Telenor's Human Resource information System Report

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Information about Telenor's Human Resource information System Report
Business & Mgmt

Published on February 15, 2014

Author: omershahzad91

Source: slideshare.net

Human Resource Information System A Telenor Perspective Case Study Mr. Farhan Mir 6/18/13 Human Resource Management

1 Anam Arif MB-12-03 Omer Shahzad MB-12-08 Zeeshan Ahmad MB-12-09 Rahila Javed MB-12-20 M. Saleem MB-12-23 Iqra Saleem MB-12-25 Naeem Shahid MB-12-31 Khizer Farooq MB-12-33 Ali Asghar MB-12-34 Babar Hussain MB-12-54 Atiqa Yazdani MB-12-59

2 HRIS in Telenor Telenor History Telenor Pakistan is owned by a Norwegian company, Telenor group, which is an international provider of voice data and mobile communication services. It is operating in 11 countries across Europe and Asia with different names like Telenor, Uninor, Grameenphone, dtac, DIGI. Telenor group is one of the world’s largest mobile operators with 140 million mobile subscribers. In April 2004, Telenor got the license to provide mobile services in Pakistan. Initially it launched its services in Karachi, Lahore, Islamabad and Rawalpindi on 23 rd march 2005. Later on it expanded its services rapidly in other areas of Pakistan. Telenor Pakistan’s headquarter is in Islamabad, F-7 Markaz. The official inauguration ceremony of Telenor was held in Islamabad on March, 2005 with ex-president of Pakistan, General Pervez Musharraf as a guest of honor and a Telenor delegation headed by CEO Telenor group J.F. Bakssas along with CEO Telenor Pakistan T. Johnson. HRIS in Telenor Since its incorporation, Telenor was using manual HR work, it was time consuming, less accurate and less reliable. Furthermore it was cost inefficient. So Telenor’s top management decided to shift its HR work to proper automated information system. Initially they used a system named Hear 2 Help which was their own customized software. With the help of this software they gained the benefits of speedy tasks, provision of reliable data and it provided accurate reports. But this software was not up to mark to fulfil their HR requirements. So in the annual general meeting of 2008, Telenor executives decided to upgrade their HR system. So in July 2009, they replaced their HRIS software from Hear 2 Help to Workday software which was a global system being used by the Telenor group. Workday software was an advanced software and it proved beneficial for Telenor Pakistan. Like the previous software, it provided speedy tasks, provision of reliable data and it provided accurate reports. It also provided Telenor Pakistan a better work environment where human resources were managed in a systematic manner.

3 Workday software is so efficient that it can maintain its overall operations from Recruitment to Training to Compensation to Benefits. It also maintains the record of delegations and official tours. As per the monetary benefits, when we compare the Hear 2 Help & Workday Software, the new software gave 20% cost reduction. This change massively affected their profitability. Recruitment System in Telenor provides it to keep a record of job applicants and their complete qualification is indicated by the Position Control System and their job is described by their Job Analysis System. It supports in developing the recruitment plan. Selection System helps the organization to screen, evaluate and place job candidates. It provides data to the performance management System and compensation and benefits System. Telenor prefers internal recruitment on behalf of 3 E’s which are Experience, Exposure and Education. Training and development System gathers data from Position Control System, Job Analysis System and Performance Management System. This System maintains data about the training programs offered and the employees being trained. It helps the managers to increase the efficiency of their subordinates by improving their quality and making them more efficient. The core compensation includes: Base salary, Bonus, Commission, Long-term Incentive plans. Telenor is also offering insurance, recreational activities, gratuity and other benefits adapted to the local market and individual employee’s need. This System enables Telenor to track and Control wage plans. Furthermore, it provides the organization with data for performance management. Telenor conducts performance appraisal in order to evaluate their employee’s current or past performance in accordance with the company’s performance standards. The performance management System assists the managers to take decisions for: Promotion, Transfer, Termination, Retirement, Demotion and Layoffs. The purpose of performance evaluation is to measure the work performance of employees, motivate employees to improve their performance, identify employees who need training and development. Modules of HRIS Telenor is also using some modules which are assisting it to measure absenteeism, risk evaluation, maintaining discipline and decision making. Absence management is an all-inclusive leave management module which allows extensive possibilities for defining leave types, holiday’s schedules and leave schedules.

4 Furthermore this module significantly streamlines all leave relative procedures, eliminates paper work and saves cost. This module also monitors employee attendance. It is quite flexible and manages all phases of attendance from roster or shift management to scheduling and analyzing attendance. Another module is used to cover all disciplinary actions taken with regards to employees, information about charges, internal inquires and warnings. This module also enables capturing court cases information about employees. The module-risk evaluation helps the organization to evaluate the risk probabilities and their impacts on the profits of the organizations. It also assists in evaluating those risks and then the final decision is made by the authorities on the basis of the findings. The module used for decision has the ability to slice and dice information available in the data base to generate the decision specific information and analyze it in cross multiple dimension which facilitates in effective and efficient decision making. Conclusion To sum up and conclude, it helps the HR department to meet the challenge of employees. Many companies have seen a need to transform the way Human Resource operations are performed in order to keep up with new technology and increasing numbers of employees. The human intelligence is closely related with the human experience and decision making skills. Now a day’s right information is considered as the most important resource of good decision making. Although there was difficulty adapting to a new way of recordkeeping this but HRIS made it so much easier with a System and it do a lot for us we don’t always have to visit in the cabinet of other employee for their file just to get the information .These are the new management tricks to get all the information of other departments.

5 References Principles of Management by Steven P. Robbins and Mary Coulter Human Resource Management by Lloyd & Leslie Human Resources Management by Wendell L. French http://my.safaribooksonline.com/book/-/9780749452421/62-hr-informationSystems/the_functions_of_an_HRIS http://www.scribd.com/doc/37039366/Final-Research-Paper-on-HRIS http://humanresources.about.com/od/technologyHRISintranets/Human_Resource_Info rmation_Systems_HRIS_Technology_Web_Internet.htm HR Manager, Mr. Sohaib Baloch, Telenor Islamabad Headoffice, F-7 Markaz Telenor Sales & Customer Office, Abdali Road, Multan http://www.Telenor.com http://www.Telenor.com.pk http://www.en.wikipedia.org/wiki/Telenor_Pakistan

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