gracious and most merciful. I am grateful to almighty Allah who made me able to complete the work presented in this report. It is due to his unending Mercy that this work moved towards success. I express my heartiest thanks and gratitude to Miss Aeshya ghias, my project supervisor, for encouragement and guidance. Invaluable and patient help, inspiration and healthy criticism towards handling the assignment effectively and comprehensively.

FINAL APPROVAL

This report is submitted to the department of college of professional studies Multan affiliated with UCP (university of central Punjab) for the fulfillment of the requirement of the master degree in Business Administration.

committee _______________________________ _______________________________ _______________________________

Signature________

supervision Miss. Aeysha ghias

Signature ________

Principle

Punjab college of information technologies

Signature _________

Introduction of organization Telenor is one of the largest mobile operators worldwide with ownership interests in 13 mobile operators across Europe and Asia, constituting a total subscriber base of 105 million at Q3 2006. Group revenues for 2005 reached NOK 68.9 billion - a growth of 14 per cent compared to 2004. At year-end 2005, Telenor employed 27,600 people (man-years) Telenor acquired the license for providing GSM services in Pakistan in April 2004, and 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 has become the second largest cellular network in Pakistan by launching over 1100 destinations within two years! 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 mobile communication infrastructure in Pakistan and looks forward to combine 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 twenty-two 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. In addition to recruiting hundreds of people, Telenor established its Call Center on January 28 in Lahore.

History Telenor's history and background are in many ways also the history and background of the Norwegian people. Over 150 years telecommunications have played a vital part in the development of modern Norwegian society. The physical work has consisted in rolling out infrastructure and developing services, but our real job has been to build relations between people. In 1994, the then Norwegian Telecom was established as a public corporation. In December 2000, the company was partly privatized and listed on the stock exchange. This transformation took place as a gradual adaptation to increasing competition in the Norwegian telecoms market after deregulation in the 1990s, with free competition for all services from 1998. Telenor has successfully defended its strong position in the Norwegian market.'

Telenor's strong international expansion in recent years has been based on leading-edge expertise, acquired in the Norwegian and Nordic markets, which are among the most highly developed technology markets in the world. Internationalization was achieved on the basis of strong positions in satellite communications, in mobile communications and in domestic Internet activities. Telenor has been one of the world's leading suppliers of satellite communications for many years. Norway and the Nordic region have been in the forefront of the development of mobile communications, and Internet use has quickly gained ground in this market. Telenor is a pioneer in mobile communications. Manual mobile telephony services were introduced in Norway in 1966, as a forerunner to the automatic NMT system, which

appeared in 1981. Its digital successor, GSM, was introduced in 1993, and third generation mobile network, UMTS, was launched for commercial use in 2004.

CORE VALUES

We’re practical. We don’t over complicate things. Everything we produce should be easy to understand and use. No waste. No jargon. Because we never forget we’re trying to make customers’ lives easier. Keep Promises

Everything we set out to do should work, or if you don’t get it, we’re here to help. We’re about deliverance, not over promising – actions not words. Be Inspiring We are creative. We strive to bring energy into the things we do. Everything we produce should look good, modern and fresh. We are passionate about our business and customers. Be Respectful We acknowledge and respect local cultures. We do not impose one formula worldwide. We want to be a part of local communities wherever we operate. We believe loyalty has to be earned.

Goals and vision

Telenor's primary goal is to create greater value for our shareholders, customers, employees and partners, and for society in general. We strive to be a driving force in creating, simplifying and introducing communication and content solutions to the marketplace. Values shall be created through profitable and robust growth. Such growth shall be based on the development of solutions that simplify the use of, and strengthen the usefulness of, advanced communication technology. Telenor shall contribute to give customers greater freedom of choice and more options. Telenor's solutions shall simplify people's workday, make businesses and activities more efficient, and increase their competitive powers. In order to achieve this goal, Telenor base its strategy on its customer oriented vision, ''Here to Help'' as well as its core values, ''Make it easy, Keep promises, Be inspiring' and

Be respectful". Our vision is simple: we exist to help our customers get the full benefit of communication services in their daily lives. The key to achieve this vision is a mindset where everyone of us works together; making it easy to buy and use our services; delivering on our promises; being respectful to differences; inspiring people to find new ways. Get this right and Telenor will be a driving force in modern communication and customer satisfaction.

Strategy

Telenor’s strategy is to strengthen the performance of the local mobile operations in the Nordic region, Eastern and Central Europe and Asia by combining Group industrialization with local drive and responsiveness. Further, to develop its leading position in the Nordic region with a broad range of communication services. This strategy implies the following focus areas: 

To strengthen the position as an international mobile operator

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To strengthen the position in the Nordic region

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To be the leading provider of communications services in Norway

To continue to be the leading distributor of TV services to consumers in the Nordic region 

Organizational Hierarchy

Telenor's Board of Directors The Board is responsible for the management of the company and the proper organization of the operation, including a responsibility to supervise the company’s management.

Thorleif Enger

Thorleif Enger (Chairman) was elected to the Board on 1 October 2001 and was made Chairman on 6 March 2003. He is Chief Executive Officer of Yara International ASA. He began working for Norsk Hydro in 1973 and has held a number of positions in the company. Mr. Enger is a member of ABB's corporate assembly. He has a doctorate in structural engineering from the University of Colorado. Stocks in the Group: 12,000 stocks

Telenor's CEO The Chief Executive Officer (CEO) is in charge of the day-to-day management of operations at Telenor ASA and in the Telenor Group.

Jon Fredrik Baksaas

Jon Fredrik Baksaas, President and CEO - has been President and CEO of Telenor since 21 June 2002. He joined Telenor in 1989. During his tenure with Telenor, Baksaas has served as Finance Director, Executive Vice President and CEO of TBK A/S (a wholly-owned Telenor subsidiary), before serving as Group CFO from November 1994 until 1997 when he was appointed Deputy CEO. Before joining Telenor, Baksaas held finance-related positions in Aker AS, Stolt-Nielsen Seaway and Det norske Veritas. He is also a board member of Svenska Handelsbanken AB. Baksaas holds a Master of Science in Business Administration from the Norwegian School of Economics and Business Administration in Bergen and has additional qualifications from IMD in Lausanne, Switzerland. Stocks/options in the Group: 57,967 stocks, 330,000 options

Telenor's Group Executive Management

Tore Johnsen

Tore Johnsen, Chief Executive Officer Tore took over as CEO of Telenor Pakistan in August 2004. He is a member of the Board of USF (Universal Service Fund) and Chairman of the Board of PMD (Pakistan Mobile Number Portability Database (Guarantee) Limited). With over 30 years experience within the Telenor Group, Tore has spent a considerable amount of time on international assignments in Europe, Central Asia and Asia. His most recent position in Asia was CEO Digi, Telenor’s Malaysian mobile company. Tore Johnsen has an MSc in Electronics from the University of Technology, Trondheim, Norway.

Irfan Wahab Khan, Executive Vice President Corporate & Regulatory Affairs Irfan heads the Corporate & Regulatory Affairs Division and supervises the Regulatory & Interconnect, Legal Affairs, Public & Government Affairs, and Corporate Communications departments. He has extensive international experience of working in the mobile cellular industry having worked with Irfan Wahab Orange UK, T-Mobile USA, Telecordia Technologies USA, Nortel Khan Networks, Ericsson Philippines, and the Ministry of IT & Telecommunications Pakistan. Irfan has served as a Director on PTCL's Board and was Vice Chairman of GSM Alliance, North America. Irfan Wahab Khan has an MSc in Mobile Communications from the University of Westminster, UK.

Nayab Baig

Nayab Baig, Vice President Human Resources Division Nayab heads HR Division and oversees the HR & Business Process Improvement, Security, and Administration departments. He has extensive human resource management experience having developed performance planning, management and evaluation systems in addition to introducing developmental activities at Packages and Unilever Bestfoods in the past. He has headed the HR departments of Packages Ltd., Unilever Bestfoods, SHV, and Avari Renaissance Hotel. Nayab Baig has an MA in Human Resource Management from the University of Westminster, UK.

The Telenor brand

Here to Help For 150 years, Telenor has pioneered communication technology. Our innovation was necessary to enable movement and development across Scandinavia’s long distance and harsh natural conditions. Today we are a major worldwide player, but have the same single focus: The new Telenor brand articulates this ambition and our new logo is a symbol of movement and change – our continuous evolution to enable people to communicate better. The Brand At the heart of our new brand is a new logo. It’s a symbol of balance, movement and change. It represents our philosophy of innovation and democratic process and takes its inspiration from Scandinavia’s long history of design inspired by nature. Of course a brand is much more than just a logo – it’s a set of ideas, a way of doing things and measure of behavior. “Our aim is to be the trusted mobile service provider for the Pakistani customer” Within one year of operations Telenor Pakistan today is the fastest growing network in the country with a rich portfolio of products and services. We have edge of introducing products which are industry first and provided consumers with more and more convenient options of communication. Our brand is truly customer centric. We believe in understanding our customer’s needs which have changed and are changing constantly therefore continuously driving us to innovate in terms of our products and services

Operations

Mobile Telenor is a leading provider of communications services and one of the fastest growing mobile operators worldwide.

Fixed-line Telenor is Norway’s leading provider of fixed-line telecommunications services, and is strongly positioned in the rapidly growing Nordic market for broadband services.

Broadcast Telenor is the leading provider of television and broadcasting services to consumers and enterprises in the Nordic region.

Eastern and Central Europe Hungary, Ukraine, Montenegro, Serbia, Russia and CIS

Asia Malaysia, Thailand, Bangladesh and Pakistan

Markets

The Nordic region Norway, Sweden and Denmark

The Telenor Advantage

You have made the smart move by porting from your existing mobile phone company to Telenor. Only we understand and deliver your communication needs better than anyone. While you enjoy our smart packages, we add extra value to your communications with advantages such as these: Retain Your Number Use your number with the existing operator code unchanged, along with our superior cellular services and get the confidence to connect reliably, every time. Choose Any of Our Packages We welcome you to choose from any of our products, each of which offers a unique advantage: Telenor Persona Postpaid Four of the best postpaid packages with Friends & Family numbers, abundant free minutes on every network, including landlines. djuice Your international Prepaid connection to fun. Talkshawk The smartest Prepaid package to call any network, anytime. Best Range of Value-Added Services You reap all the benefits of our innovative range of services that add more value to your communications:

Best Range of Value-Added Services You reap all the benefits of our innovative range of services that add more value to your communications: SMS Timer Service Bubble Message Cell Info Display Easyload Missed Call Alerts (MCA) EDGE Telenor Smart Share GPRS/WAP Infotainment Portal MMS International MMS Content Download Web2SMS Contact Backup Music Mantra 1312 Islamic Portal 1315 Info Junction 1311 Care Line 1310 Song Dedication 1700 Sports Portal 1314

Telenor Friends TeleKissan 1350

Exceptional Reliability We offer you the most reliable connection to the world on your existing mobile number, every time you wish to connect. Connect Everywhere We are Pakistan’s fastest growing cellular networks with countless local and international destinations to our credit. Connect with confidence wherever you are and experience our uncompromised voice and data services. Superior Customer Services Get a prompt and courteous response from our skilled Support Staff team, which caters to your complaints, queries and suggestions round the clock – 24 hours a day/365 days a year. Wide International Roaming Access We keep you connected on your Telenor’s postpaid subscription throughout your international journey. Move freely with our comprehensive international roaming services that give you seamless voice and data connectivity, while you move.

At Telenor Pakistan, we are guided by our strong corporate ethics. We strive to build trusting relationships with customers, owners, employees and society in general. Therefore a determined effort is made to attend to Telenor Pakistan’s responsibilities with honesty, integrity and transparency.

Corporate governance

Telenor considers good corporate governance to be a necessary requirement for value creation and trustworthiness, and for access to capital. In this context good corporate governance means open interaction and cooperation among the company's owners, the Corporate Assembly, the Board and Group Executive Management, as well as other interested parties such as the Group's employees, customers, suppliers, creditors, public authorities and society in general, etc.

Telenor Pakistan’s activities should serve to illustrate that business success in demanding markets can be achieved without compromising ethical principles or international norms. Our Codes of Conduct have been adopted by the Telenor Board and are a key management tool for influencing all our activities. The Codes of Conduct cover areas that are important for ensuring solid business ethics in all aspects of our activities. They contain specific and practical rules, and set the

standards for how individual employees should conduct business when faced with competition and demands for meeting business objectives. Failure to comply with the Codes of Conduct results in sanctions suited to fit the nature and extent of unauthorized actions. The Codes of Conduct apply to managers, employees, hired staff and anyone acting on behalf of Telenor Pakistan

Social Responsibility

Telenor Pakistan acts responsibly and respectfully towards the people and authorities in different societies and aims to contribute to social and economic development in the local market. This is the essence of our commitment to Social Responsibility. We take seriously the social, ethical and environmental impact of our products and services. We place emphasis on making sure that the communities in which we operate see Telenor Pakistan's as a good citizen with genuine ambitions to contribute to social and economic development. We give our employees reasons to be proud of the way Telenor Pakistan's demonstrates Social Responsibility.

The Telenor share

Telenor was listed on Oslo Stock Exchange (TEL) and Nasdaq in New York (TELN) on 4 December 2000. At year-end 2005, Telenor had 41,340 shareholders. Telenor seeks to have a close and trusting relationship with its shareholders. Through substantial information via several channels the stock market shall be kept informed of significant developments in the Group. Non-Norwegian investors (not holding Norwegian citizenship) owned approximately 35.6% of the total stock. This is an increase in foreign ownership of 13% since year-end 2004. The Norwegian State, through the Ministry of Trade and Industry, is the largest single owner with 54% of the shares. Telenor's market value as of 5 May 2006 was NOK 134 billion - the third largest company listed on Oslo Stock Exchange. Telenor's long-term primary objective is to give its shareholders a return on their investment that is at least equal to alternative investments with a corresponding risk profile. The return shall be made in the form of a cash dividend in addition to the added value of the shares. The Telenor share shall appear as a liquid and attractive investment opportunity

Recruitment

All companies in the Telenor Group handle their own recruitment and selection. Telenor Pakistan believes that a talented and loyal workforce plays a crucial role in the organization’s ongoing business success. Telenor is very keen to hire very skilled personnel’s. this is why recruiting process is very meaningful for the HR department of Telenor. Telenor provides equal opportunity chances to every one. Recruitment process of Telenor is unbiased.

E-Recruitment E-Recruitment covers a range of Web-based application tools used for the provisioning (typically) of human resources. These applications assist in the recruitment of suitable candidates for vacant positions. Some applications do this by semi-automating the entire recruitment and hiring process. E-recruitment applications (or software packages that are web-enabled) typically enable recruitment teams to create job postings, manage job application responses, schedule interviews and manage other recruitment tasks. This dramatically reduces the labour and money spent on physical recruitment. E-Recruiting or electronic recruiting is the process of using internet based software to attract, screen and recruit suitable job candidates. E-Recruiting reduces the cost of the recruitment process, reduces the time taken to identify appropriate candidates and helps organizations improve the quality and quantity of the applicant pool. Online recruitment refers to the conducting of hiring processes using online tools. Such recruitment tools may take the form of online application forms, psychometric tests, job ad posting systems and applicant tracking systems and applicant management systems.

Manual to Internet recruiting In the past Telenor were doing manual recruitment all over the world. It is so expensive the organization and also spent so much time on it. They recruit the people through advertising in magazine newspaper and so many other resources. But now with the passage of time Telenor has started online recruitment all over the world as well as in Pakistan. Online recruitment is very important for the progress of the country. And Telenor is playing major role in it. Its online recruitment process is very easy and useful.

Because online recruitment takes less time as compare to manual recruitment. There are few steps for online recruitment process in Telenor Pakistan. Online recruitment techniques •

To measure the effectiveness of online recruitment, set up the metrics for recruitment spending.

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A detailed job description should be given while posting jobs to attract candidates with the right skill sets.

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Give a precise and unambiguous questionnaire to reduce time in searching for a suitable candidate.

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Ensure that all the approaches related to recruitment are linked to and centred on your own recruitment site.

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Integrate e-recruitment into your overall recruitment strategy.

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Applicant tracking system should be of a high quality and should be integrated with the back-office.

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Develop a comprehensive website to receive and process job applications whether through direct or online advertising.

The benefits of online recruitment  It is helpful to decrease the cost of the organization and it is less consuming the time  Now the trend is change the candidate go to the internet and apply for the job  Candidate is also easily submitted there profile without any problem  Management focuses on their project through the technology because it reduced the chances of misshapes.  It is much faster than traditional modes of recruitment.  One can post a job online in just 20 minutes and receive resumes within minutes of the job going live.

 It allows the hiring manager to screen out unqualified candidates in an automated way, which saves over 65 percent of the hiring time.  Access an online pool of resumes on a 24X7 basis.  One can track the progress that the candidate is making in various stages of the hiring process.  Gives managers greater involvement in the hiring of employees.  Relieves the burden on the HR department, giving them a facilitatory role.  Much cheaper and much quicker;  Employee has good knowledge of the firm and its policies;

Disadvantages of e-recruitment  E-recruitment is not without its share of problem areas. Through the e-recruitment process, employers are inundated with millions of resumes; screening and checking the authenticity of resumes are two major problem areas.  In the traditional methods of recruitment, consultants did the authenticity check initially and saved time and effort. Sometimes applicants who post their resumes online are not active job seekers. In such a scenario, companies fail to keep a track of them and their contact details.  Despite the IT boom in the country, there is low Internet penetration in many locations. Organizations are still hesitant to completely switch over to an online recruitment process because of the limited penetration of the Internet.  A significant drawback of the evolution of technology is the loss of human interaction, which is applicable to the online recruitment process. In India, the cultural shift is a challenge in the e-recruitment space, as organisations prefer to deal with people rather than e-mails.  A majority of IT companies still depend on traditional recruitment processes. However, the traditional recruitment process may fail in key parameters of time and cost advantage to the recruiter.

 Limits number of candidates; Managers may resent loss of staff to other departments;  Employees may resent receiving orders from former equal;

Advantages/Disadvantages In most situations, there are always going to be advantages and disadvantages. In the online environment, this is no different. There are several noteworthy advantages to conducting research online, but one must also recognize and accept the number of disadvantages. In the online environment, there are fewer constraints associated with conventional research. Some of the possible advantages of utilizing computer-mediated communications include: •

Time: The ability of the medium to cross the time and space barriers, which might limit standard research.

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Cost: No need for travel expenses. No tape recording, production and transcription costs. There are equipment and labor costs for developing the study and posting it online, but the involvement for researchers is minimal. No postage costs.

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Sample Size: The potential for research participants is well beyond that which could be reached with traditional survey methods. The larger and wider participant pool available through the Internet can facilitate cross-cultural organizational research (Eaton, et al. 2002).

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Distance: The global range opens up the possibilities of studying projects, which might have seemed impractical before. There is an ability of the medium to cross the time and space barriers, which might limit standard research. Allows for wide geographical access to individuals or groups who are geographically distant. Also, the important issue of social distance, where respondents may be more likely to be self-disclosing or less likely to respond in a socially desirable way because of the sense of distance associated with responding on the Internet.

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Ease: Easier handling of data: use of computer for data entry, coding, search and retrieval, display and concept building. Online surveys can feed directly into software. Data can be transmitted faster than normal research. The Internet is also conducive to easy dialogue for respondents.

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Intrusiveness: The ability to touch upon personal issues that might be sensitive to participants. It is especially important for organizational research involving employee attitudes/behaviors. Provides anonymity for participants.

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Reach: Easier to reach more specialized populations. Enables researchers to contact populations that might be difficult to work with.

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Minimization: Minimized interview error and minimized interview bias.

Why Join Telenor

Telenor offers exciting and challenging careers with competitive pay, excellent benefits and exceptional advancement opportunities. Our training programs and further education programs ensure a high professional standard amongst our employees. We care about our employees and provide them with a relaxed and enriching working environment

Equal opportunities for all Telenor maintains a policy of non-discrimination towards all employees and applicants for employment. All aspects of employment with Telenor are governed by merit, competence, suitability and qualifications, and will not be influenced in any manner by gender, age, race, color, religion, national origin or disability.

Diversity is key We employ people from a variety of backgrounds, with a wide variety of skills and training. We want our organization to benefit from the new insight and opportunities that this diversity offers. Our people are called on to challenge themselves; to take on other tasks than those that they have been trained for, and in this way discover new qualities and capabilities.

Focus on management development

Telenor's management and organization shall be imbued with joint values. The Group Management has devised five leadership requirements that apply to all managers in the Group, and all management groups shall discuss what these requirements mean to them. The demands are: Passion for business Change and constant renewal Operational excellence Empower people Integrity All managers shall be subject to annual evaluations based on these management criteria.

HR @ Telenor Pakistan

Human Resources Division at Telenor Pakistan believes in continuous improvement and is taking the standards of service to the utmost levels of excellence. From providing the best administrative support to facilitate employees work life to creating benchmark security solutions, we are a team of enthusiastic, energetic young people who are geared to perform the best always! From being the best in providing benefits to our employees to the best in providing development opportunities, we have managed to create a culture of passion for business, operational excellence and constant renewal. At Telenor Pakistan, employees are its most valuable asset. We strongly hope that after joining Telenor Pakistan you will become an enthusiastic and valuable member of our family. At Telenor Pakistan we endeavor to provide all employees with excellent working conditions, on-going support and focused direction. Together with your commitment, we will deliver positive results and create opportunities that will benefit the Telenor family. Telenor Pakistan believes that a talented and loyal workforce plays a crucial role in the organization’s ongoing business success. We value employees’ overall well-being, offering a wide range of employee benefits and programs to support a good balance between work and family/personal life. We are also committed to assisting employees in exploring, developing and maximizing their full potential, encouraging continuing education through internal and external training and development opportunities.

Who works at Telenor Pakistan? From day one, Telenor had a policy of non-discrimination towards all employees and applicants for employment. All aspects of employment with Telenor are governed by merit, competence, suitability and qualifications, and will not be influenced in any manner by gender, age, race, color, religion, national origin or disability. Today, our work workforce proves that; with 15.47% women working at all levels in the organization, both foreign and local educational backgrounds.

Online Job Application System

Welcome! •

If you are new to the system, please click here to upload your CV to our database.

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After submitting your CV online you will receive a unique CV Tracking Number & Password by email. Please save it to Edit/Update your CV in the future & to apply to all applicable future openings.

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Please do not apply more then once, instead we request you to update/edit your earlier submitted cv.

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Only applications submitted through this system will be considered for vacancies in Telenor Pakistan.

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Please note that you will be contacted only if you are short-listed.

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In case of any problem with the application system or for any queries regarding Recruitment at Telenor Pakistan you can contact us on [email protected] or

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click here.

Good Luck! Recruitment Team Telenor Pakistan

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CAREER  Qualified Female Candidates Are Strongly Encouraged To Apply  Only Short-Listed Candidates Will Be Contacted

Site Design Specialist (Power)

Overview Reports To Work Location Experience Required

Key Responsibilities

Education/Professional Qualification

Skills required

Job Dead Line OTHER CRITERIA

To become an active member of Power dimensioning group under Site Design / Network Planning and Design. Site Design Manager; Islamabad 3-5 years of relevant experience •Defining general power requirements for telecom base stations: Electrical works, utility transformers, backup generators, DC power supply systems, battery backup, control systems, heating ventilation and air conditioning (HVAC) requirements, earthing arrangement assuring adequate redundancy levels •Reviewing and approving standards / design for the above areas •Review technical specifications and installation procedures to improve equipment reliability •Identify electrical maintenance requirements and work proactively to initiate the needed •Getting maintained and updated power design / drawings of all telecom sites •Coordinating with different departments within Telenor Pakistan and Vendors for future expansions on sites •Develop, plan, and carry out building commissioning plans to maximize efficiency and equipment life •Oversee work practices related to safety and environmental performance •Risk management of electrical / power / earthing systems •Develop / suggest to vendors improvement concepts for infrastructure and installations for the company and follow through the implementation •Development of budget and costs •Involvement and coordination in project engineering and identification of project requirements, project management support and development of budget and costs •Telecom equipment layout planning BSc Engineering in Electrical or Mechanical Heavy Generators related trainings 1.Transformers 2.Generators 3.Control systems 4.Rectifier (DC) systems 5.AutoCAD 6.Low Tension (220V / 380V) Power Design (Cable size, Circuit breakers) 7.HVAC design (Knowledge) 8.Knowledge of GSM power infrastructure 9.Concrete standards 10.Steel standards 2007-04-29 • Meet the expansion requirement of different stake holders

Procedure of online recruitment The Human resource department's first task is to carry out a job analysis by deciding the exact nature of the job, and the knowledge, skills and other qualities required to do it. (With sole proprietors, exactly the same procedures would be followed in all stages of recruitment and selection, except that the sole proprietors themselves would do the tasks involved.) Job description The Human resource department would then produce a job description. This describes the nature of the job and the responsibilities involved, usually in great detail. The job

description is useful for informing applicants exactly what the job entails, and also for settling any later disputes about the tasks that the person appointed has been asked to perform. Job specification A job specification is also written, stating the qualifications, skills, previous experience and other personal qualities that the person must have. This job description form is uploaded on the Internet on its web site. From there any candidate can apply online for the job. For this candidate has to drop his CV. Telenor’s online recruitment system checks all the CV’s. When all the completed application forms have been received, members of the human resource department study them to find the most suitable candidates by using online recruiting software. The standard application form lists all the information in the same order, which makes it easier to compare candidates. The most suitable candidates will be put on a shortlist and invited to attend an interview at a stated time on a stated date. A formal letter may be sent to all the other candidates thanking them for applying for the post.

Telenor group interview in which they give the scenario to the group and the duration of that test is 5 to 7 hours maximum after that they take the individually interview in the form of presentation to know the potential ability and the confidence of the candidate An interview is usually the main feature of the job selection process. Sometimes there is just one interviewer, but more often, there are two or three. With senior jobs, there is normally a panel of interviewers, usually five to eight or more. Interviews give the interviewers the chance to meet the candidates; to assess their abilities and characters; and to see how they react to one particular situation - the interview itself. Interviews do not always indicate whether a person will be successful in the job, as they do not test the skills and qualities that would be required for that particular post.

There are other defects in the interview system. Some candidates are much more successful in the interview than they would be in the job. Interviewers sometimes let their personal prejudices influence their choice

Achievement Quetta – Tuesday, April 17, 2007: Telenor Pakistan, the second largest and the fastest growing cellular network in Pakistan, has been declared the official mobile service for University of Balochistan. The university has been a prime institute since 1974 and has more than 6,000 students, 35 different fields of studies and 5 faculties. The announcement was made following a corporate agreement between the two organizations on April 11, 2007, following presentations from five cellular operators in an open forum. Vice Chancellor Brig. Agha Ahmed Gull, signed by Director General Human Resources & Admin Maj. (R) Muhammad Tahir Qazi and Telenor Pakistan Corporate Sales Executive Syed Inayat Ullah, approved the contract. Director Sales and Distribution Telenor Pakistan Jahanzeb Taj described the corporate deal as a milestone achievement for Telenor Pakistan in the Balochistan region. He said: “Our intent has always been to provide customers more value for their money. Our products and services are targeted at various types of individuals as well as businesses throughout the country. We will try to offer our customers at the prestigious University of Balochistan complete ease of communication and the best possible quality of service.

Achievements to Date •

Telenor wins nationwide mobile license

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Network contract signed with Siemens and Nokia

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LDI license awarded to Telenor

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Interconnect agreements signed with All incumbent operators

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Commercial launch of LDI service

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Commercial launch of mobile services

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Additional cities launched

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Telenor reaches 1 million subscribers

The Opportunity •

Favorable macroeconomic & political environment

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Low market penetration and high growth expected going forward

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Reliable unsophisticated and underdeveloped market

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Potential for synergies

Conclusion In the end we conclude that Telenor is the best communicational organization in Pakistan because its unique characteristics, that is the crystal voice of Telenor. Its network is very clear. Its recruitment process is very unbiased and it is providing equal opportunity to every one. And its workers are very pleased with its online recruiting process.

Head office Address: 13-K, Moaiz Center, F-7/Markaz Islamabad, Pakistan

Phone: +92 51 111 345 700 Fax: +92 51 2651923

References Syed Khurram Ali: sales and customer officer Abdullah Saleem: related to the HR department

Mob# 0345-7200336 Mob# 0345-7787005