Project of HRMSubmitted to:

Madam Abida Submitted by: Talia Rehman 13190920-048 BBA-4TH

5/25/2015

ACKNOWLEDGEMENT

Praise to Allah Almighty, the one testing us all at all times and making decisions about what we don’t know and can’t know. Writing this report appeared to be a great experience to me. It added a lot to our knowledge while I was working on this project. If I say that this project is one of our memorable experiences in student life, then it would not be wrong

I am using this opportunity to express my gratitude to everyone who supported me throughout the course of this project. I am thankful for their aspiring guidance, invaluably constructive criticism and friendly advice during the project work. I am sincerely grateful to them for sharing their truthful and illuminating views on a number of issues related to the project.

I express my warm thanks to Miss ABIDA AYUB for her support and guidance. My thanks and appreciations also go to my colleague in developing the project and people who have willingly helped me out with their abilities.

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Table of contents

Topic name page no

1. History (introduction) ……………………………………………………………06

1.1 Vision, Mission & Objectives……………………………………………… 06

1.2 Competitive advantage …………………………….. ………………………07

1.3 Policy……………………………………………………………………….. 07

1.4 Structure …………………………………………………………………… 10

1.5 Culture ……………………………………………………………………… 10

2. Recruitment……………………………………………………………………… 11

2.1 Recruitment method………………………………………………………… 11

2.2 Recruitment sources………………………………………………………… 12

2.3 Recruitment effects………………………………………………………..… 13

2.4 Suggestions………………………………………………………………..… 13

3. Selection process…………………………………………………………………. 13

3.1 Selection process of nokia………………………………………………….… 14

3.2 Effects…………………………………………………….. …………….……. 15

3.3 Suggestions……………………………………………..………………….… 15

4. Training and Development …………………………………………………..…… 16

4.1 conclusion……………………………………………………….………………17

4.2 effects…………………………………………………………………..……… 17

4.3 Suggestions……………………………………………………..……………...17

5. Nokia progress graph …………………………………………………………..….18

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EXECUTIVE SUMMARY

“Nokia is a world leader in the mobile industry. The products produced by this business concern are valued all over the world very well. Nokia has successfully met the changing needs, demands and dynamic trends of the customers. In its operation Nokia has given a full consideration to Research and Development. Whatever the market, Nokia targeted, it always faced success. If we make a look on its N97 this mobile model has captured a large sector of market due to its specification meeting the current needs of the customers in Pakistan. The strategies adapted by Nokia are fully in accordance with the market needs and demands, that is why Nokia has captured a large market sector and instead of hard competition it is still market leader”

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1. Introduction

“Nokia-Connecting People”: this slogan is known all over the world. Nokia employs 50, 000 people in 150 countries. Currently every third mobile phone sold in the world is a Nokia.

The Nokia Company is today one of the world’s leading high tech companies. Its rapidly growth in the 1990s coincided with a basal structural change of the Finnish economy and industry.  In this restructuring process Nokia played an important role. Despite the fact that Nokia is a leading multinational company, a major part of its business is located in Finland. Nokia plays a significantly role in the economic growth of Finland, which has been one of the fastest in whole Europe.

The three companies (Paper, Rubber and Cables) were merged to the Nokia Corporation in 1967.Since the 1990s the Nokia Company focuses especially the telecommunication industry.

Nokia is Multinational Corporation engaged in the manufacturing of mobile phones devices, in covering internet and communication industries. The organization is the world’s largest mobile manufacturing company and is operational is 150 different countries.

1.1 Vision

NOKIA’S vision is a world where everyone can be connected. Everyone has a need to communicate and share. Nokia helps people to fulfill this need and we help people feel close to what matters to them. We focus on providing consumers with very human technology – technology that is intuitive, a joy to use, and beautiful.  The communications industry continues to change and the internet is at the center of this transformation. Today, the internet is Nokia's quest. Nokia's strategy relies on growing, transforming, and building the Nokia business to ensure its future success. NOKIA has four main values and principles at his heart of its corporate philosophy: customer satisfaction, respect for individuals, achievement and learning.

Mission

Unfortunately, Nokia’s mission statement does not clearly define the company’s purpose. By sifting through their mission statement and based on their tag line, “Connecting People,” we have determined that Nokia’s purpose is to connect people through the use of technology. A simplified and more focused mission statement like that could promote a sense of shared expectation in employees and better communicate what the company is in business to do: Create and sell telecommunications equipment.

Mission Statement and Vision the vision of Nokia company is that rule on mobile world. And the mission is to provide more cheaper and valuable mobiles to the people of world.

Objectives

The Nokia objectives are loosely tied to the company mission. Product leadership, operational excellence, and customer loyalty will lead Nokia through their mission. The telecommunications industry is dynamic, so Nokia’s business and functional objectives are

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constantly changing. The business and functional objectives that we found were aligned and consistent with the corporate objectives. Objectives Nokia’s corporate objectives:

For Nokia to be number one in customer and consumer loyalty For Nokia to be number one in product leadership For Nokia to be number one in operational excellence

The corporate objectives provide long-term, overall direction for the company and the functional objectives provide competitive and cooperative strategies, and maximize resource productivity. The Nokia objectives are consistent with the internal and external environment. The objectives have specific goals and time frames the Nokia employees can use to guide and evaluate their performance. The objectives are also flexible enough that they can be applied to a broadening product and service line. This flexibility will be necessary because Nokia operates in a dynamic environment.

1.2 Competitive advantages

Nokia has effectively developed competencies into core competencies to develop sustainable competitive advantage. Nokia is currently worldwide largest mobile phone maker; therefore they must have significant core competencies to gain competitive advantage. Nokia's competitive advantage "is based on scale, brand and services

Nokia have core competencies in particular organizational culture and research and development, contributing most to Nokia's competitive advantage. The organizational culture is quite unique among competitors

The advantages contained in the NOKIA Corporation include:

Design of Nokia products very well and seeded. Nokia is a supplier of high-end mobile handsets. The technology created to keep track of the time. Nokia continues to make innovations in its product development Nokia offers quality products There is an increasing public demand for electronic goods have been a requirement. Public demand on style products, best practices, simple, and quick response to market

changes. Offering products and offer outstanding service Developing a knowledge base for the benefit of the company. Brand value and product and service offerings Development of new product design and beat rivals through service.

1.3 Policies

SHRM has a unique purpose to meet the company's objectives. Different company has different strategy and SHRM plays a role to identify the overall need for the company to achieve the company goal. The SHRM activities are as follows for Nokia and it has a great purpose for company's future:

Workforce planning and recruiting:

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Workforce planning is the development of assessing a company's current and future human resources needs. Workforce planning also includes managing any training and recruitment process to make sure the organization has the exact staff in exact place. Nokia work force policy has a great purpose to properly express one way to make a workforce receptive to cross functional, Cross-cultural teaming that can therefore make fast, high-quality decisions and increase the organization's flexibility.

Performance management:

Nokia SHRM has a policy to run employee performance. It ensures individual objectives are copied from company strategy and policies. This is for motivate Nokia's employee.

Recruiting and exit procedures:

Nokia SHRM makes sure that competent and eligible individuals are recruited and appointed to open positions, according to competence, with equal opportunity and on a voluntary basis. The supplier of Nokia check the eligibility of candidates and that they exceed the minimum legal age of employment.

Nokia specific training and certification:

Nokia SHRM has the necessary training on Nokia policies, products, processes and guidelines and, if needed, have necessary licenses and certificates to learn the social process of engaging multicultural, multi-country employees in generating and agreeing on a set of values and to search and get deeper considerate of the relationships between strategy, culture, values and business outcomes.

Company growth:

Nokia expands their business in regularly basis with new innovations and ideas. That is why Nokia needs lot of skill and experienced persons to meet their business growth. For example Nokia's Research & Development operations were scattered across the world in 69 sites, and its 19,579 engineers, designers and sociologists were given complete freedom to operate and develop their own ideas, 

Satisfaction of Stakeholders

Human Resource of Nokia always try to satisfy its Stakeholders like its employees, investors, suppliers and others. It has an employee satisfaction program based on employee opinion surveys and should take action based on the results of the program.

360 Degree Appraisal

A 360 degree feedback program was introduced in 1999 that permitted managers to raise questions over leadership styles, managerial ability and also personal traits. After the feedback, each senior manager had to submit a six page letter mentioning the areas of improvement and their expectations.

Continuous Learning

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Nokia started learning programs to strengthen the management capabilities of our managers has successfully managed to achieve more. Nokia conducts more than 80 programs a year and to date. As many as 7,000 managers have successfully completed at least one program round the world - and now see business ventures in a new light. To provide quality programs it collaborates with some of the best learning institutions and experts across the world.

1.4 Organizational Structure at Nokia Nokia's organizational structure is horizontal and it allows for greater flexibility and speedy communication channels between different departments. The devices unit looks after the development and management of mobile devices portfolio

ALL departments ensures that it continuously develops solutions whereby ensuring that a particular mobile device has integrated contents and personalized services and the output of these three components results into a leading mobile phone for the end user. The services department creates and designs internet services that enhance the consumer experience when Nokia phone users interact with the web.

The other significant department is Markets which acts like a supply chain department for Nokia. The unit is also responsible for sales channels, branding and marketing activities for various products and services.

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The corporate development department looks for future growth opportunities and it also plans for future strategic actions that will give the company a competitive advantage against competitors. This department also provides operational supports to other core departments such as Devices, Services, Solutions and markets.

Finally, the last major division is NAVTEQ; this unit is a provider of detailed navigational maps and digital map data automobile navigation systems, navigation systems for mobile devices, internet mapping applications and mapping solutions to government and other businesses.

1.5 The Organization culture of Nokia Mobile

NOKIA is the leading mobile company all over the world which started their operation in the early 1980s. The values of NOKIA are customer satisfaction, respect for individuals, achievement and continuous learning. Customer satisfaction means how satisfaction is the customer with the effort of organization in the marketplace. NOKIA has their dedicated sales and marketing personnel's with logistic and sourcing functions. Keeping in mind that, what will best suit the customers and what are their needs, NOKIA randomly responding to the customers and making things according to their customers' choice.

Respect for individuals means to give attention to each and every individual for their opinion. NOKIA gives opportunities for personal growth. NOKIA encourage new strategy to change the global market. They also emphasize on constant attention to the objectives. Continuous learning means NOKIA always encourage improving the perfections. NOKIA encourage developing mobile with affordable cost and also which can help increasing economic growth along with quality of life.

ORGANIZATIONALCULTURE

organizational culture is brought from the practical experiences from the organization and learned from the organizational job. NOKIA support constant innovation on human technology to improve communication and finding the new ways of interchanging information. NOKIA provides opportunity to grow personally, give confidence to come with new ideas and creation, motivates high quality people to serve the best customer service. The culture is very consistent with the current objectives, strategies, policies, and programs. That is because the culture is of such a nature that it would benefit any industry.

National culture:

National culture related to our values held in our deep such as good vs. evil, normal vs. abnormal, rational vs. irrational and safe vs. dangerous. National culture learned very early stage of life and held deep insight every human being and changed very slowly over the period of time.

There are some basic differences between organizational culture and national culture. These are:

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leadership style, organizational policies and procedures, organizational and operational structure, recruitment and selection procedures and measuring the performance of the employees and reward systems, global team Leadership development.

2. Recruitment

Recruitment in a company is the process whereby the potential applicant are encouraged to apply for a post or a job opening, this will create a pool of potential candidates thus from which the recruiter will choose or select those who are best suited for the job. The recruitment and selection process in Nokia is carried out based on its strategic intent and strategic choice. The company is successful as a result of the skills, expertise, talents and commitments that its employees possess. Nokia has a work environment that is appropriate for all types of people from different backgrounds, perspectives, skills, attitudes and capabilities.

Nokia recruits fresh young talented graduates from various premier institutions after a series of tests and selection process. Before the placement activities are carried pre-placement talks will be done and the students will be made to provide the resume and the students are then shortlisted based on their qualities, the a group discussion will be undertaken after which the students will be made to undergo a series of interview in order to understand their personality and traits. Nokia recruits people based on their ability to involve with the team and people who can bring new ideas and opinions into the team work . The company has many values that they want the employees to possess and it is tested during the screening and interview sessions. They have many review and interview questions and situations that will help them understand the candidate's ability work in a team.

Nokia hires almost 1000 engineers and researchers every year. Nokia has a scheme that includes the screening process, selection of candidates and their performance evaluation scheme where the company's values and culture are incorporated. Nokia spares no time in communicating the expectations it has on the new recruit.

2.1 Recruitment Method

 When a vacancy comes about within the approved establishment and it is deemed necessary to fill Minimum requirements are detailed throughout this policy and include: 1. The position is defined and justified, authorized and processed by Human Resource Department.2. The position is advertised unless a person has been identified through the Succession planning process or other business requirements.

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3. The HR head, trainer and assistant trainer are involved in the recruitment and Selection decision.

 2.2 Sources of Recruitment

 We know there are two sources of recruitment

1. Internal

2. 2. External

 Nokia Corporation use both internal and external sources of recruitment. They do not recruit anyone from outside if there is any vacancy in the top level. They only recruit fresher from outside for the vacancy of entry level job and promotion for the top level or professional vacancy.

Sources of Advertisement

 Nokia Corporation use only internal sources of advertisement. They do not give any circular to newspaper, website, public and private agencies. If there is any vacant post the HR manager gives a circular among the employees.Vacant Position Walking Interview on University ex Employees References Internal Employee Nokia Store

2.3 Recruitment effects

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vacant position

internal employees

ex employees

nokia store

refferencens

walking interview on universities

The recruitment process is both long and costly, and when a mistake is made it can be catastrophic for the organization and the individual involved. Furthermore, the process is complex and offers as many opportunities for making a bad decision as a good one. So, effective recruitment and selection needed. Effective recruitment and selection is critical to company success in the future. Employing the right person, in the right job and the right time will save managers endless hours. I think the proposed system makes the recruitment and selection process more effective for the organization.Some positive effects are also there for internal source, it is Cost savings .Time savings and it is also a source of motivation to the other employees of the company.

2.4 Suggestions for recruitment process of Nokia company

We can easily say that Nokia is a big multinational company. But they do not recruit any one from outside for professional position / top level vacancy. They hire fresher for the entry level job. As a reason there is no entrance of fresh blood on top level. They also do not advertise externally. They only use internal sources of advertisement. As a reason many qualified applicant may not get the news of vacancy and loses the chance of getting an honorable job at Nokia. my suggestion is Nokia should use both internal and external sources of recruitment as well as advertisement resources

3. Selection process

A process of finding and attracting capable applicants for the job. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process.

Nokia has a work environment that is appropriate for all types of people from different backgrounds, perspectives, skills, attitudes and capabilities. The recruitment and selection process in Nokia is aimed at recruiting employees based in their attitudes more than their talents. Thus it is the attitude part of the employee that is being considered while carrying out the recruitment process. Creativity and innovation is another criterion that Nokia looks into while recruiting. When Nokia needs the talent that can help the company deliver high tech mobile phones to its customers, they post their requirements on the internet thus making a selection online without any boundaries or barriers geographical.

Nokia has a rigorous and tough interviewing process wherein the executive carry out the interview. Nokia has a long and a series of interviews wherein they measure the level of innovation, creativity and attitude of the employees. Behavioral interview is a specialty of Nokia where they test the behavior of the candidate under different situations. They will also test the ability of the candidates in adapting to the different conditions, values and culture of the organization. Leadership skills are another important thing that is being considered by the company while recruiting people). Nokia also looks into the technical experiences and credentials of the employee.

3.1 Selection process of nokia:

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Interview Method

Firstly NOKIA’s company takes the c.v from the applicant after the recruitment process and call the applicant for the first interview. This is VIVA VOCE. HR Manager, Field Operation Manager, and Trainer/Assistant Trainer are the member of interview board. They take interview of the applicant and mainly they ask questions and measure the Individual presentation, they set 25 marks for measuring the attitude.

Written Test

After the first interview session the applicant are called for the second interview. This is WRITTEN TEST. The interview board set questions of 25 marks consists of the mobile technology and functional knowledge. They second written test after the Induction training.

Assessment Method

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1st interviweviva

2nd interviewwritten

1st assessment and signing

selection for training

itroduction training for 7 days

2ndAssessment

2nd written test

selection

In this step the applicants who get passed in the first two interviews are called. In this step they get the feedback of their previous two interviews and signed for the 7 days of Induction Training. After the training they get another feedback. 

Induction Training Method This is a kind of orientation and training about the job and the company. There are two kinds of training method:1. on the job training.2. off the job training.

Nokia Corporation uses both training method for the applicants. They are trained for7 days in this step.

Second assessment

At this stage they give second time assessments, where they get the feedback of their Induction training period

2nd written test:

Check the improvement in employee’s performance.

Selection

After the second written test, if the applicant gets passed is selected finally for the job.

3.2 Effects of selection process:

The selection method is simple, candidate move from one step to the other. They tested the employees to check their performance level and also give them training. If a candidate fail in one step can’t be promoted to the next one. Some Steps of selection process are missing that may affect the selection results and make problems in selecting potential applicant.

3.4 Suggestions for selection process of Nokia Company

In the above selection process of Nokia Company, some selections steps are not included that may affect the selection results and make problems in selecting potential applicant.

These steps are:

1. Impression management 2. Realistic job preview3. Background investigation and 4. Medical and physical examination

To check the nature and the personality of candidate impression management plays an important role. Nokia Company should consider this step during the selection process. The

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candidate should learn negative as well as positive information about the company. Nokia should pay attention to the background investigation of candidate. It helps the selection staff to judge the employee in a better manner. “A sound body has a sound mind”. Candidate’s health plays an important role in job performance. To check the health of candidate, Company should take some steps for medical and physical examination.

Make sure your selection processes are fair, open and transparentObserve their behavior, ask them questions and talk with their peers to get a clear understanding what characteristics make them effective in their job

4. Training and development

Nokia considers human resource as its valuable asset and human resource development and policies in the company as an important ingredient of its success.

Nokia believed that the greatest contribution to personal development is achieved through learning on the job and this is intended to make up around 70 percent of development.Nokia employs a variety of formal and informal training programs to develop their employees both personally and professionally. These initiatives are:

Classroom training On-the- job learning Individual coaching Mentoring

It also provide a wide range of mandatory and voluntary training opportunities for its employees to develop a broad range of skills required at the workplace as well as the competencies specific to their role.

These trainings are offered in different languages, local languages to the employees of various countries helping them to work effectively. Nokia operates a approach to training, where 70% of training is on-the-job learning which includes projects, assignments, and international transfers.

Manager at Nokia coaches employees continually as well as have at least one formal personal development discussion every year which help employees understand their roles and improve their performance. This coaching session not only motivates the employees but also help them understand their roles and what is expected out of them.

Nokia is also launching a program called “Leaders Coaching Leaders”, in which top managers take a coaching role to inspire other managers to improve. Nokia introduced a career development workshop which is open to all employees. Each workshop is run by the local HR team of the entire region in which a local employee share their “career story” to bring illustrates many of the points.

At the end feedback is shared which illustrates the importance of career development. The development of employee’s skills and competencies is critical for Nokia to continue its growth.

As part of each training course, participants are given software developer kits all necessary work materials and CDs containing the tools and resources needed to create mobile

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applications and services. Coupled with the existing tools, documentation, support and other resources offered by Nokia's global developer operations group, Forum Nokia, the new training program provides a clear, comprehensive path to mobile application development. Nokia rewards employees for good performance, competence development, andfor overall company success.

4.1 Conclusion

Nokia has taken a number of initiatives for training and development of its employees which is a prime necessity at this time of transformation. It has mapped its employees as well as its needs through these initiatives

4.2 Effects of training and development

Majority of the respondents have agreed the following positive changes after attending the training program.

Increased the confidence level in managing the work better. Overall personality development.

It was also found that employees working in shifts are not able to attend the training program

4.3 Suggestions for training and development

Nokia should

Identify the Training needs by focusing on future efficiencies and the business requirement.

Familiarization Program for the new joiners (Experienced level people) with a dedicated team of professionals on a monthly basis.

Comprehensive Induction Program for the New \ (Fresher’s) Should update their training and development techniques. Continuously take feedback from employees during training. Good interaction with the training faculty has made the employees feel comfortable to

discuss their problems pertaining to job.

5. Nokia progress graph

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Nokia made a free fall from its position of being the largest mobile phone manufacturer to a company on the verge of bankruptcy. Nokia was well known as the best mobile phone manufacturer before 2007 to be strict Stiff competition from Samsung and Apple, and lack on focus on innovation is the big reason of downfall.

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