Recruitment Process Of Nokia 643137

Recruitment and Selection Practice of NOKIA

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Executive summary For this Term Paper, we have chosen the company NOKIA. Nokia is a mobile telecommunications company, and offers far more than just mobile phones for everyday use. Nokia is a global leader in mobile communications whose products have become an integral part of the lives of people around the world. Every day, more than 1.3 billion people use their Nokia to capture and share experiences, access information, find their way or simply to speak to one another. Nokia’s technological and design innovations have made its brand one of the most recognized in the world. They offer networking solutions for businesses that help businesses stay connected and communicate with each other at all times and places. For them, Nokia also offers special mobile phones with exquisite and unique functions and options. In this project, we will first talk about what Nokia is and what they do. We will talk about their history, and how they came to where they are today. Vision, goals, and their strategy are discussed, as well as details about Nokia’s recruitment and selection practice. However, like most other companies, Nokia has some weaknesses, but we consider these to be very minimal, and almost only come down to their competition.

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Table of content Topic No

Topic Name

Page No

Executive summary

2

Topic No

Topic Name

Page no

3.3

Recruitment method

14

Chapter 1

Introduction

4-5

3.4

Sources of recruitment

14

1.1

Origin of the paper

4

3.5

Sources of

15

1.2

Objectives of the

4

ment

paper

3.6

Selection method

16

1.3

Scope of the report

5

3.7

Interview method

17

1.4

Data collection

5

3.8

Written method

17

3.9

Assessment method

17

3.10

Induction Training

17

methodology 1.5

Limitations

5

Chapter 2

About Company

2.1

Profile

6

2.2

History

7

2.3

Industrial

8

6-11

method Chapter 4 Conclusion and

18

Recommendation

conglomerate

4.1

Conclusion

18

4.2

Recommendation

18

2.4

Shareholder

8

Chapter 5

Bibliography

19

2.5

Type of the company

9

5.1

Bibliography

19

2.6

Nokia’s Mission and

9-10

vision strategy 2.7

Nokia in Bangladesh

10

2.8

Product releases

11

Chapter 3

Recruitment and

12-17

selection practice

3.1

Recruitment and

12

selection practice

3.2

Employee positioning

13

strategy in Bangladesh 3

CHAPTER: 1 1.1 Origin of the paper This report has been prepared to make a study on the" Recruitment and Selection practice” as a part of the fulfillment of thesis program required for the completion of the BBA program of the management Faculty of Business istration of East West University .The report was prepared under the supervision of Ethica Tanzeen, lecturer of Business istration, East West University. We are very much thankful to him for asg me such types of project work.

1.2 Objectives of the paper * To find out the procedures, methods and techniques related to recruitment and selection applying in the BHL. * To find out the various internal and external sources of recruitment that the organization is applying for recruiting the people from within or outside the organization. * To know about the working environment of the organization. * To learn and experience something from the HR department that how the recruitment and selection procedure is going on in the organization. * To gain some new insights. * To determine how the candidates are evaluated and selected in an organization. * To determine competencies required for different vacancies in an organization.

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1.3 Scope of the report We are really grateful to our course instructor Ethica Tanjeen as for her that we have got the opportunity to do such analytical task. Through making this term paper; we will be able to gain the practical knowledge. It will help us to improve our communication and analytical skill that will benefit us in future. As we are just studying in BBA so we have some lack of knowledge to do such task efficiently and effectively and there must be some mistakes in this report. But through doing such analytical job we can overcome our lacking.

1.4 Data collection methodology we have collected our data from a territorial manager of Nokia who is reading in East West University.

1.5 Limitations As nothing is perfect, we also faced some difficulties during preparing the report. However, We have tried our best to complete our report nicely . One of the limitations is that this is a case study on one organization and therefore there will be no comparison made among several companies. Another limitation may be that most of our empirical data have been gotten from our primary source. This may be a drawback since it is one person’s subjective opinion rather than objective, statistical information. However, we feel that the information given to us is still of relevance and importance to our work and we have included many secondary sources as well to balance it up.

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Chapter: 2

2.1 Profile Hasn't the mobile phone come a long way, the capability of a phone these days is greater than a personal computer of not so long ago. Nokia is at the front when it comes to the major players in the history of mobile phones. They have an interesting story and even more interesting origin. Nokia Corporation is a Finnish multinational communication and information Technology Corporation was established on 1865. The main products of Nokia are mobile telephones and portable devices. Nokia has around 97,800 employees over 120 countries. Nokia is the world’s second largest mobile phone maker by 2012. From 1988-2012 nokia was the largest vendor of mobile phones. in 1865 Nokia started when Fredrik Idestam established a groundwood pulp mill on the banks of the Tammerkoski and started manufacturing paper. In 1987 the first handheld mobile was introduced by Nokia. Nokia started authorized working in Bangladesh from 2007. In Bangladesh Nokia is holding the rank of 2nd brand.

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2.2 History 1865 to 1967

Fredrik Idestam, Statesman Leo co-founder of

Mechelin, co-

Nokia.

founder of Nokia.

The predecessors of the modern Nokia were the Nokia Company (Nokia Aktiebolag), Finnish Rubber Works Ltd (Suomen Gummitehdas Oy) and Finnish Cable Works Ltd (Suomen Kaapelitehdas Oy). Nokia's history started in 1865 when mining engineer Fredrik Idestam established a groundwood pulp mill on the banks of the Tammerkoski rapids in the town of Tampere, in southwestern Finland in the Russian Empire and started manufacturing paper. In 1868, Idestam built a second mill near the town of Nokia, fifteen kilometers (nine miles) west of Tampere by the Nokianvirta river, which had better resources for hydropower production. In 1871, Idestam, with the help of his close friend statesman Leo Mechelin, renamed and transformed his firm into a share company, thereby founding the Nokia Company, the name it is still known by today. Toward the end of the 19th century, Mechelin's wishes to expand into the electricity business were at first thwarted by Idestam's opposition. However, Idestam's retirement from the management of the company in 1896 allowed Mechelin to become the company's chairman (from 1898 until 1914) and sell most shareholders on his plans, thus realizing his vision. In 1902, Nokia added electricity generation to its business activities. 7

2.3 Industrial conglomerate In 1898, Eduard Polón founded Finnish Rubber Works, manufacturer of galoshes and other rubber products, which later became Nokia's rubber business. At the beginning of the 20th century, Finnish Rubber Works established its factories near the town of Nokia and they began using Nokia as its product brand. In 1912, Arvid Wickström founded Finnish Cable Works, producer of telephone, telegraph and electrical cables and the foundation of Nokia's cable and electronics businesses. At the end of the 1910s, shortly after World War I, the Nokia Company was nearing bankruptcy. To ensure the continuation of electricity supply from Nokia's generators, Finnish Rubber Works acquired the business of the insolvent company. In 1922, Finnish Rubber Works acquired Finnish Cable Works. In 1937, Verner Weckman, a sport wrestler and Finland's first Olympic Gold medalist, became president of Finnish Cable Works, after 16 years as its technical director. 1967 to 2000 The seeds of the current incarnation of Nokia were planted with the founding of the electronics section of the cable division in 1960 and the production of its first electronic device in 1962: a pulse analyzer designed for use in nuclear power plants.[21] In the 1967 fusion, that section was separated into its own division, and began manufacturing telecommunications equipment. A key CEO and subsequent Chairman of the Board was vuorineuvos Björn "Nalle" Westerlund (1912–2009), who founded the electronics department and let it run at a loss for 15 years.

2.4 Shareholder Union group is the shareholder of Nokia Corporation in Bangladesh.

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2.5 Type of the company Nokia is a multinational communication and information technology company. It does business of Mobile phones and portable devices.

2.6 Nokia’s mission and vision strategy Nokia’s mission is simple: Connecting People. Our goal is to build great mobile products that enable billions of people worldwide to enjoy more of what life has to offer. Our challenge is to achieve this in an increasingly dynamic and competitive environment.

Ideas, Energy, Excitement, Opportunities In today's mobile world, it feels like anything is possible - and that's what inspires us to get out of bed every day.

Key elements of Nokia’s strategy 

build a new winning mobile ecosystem in partnership with Microsoft



bring the next billion online in developing growth markets



invest in next-generation disruptive technologies



increase our focus on speed, results and ability

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Driving change

Our new strategy is ed by changes in Nokia’s leadership, operational structure and approach. The renewed governance will expedite decision-making and improve time-to-market of products and innovations, placing a heavy focus on results, speed and ability. Nokia’s strategy is about investing in and ensuring Nokia’s future. “I have incredible optimism,” said Stephen Elop, Nokia President and CEO, “because I can see fresh opportunity for us to innovate, to differentiate, to build great mobile products, like never before, and at a speed that will sur what we have accomplished in the past.”

2.7 Nokia in Bangladesh Nokia started authorized working in Bangladesh from 2007. In Bangladesh Nokia is holding the rank of 2nd brand. In Bangladesh there are 26 Nokia branded retail (NBR) where only Nokia branded accessories are available, and about 22000 plus General retail (GR) where other branded accessories including Nokia are available.

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2.8 Product releases Nokia launched its Nokia 1100 handset in 2003, with over 200 million units shipped, was the best-selling mobile phone of all time and the world's top-selling consumer electronics product. Nokia was one of the first players in the mobile space to recognize that there was a market opportunity in combining a game console and a mobile phone (both of which many gamers were carrying in 2003) into the N-Gage. The N-Gage was a mobile phone and game console meant to lure gamers away from the Game Boy Advance, though it cost twice as much. The N-Gage was not a success, and from 2007 and 2008, Nokia started to offer an N-Gage service on existing Symbian S60 smart phones to play games. Nokia launched two new music and social networking phones, the X6 and X3.The Nokia X6 featured 32GB of on-board memory with a 3.2" finger touch interface and comes with a music playback time of 35 hours. The Nokia X3 was the first series 40 Ovi Store-enabled device. The X3 was a music device that comes with stereo speakers, built-in FM radio, and a 3.2 megapixel camera. In 2009, Nokia also unveiled the 7705 Twist, a phone sporting a square shape that swiveled open to reveal a full QWERTY keypad, featuring a 3 megapixel camera, web browsing, voice commands and weighting around 3.44 ounces (98 g). On 9 August 2012, Nokia launched for the Indian market two new Asha range of handsets equipped with cloud accelerated Nokia browser, helping s browse the Internet faster and lower their spend on data charges. Recently Nokia have launched their most upgraded smart phone including windows 8 Nokia LUMIA 920, LUMIA 520 in Bangladesh.

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Chapter: 3

3.1 Recruitment & Selection Practice Concept of Recruitment: According to EDWIN B. FLIPPO, “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations “. A process of finding and attracting capable applicants for employment. 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. Purpose and Importance of Recruitment: Attract and encourage large number of candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

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3.2 Employee Positioning Strategy of Nokia in Bangladesh In Bangladesh the authority of Nokia is handled by a group of employee known as Nokia Field Force. Nokia Field Force

Field Operation Manager

Assistant Field Operation Manager

NBR (Nokia Branded Retailer)

GR (General Retail)

Team Leader

Team Leader

Senior Promoter

Field Representative

Brand Promoter

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EA (Emerge in Asia)

Training Manager

Assistant Training Manager

HR (Human Resource)

Human Resource Manager

3.3 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 d unless a person has been identified through the Succession planning process or other business requirements. 3. The HR head, trainer and assistant trainer are involved in the recruitment and Selection decision.

3.4 Sources of Recruitment We know there are two sources of recruitment 1. Internal 2. External Nokia Corporation in Bangladesh 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.

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3.5 Sources of ment Nokia Corporation use only internal sources of ment. 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.

Internal Employee

Nokia Store Vacant Position

Ex Employees

Walking Interview on University

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References

3.6 Selection Method 1st Interview VIVA

2nd Interview Written

Assessment and g

Selection for Training

Induction Training for 7 Days

2nd Assessment

2nd Written Test

Selection

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3.7 Interview Method Firstly they take the cv 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

3.8 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.

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

3.10 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 for 7 days in this step. After that they give second time assessments, where they get the of their Induction training period. After the second written test, if the applicant gets ed is selected finally for the job. 17

Chapter: 4

4.1 Conclusion The recruitment process is both long and costly, and when a mistake is made it can b e catastrophic for the organization and the individual involved. Furthermore, the proc ess 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. We think the proposed system makes the recr uitment and selection process more effective for the organization.

4.2 Recommendation We can easily say that Nokia is a big multinational company. But they do not recruit anyone 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 externally. They only use internal sources of ment. As a reason many qualified applicant may not get the news of vacancy and loses the chance of getting an honorable job at Nokia. Our recommendation is Nokia should use both internal and external sources of recruitment as well as ment sources.

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Chapter: 5

5.1 Bibliography 1. www.nokia.com 2.www.wikipedia.com

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