Telenor hris

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  • 1. Human Resource Information System Telenor Perspective Case Study

2. Anam Arif MB-12-03Omer Shahzad MB-12-08 Zeeshan Ahmad MB-12-09 Rahila Javed MB-12-20 M. Saleem MB-12-23Iqra Saleem MB-12-25 Naeem Shahid MB-12-31 Khizer Bhutta MB-12-33 Ali Asghar MB-12-34 Babar Hussain MB-12-54 Atiqa Yazdani MB-12-59 3. Information SystemTelenor PakistanHRIS @ TelenorHuman Resource Information SystemFunctions of HRISModulesNeed of HRISComponents of HRISSummary 4. Anam Arif MB-12-03 5. 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 6. Information System Types 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) 7. 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: Hardware Software Data (information for decision making) Procedures (design, development and documentation) People (individuals, groups, or organizations) 8. Introduction A 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. 9. Introduction 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. 10. 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. 11. M. Saleem MB-12-23 12. 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 13. Components of HRISINPUTDATA MAINTENENCEOUTPUT 14. Components of HRISThe 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. 15. Users Of HRIS HR PROFESSIONALSMANAGERSEMPLOYEESHRIS 16. HRIS Track Personal RecordsRecruitment & SelectionMedical RecordsHealth & SafetyHR PlanningEmployment EquityPension AdministrationPeopleJobTrng. & Dev.Salary AdministrationPositionsCompensationEmployee RelationsBenefits 17. Iqra Saleem MB-12-25 18. 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. 19. 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... 20. Human Resource Information System A model of a Human Resource Information SystemInput subsyst emsAccounti ng informat Internal ion system sourcesEnviron mental sources22HRs research subsyste mHRs intellige nce subsyste m DataHRIS Data baseOutput Work subsyst force planning ems subsyste Recruiti m ng subsyste Work m force manage ment subsyste Compen m sation subsyste Users Benefits m subsyste m Environ mental reportin g Information subsyste m 21. What Are The Uses Of An HRIS? 22. Naeem Shahid MB-12-31 23. Telenor 24. Our Visit Telenor Islamabad Office Sector F-7 Markaz 25. Introduction Telenor Group is one of the worlds major mobile operators with 140 million mobile subscriptions. 26. 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. 27. Telenor In Pakistan Telenor 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 Pakistans 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 exPresident 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. 28. 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. 29. Goals Create Value Expanding Market Share Strong Commitment with societyCreation of Profitability &market growth Introduction of an Advance technology Freedom of Choice31 30. Values We're practical. We don't complicate things. Everything we produce should be easy to understand and use. Because we never forget we're MAKE IT trying to make customers' lives easier. EASYKEEP PROMISESBE INSPIRING 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. 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. We acknowledge and respect local cultures. We do not impose one formula worldwide. We want to be a part of local communities wherever BE RESPECT we operate. We believe loyalty has to be earned. FUL 31. Corporate Responsibility Telenor 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. 32. Awards 33. Brands & Alliances 34. Organizational Structure 35. Rahila Javed MB-12-20 36. Human Resource Information System @ Telenor 37. 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. 38. Need Of HRIS Reduce paperwork Reduce Manpower Perform speedy tasks Avoid duplication Achieve accuracy 39. HRIS Contains Information About: Jobs Position People 40. HRIS Model 41. HRIS Supports In: The strategic, tactical & operational use of the human resource of an organization Collect, store and process employee informationProvide reliable information for decision-making Allow organization to assess effectiveness of HR policies, programs and decisions 42. Examples Of HRIS 43. HRIS Functions Provide Data to Support Routine, Repetitive Human Resource Decisions Information Is Detailed, Structured, Accurate, and Internal 44. Khizer Farooq MB-12-33 45. Subsystems Of HRIS Strategic Information Compensation InformationJob Analysis InformationHRIS Performance InformationTraining InformationRecruitment InformationSelection Information 46. 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 47. 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 48. 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 SystemsReceive Data From Applicant Selection and Placement Information Systems R