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Transcript of Telenor hris
Human Resource Information SystemTelenor Perspective Case Study
Anam ArifMB-12-03
Omer ShahzadMB-12-08
Zeeshan Ahmad MB-12-09
Rahila Javed MB-12-20
M. SaleemMB-12-23
Iqra SaleemMB-12-25
Naeem ShahidMB-12-31
Khizer BhuttaMB-12-33
Ali Asghar MB-12-34
Babar HussainMB-12-54
Atiqa YazdaniMB-12-59
CONTENTS
Information System
Human Resource
Information System
Need of HRIS Components of HRIS
Functions of HRIS
Telenor Pakistan HRIS @ Telenor
Modules
Summary
Anam ArifMB-12-03
Information System
An organized combination of people, hardware, software, networks and data resources that collect, transforms, and disseminates information in the organization.
IS Perspectives Operational activities Management support Networking and e-activities
Executive Support Systems (ESS)
Decision Support Systems (DSS)
Management Information Systems (MIS)
Knowledge Work Systems (KWS) (KMS)
Office Automation Systems (OAS)
Transaction Processing Systems (TPS)
Information System Types
Management Information System
MIS stands for Management Information System
A management information system (MIS) provides information that organizations need to manage themselves efficiently and effectively.
MIS mainly consists:HardwareSoftwareData (information for decision making)Procedures (design, development and documentation)People (individuals, groups, or organizations)
IntroductionA Human Resource Information System (HRIS), is a software solution for small to mid-sized businesses to help automate and manage their Human resources, payroll, management and accounting activities.
Human Resource Information System (HRIS) is a database system that contains all relevant human resource information and provides facilities for maintaining and assessing the data.
A HRIS provides the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness.
Introduction
HRIS In Organizations
An integration between human resource management (HRM) and Information Technology.
HRIS support planning, administration, decision-making, and control.
HRIS increases administrative efficiency.
M. SaleemMB-12-23
Why HRIS Is Needed?Storing information and data for each individual employee.
Providing a basis for planning, decision making, controlling and other human resource functions.
Building organizational capabilities
Job design and organizational structure
Increasing size of workforce
Technological advances
Computerized information system
INPUT DATA MAINTENENCE OUTPUT
Components of HRIS
The Input function enters personnel information into the HRIS
The maintenance function updates and adds new data to the database after data have been entered into the information system
It have to process the output, make the necessary calculations, and then format the presentation in a way that could be understood.
The bottom line of any comprehensive HRIS has to be the information validity, reliability and utility first and the automation of the process second.
Components of HRIS
HRIS
MANAGERS
HR PROFESSIONAL
S
EMPLOYEES
Users Of HRIS
HRIS Track
Personal Records
Recruitment & Selection
Employment Equity
Salary Administration
Trng. & Dev. Compensation
Employee Relations
BenefitsHR Planning
Pension Administration
Medical Records
Health & SafetyJob
People
Positions
Iqra SaleemMB-12-25
Functions Of HRIS Job analysis information Job descriptions Maintain records Saves time Ensure that women and minorities or not be adversely affected Track minority hiring, recruitment, and advancement Forecast supply and demand of labor from both the internal and external labor markets Useful for internal recruiting.
Functions Of HRIS
Can post job opening for employees to access. Can search for match between job specifications and applicant qualification. Applicant tracking system. Administering and scoring ability tests. Structured interviews...
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A model of a Human Resource Information System
Accounting
information
system
HRsresearc
hsubsyst
em
HRsintelligence
subsystem
Inputsubsystems
Data Information
HRISDatabase
Internal
sources
Environmental sources
Work force
planning
subsystem
Work force
management
subsystem
Benefits
subsystemEnviron
mentalreporti
ngsubsyst
em
Compensationsubsyst
em
Recruiting
subsystem
Output
subsystems
Users
Human Resource Information System
What Are The Uses Of An HRIS?
Naeem ShahidMB-12-31
Telenor نار ٹیلی
Our Visit
Telenor Islamabad OfficeSector F-7Markaz
Introduction
Telenor Group is one of the world’s major mobile operators with 140 million mobile subscriptions.
Introduction
Telenor Pakistan is owned by the Telenor Group, which is a Norwegian Telecommunication Company.
As of January 2012, Telenor Pakistan had a reported subscriber base of 28.47 million, and a SIM market share of 24%. On October 2012, Telenor officially declared to have the customer base of 30 million which make Telenor the 2nd largest Mobile operator in Pakistan.
Telenor In PakistanTelenor acquired a license for providing GSM services in Pakistan in April 2004, and launched its services commercially in Karachi, Islamabad and Rawalpindi on 15 March 2005; it expanded its services to Lahore, Faisalabad and Hyderabad on 23 March 2005. Telenor Pakistan’s Corporate Headquarters are in Karachi, with regional offices in Peshawar, Lahore, Faisalabad, Multan, Hyderabad and Islamabad.
The official opening of Telenor Pakistan was held in Islamabad with ex-President of Pakistan General Pervez Musharraf as guest of honor and a Telenor delegation headed by President & CEO Telenor Group Jon Fredrik Baksaas along with then CEO Telenor Pakistan Tore Johnsen.
Vision
Our vision is simple: We're here to help
The key to achieving this vision is a mindset where every one of us works together: Making it easy to buy and use our services. Delivering on our promises. Being respectful of differences. Inspiring people to find new ways.
Our vision crystallizes our customer focus as the cornerstone of everything we do. Our values describe what behaviors are necessary to realize that vision. Our corporate responsibility mindset ensures that our vision and values nurture social concern and help us create shared value.
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Goals
Create Value
Expanding Market Share
Strong Commitment with society
Creation of Profitability &market growth
Introduction of an Advance technology
Freedom of Choice
ValuesMAKE IT EASY
• We're practical. We don't complicate things. Everything we produce should be easy to understand and use. Because we never forget we're trying to make customers' lives easier.
KEEP PROMISES
• Everything we set out to do should work, or if it doesn't, we're here to help. We're about delivery, not over promising, actions not words.
BE INSPIRING
• We are creative. We strive to bring energy to 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.
Corporate ResponsibilityTelenor Pakistan's aims to create dignified opportunities for persons with disabilities. The purpose is to become the most disabled-friendly organization in Pakistan in terms of employment, service, and community support.
Telenor Pakistan has taken a number of environmental-friendly initiatives. These include mainstreaming energy efficiency and alternate energy solutions, and implementing occupational health & safety practices that comply with international standards.
With coverage reaching deep into many of the remotest areas of Pakistan, Telenor Pakistan is, in some places, the only operator connecting the previously unconnected.
Awards
Brands & Alliances
Organizational Structure
Rahila JavedMB-12-20
Human Resource Information System @ Telenor
HRIS @ Telenor
HRIS was introduced in Telenor in 2007
Own designed software Here 2 Help
In 2009, it upgraded its system to Workday Software which is globally used by Telenor group.
Need Of HRIS
Reduce paperwork
Reduce Manpower
Perform speedy tasks
Avoid duplication
Achieve accuracy
HRIS Contains Information About:
Jobs
Position
People
HRIS Model
HRIS Supports In:
The strategic, tactical & operational use of the human resource of an organization
Collect, store and process employee information
Provide reliable information for decision-making
Allow organization to assess effectiveness of HR policies, programs and decisions
Examples Of HRIS
HRIS Functions
Provide Data to Support Routine, Repetitive Human Resource Decisions
Information Is Detailed, Structured, Accurate, and Internal
Khizer FarooqMB-12-33
Subsystems Of HRIS
HRIS
Strategic Information
Job Analysis Information
Recruitment
Information
Selection Informatio
n
Training Informatio
n
Performance Information
Compensation Information
Strategic Human Resource Information Systems
Help Top Level Managers Set Goals and Directions for Organization
Gather and Manage Information From Within and Outside Organization
Ensure Organization Has Right Kind and Numbers of Employees at Right Place at Right Time to Achieve Its Objectives
Job Analysis And Design Information Systems
Help Develop and Maintain Job Descriptions
Help Develop and Maintain Job Specifications
Support Recruitment and Placement Systems
Support Performance Management Systems
Recruitment Information Systems
Provide Qualified Applicants for Positions Identified by Position Control System and Described by Job Analysis and Design Information Systems
Support Development of Recruiting Plan
Receive Data From Position Control Systems
Receive Data From Applicant Selection and Placement Information Systems
Receive Data From Performance Management Information Systems
Recruitment sources-line managers
Prefers internal recruitment over external
Atiqa YazdaniMB-12-59
Selection Information Systems
Help Managers Screen, Evaluate, Select, and Place Job Candidates
Provide Data to Government Reporting and Compliance Information Systems
Focus on 3-E model
Online testing-interviews
Chooses talent
Talent perspective selection
Employee Training And Development Systems
Receive Data From Position Control, Job Analysis and Design Information Systems, Employee Information Systems, and Performance Management Information Systems
Maintain Data About Instructors, Courses, Employees
Receive Data From Recruiting Systems
Help Managers Improve the Quality and Quantity of Employees
Help Managers Insure Quality Replacements
Position Control Systems
Track Positions
Identify Each Position and Its Job Title in an Organization
Identify the Employee in Each Position
Identify Unfilled Positions
Performance Management Information Systems
Collect and Monitor Performance Appraisal Data
Collect and Monitor Job Productivity Data
Support Management Decisions for Promotion, Transfer, Termination
Provide Data to Applicant Selection and Placement Information System
Omer ShahzadMB-12-08
Compensation And Benefits Information Systems
Help Managers Track and Control Wage and Salary Plans
Help Managers Track and Control Benefit Plans
Provide Input to Performance Management Systems
Compensation includes Bonuses, Commission, Gratuity and other incentives
Provides input to evaluate the performance appraisals
Government Reporting & Compliance Information Systems
Use Data From Position Control, Employee Relations, Performance Appraisal, Applicant Tracking, Payroll and other systems.
Produce Reports for Various Government Agencies
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The Human Resources Function facilitates the flow of the Personnel Resources
Recruiting
Potentialemployees
Hiring
Employees
Educationand
TrainingBenefit
Administration
Termination
Retiredemployees
Data Management
The Firm
Human Resource Information System
Evaluation
Zeeshan AhmadMB-12-09
Modules
Absence Management
An all-inclusive leave management & administration module allowing extensive possibilities for defining leave types, holiday schedules, leave entitlements and leave schedules. Furthermore, with the web-enabled and self-service concepts, this module significantly streamlines all leave related procedures, eliminates paperwork and saves costs.
Time & Attendance
A system for planning, capturing and monitoring employee attendance. This module is quite flexible and can manage all phases of attendance from roster or shift management through to scheduling and analyzing attendance. It allows data capturing from any electronic attendance tracking device across multiple locations.
Disciplinary Actions
Covers all disciplinary actions taken with regards to employees - information about charges, internal inquiries and warnings. This module also enables capturing court case information against employees.
Babar HussainMB-12-54
Report Navigator
Allows the preparation of management reports on a periodic basis as per user requirements. The reports can be generated in alphanumeric as well as graphical form. Apart from obtaining predefined reports from all purchased modules, you can use this module to view custom reports that can be created using crystal reports and store them as part of the system.
Risk Evaluation
Helps the organization to evaluate the risk probabilities and their impacts on the profits of the organization. It also assists in evaluating those risks and then the final decision is made by the authorities on the basis of findings.
HRIS IN BUSINESS DECISION MAKING
Budget control Applicant tracking and screening Skills matching performance appraisals Feedback Manpower planning Succession planning Skills monitoring Training needs analysis Global analysis
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Decision Making
Ability to slice and dice information available in the database to generate decision specific information and analyze information across multiple dimensions, which will facilitate efficient and effective decision making.
Career Portal
A portal that enables employees to access and manage their employment related information. This module also facilitates application/approval procedures. Lets employees carry out self appraisals and checking one's own competencies from any web - enabled PC with no need to visit the HR department.
Ali AsgharMB-12-34
Benefits Of HRIS
Large amount of data and information to be processed.
Project based work environment.
Employee empowerment.
Increase of knowledge workers & associated information.
Learning organization
Benefits Of HRIS
Higher speed of retrieval and processing of data
Reduction in duplication of efforts leading to reduced cost
Ease in classifying and reclassifying data
Better analysis leading to more effective decision making
Higher accuracy of information/report generated
Benefits Of HRIS
Fast response to answer queries
Improved quality of reports
Better work culture
Establishing of streamlined and systematic procedures
More transparency in the system
Limitations Of HRIS
It may be expensive in terms of finance and manpower
It may be inconvenient for computer illiterates or people with mere knowledge of computer
Computers can not substitute human
Barriers To The Success Of HRIS
No or poorly done needs analysis
Failure to include key people
Failure to keep project team intact
Politics / hidden agendas
Failure to involve / consult significant groups
Lack of communication
Bad timing (time of year and duration )
Summary
Introduction
Components of HRIS
Applications
People who interact with HRIS
Certain positive aspect
Some drawbacks
Functions
Summary
Visit to Telenor Introduction History Need HRIS in Telenor Modules