GROUP POLICY People Valid from: Page: 1 of 8

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1 Page: 1 of 8 Policy owner: Approver: EVP & Chief People Officer President & Group CEO 1 Group Policy Owner Mandate The Group Policy Owner People is given a mandate to assess and manage organisation, employees and corporate culture based on the overall strategy of Telenor. This mandate aims to ensure that Telenor has: Competence through hiring and developing experts & leaders Organisation by organizing for both efficiency & innovation Culture by developing a customer-driven and collaborative culture 2 Requirements 2.1 Telenor Way and Leadership Telenor Way The Telenor Way framework shall act as a guide for all behaviour and decisionmaking in Telenor, and thus be the foundation of the corporate culture. Telenor shall create awareness, commitment and compliance and train all employees on the Telenor Way Framework Leadership Telenor s Leadership Attitudes are: Explore Engage Empower Execute Managers in Telenor shall use the Leadership Attitudes as a guide for behaviour and decision-making. Telenor shall implement these Leadership Attitudes and assess how they may best support local culture. 2.2 Diversity in workforce There shall be continuous focus in the people related processes to have diversity based on age, nationality, gender and ethnicity.

2 Page: 2 of Learning tools All employees shall be informed of and are encouraged to use Telenor s global learning management system, Telenor Campus. 2.4 Recruitment, onboarding, reintegration and termination Recruitment The recruitment process in Telenor shall be transparent, non-discriminatory and in alignment with the Codes of Conduct. Recruitment standards shall support Telenor Group s reputation as an attractive employer. All job vacancies where there is no planned successor shall be posted on the internal job market of the respective BU and, if applicable, across Telenor Group. All employees shall be given access to the Telenor Group s internal job market and its vacancies. The selection process of the job candidates shall be in accordance with local laws and shall aim to secure diversity. Candidates shall be selected based on experience and competencies, and a match between personal values, attitudes and the Telenor Way. Recruitment for a position in the Telenor Management Arena shall happen through the People Committee and in accordance with the Group Authority Matrix Onboarding All employees shall within three months after the commencement of employment, have taken part in an onboarding programme. The onboarding introduce the employee to Telenor and help the employee feel a sense of belonging and create impact as soon as possible. It shall include basic information about: Telenor Business Unit Business strategy and key performance drivers The Telenor Way Terms of employment Reintegration All employees who are on long-term absence from work shall be adequately reintegrated when they return to work.

3 Page: 3 of Termination The exit process used by the BUs shall be in line with relevant laws, be nondiscriminatory and in alignment with the Code of Conduct. Feedback from leavers should be recorded, aggregated and analysed. 2.5 Performance and Development Employee Engagement Survey (EES) Telenor shall annually conduct an employee engagement survey (EES). All Employees shall be given the opportunity to participate in the EES survey and the following EES workshops, and freely express their opinion Role descriptions The BU shall adapt to the Group framework for job types/families and role descriptions. The role descriptions shall outline the main responsibilities, workdomain, tasks and competence requirements for each function. A template for role descriptions is available in Workday Telenor Development and Performance Process (TDP) All business units shall adapt to the Group performance and development process (TDP) as described in the Group Manual TDP. The TDP shall aim to: Cascade the strategy of Telenor Group and the Business Unit to teams and individuals Review performance and potential of employees Update the personal development plan for the individuals Secure on-going feedback to the employee Develop the talents, both managers and experts Workforce Planning Telenor shall conduct a holistic workforce/competence planning across all units. The planning shall proactively forecast the needs for competencies and capacity on a short and long term basis to meet current and emerging business targets. The process shall follow the defined Group process. 2.6 Reward Reward in Telenor shall contribute to attracting, engaging and retaining the right employees with an aim to deliver sustainable value for shareholders in accordance with the Telenor way. The following key principles shall be applied: i. Reward for performance.

4 Page: 4 of 8 ii. iii. Support balanced goals Offer competitive total reward Remuneration shall as a minimum meet relevant national legal standards, and the basis on which employees are being paid shall be documented. Employees who are nominated by Telenor to serve on the Board of Directors of subsidiaries or other companies, are not entitled to a separate remuneration such as Director s Fee, shares, share options, bonus etc. This also applies to employees who hold positions in sub-committees of such Boards. 2.7 Organisational Structure Telenor s organisation shall be clearly defined, documented, and communicated to employees. A recommendation from Group Policy Owner should be sought before a final decision on top organisation design changes is taken. 2.8 Mobility Telenor shall enable mobility of its employees in order to foster collaboration, leverage experiences and critical competencies across markets. A mobility programme shall be in place and secure to: i. Embed Telenor Way and ensuring governance. ii. Leverage expertise across the Group. iii. Support pipeline of future experts and leaders. 2.9 Organisational change management All workforce restructuring (e.g. transfer out to another legal entity, downsizing, organisation restructuring leading to changes in employment terms) in Telenor should be done with the aim to create and sustain long term business value. Workforce restructuring should be done in a responsible manner, through verifiable processes and in accordance with applicable legal requirements and legislation Requirements with regard to mergers and acquisitions When acquiring new legal entities or businesses Telenor shall integrate such new units according to the HR M&A framework in order to reduce risk and to realize maximum value from people and organization.

5 Page: 5 of Employer Responsibility The relationship between Telenor, the employees and their employee representatives shall be based on mutual respect and dialogue. Telenor shall be a responsible employer and maintain a consistent, accurate and non-discriminatory employer practice in accordance with applicable legislation and good corporate governance. Through dialogue with employees or their recognized representatives, Telenor shall utilize the employees experience and insight to influence working conditions and contribute to sustainable business growth. This involves information sharing in meetings between management and employees when needed Labour standards Telenor shall respect the International Labour Organisation's eight fundamental conventions, concerning freedom of association and the recognition of the right to collective bargaining, the elimination of forced labour, child labour and discrimination in the work place, as set out in the Telenor Code of Conduct. Telenor shall not employ or contract child labour. Telenor shall ensure that personnel under the age of 18 do not perform any hazardous work. Telenor opposes the use of forced or compulsory labour, including but not limited to exchange of labour for payment of debt. Any employee shall be free to leave his/her employment after giving reasonable notice. No one shall be required to deposit money, identity papers or similar in order to get or keep their employment with Telenor. Telenor respects the right to freedom of association and the right to collective bargaining. Telenor allows its employees to freely elect representatives to advocate employee matters and carry out their functions, in accordance with relevant laws and regulations. Any discrimination against employee representatives shall be avoided. When employees seek to unionize, Telenor will recognize unions that are established in accordance with national law and regulations. The BUs shall promote principles on fundamental labour rights and related requirements, as stated in agreements entered into by Telenor ASA. The BU shall make sure that working hours are not excessive and that the employee gets adequate time for recovery. Working hours shall be compliant with applicable local laws and regulations Employment contract Telenor shall document the employment terms in a written agreement with the employee which can be maintained in the global Human Resource Information

6 Page: 6 of 8 System. The employment shall be permanent and according to the national legislation. Temporary employment shall only be used in special cases. Telenor s Code of Conduct shall be part of the employment agreement. When required by local law or regulation the employment contract shall include necessary consent from the employee to process personnel data for HR purposes Occupational Health, Safety and Personnel Security (OHS&S) Telenor shall be an industry leader in the field of health, safety and employee security to promote good health and a safe and secure working environment, in compliance with relevant internationally recognized standards. A healthy and sustainable work-life balance shall be ensured for all employees. Telenor shall proactively and continuously identify all occupational, health, safety and personnel security risks. OHS&S risks shall be mitigated to prevent accidents, occupational diseases and personnel security threats. Telenor shall continuously monitor and report the performance via risk monitoring and KPI reporting towards controlling and mitigating the OHS&S risks in a transparent and accurate manner and continuously improve the standard. Telenor shall adhere to the prescribed safety rules and act by example as well as raise and react to any concerns which may represent a potential threat to health and safety Business Travel Telenor shall establish and maintain a process to keep account of employees on business travels and ensure that proper risk assessment is conducted prior to travel. In case of an emergency incident/accident Telenor shall be able to share information, including destination, airline, flight and other relevant information about employees on travel with Group People. Before a group of several employees travel together, related risks and consequences shall always be evaluated. If a significant number of employees are travelling to the same destination at the same time, the need for dividing the group in smaller units shall be considered. This is regardless of means of travel and includes accommodation. When travelling by air, no more than 50% of the local senior executives (tier 1 3), or business area employees or members of the Board of Directors (BoD) can travel on the same plane.

7 Page: 7 of Crisis Management Telenor shall continuously enhance its competence to foresee, handle and prevent the development of critical situations. Telenor shall establish and regularly train a crisis management organisation. Telenor shall develop, implement and maintain a crisis management plan that describes the local crisis management processes, roles and responsibilities Personnel data administration and digital collaboration tools Telenor shall maintain efficient personnel administration processes, and ensure that all relevant employee information is up to date and handled in accordance with requirements set out in Group Policy Privacy. All BUs shall use Group wide personnel administrations systems (Workday) and digital collaboration tools as approved by Group People, and implement Group wide standards, policies and processes. 3 Reporting N/A 4 Reference documents 4.1 Group Manuals Group Manual TDP Group Manual Occupational Health Safety and Security Group Manual Crisis Management Group Manual Reward Group Manual Human Resource Provision Group Manual TMA recruitment, appraisal and development Group Manual HR M and A Group Manual Mobility Programme Group Manual Role Assignments under Group Policies 5 Definitions Telenor way: The Telenor Way is how we want to conduct business in Telenor and sets out the

8 Page: 8 of 8 foundation for behaviour and decision-making. In addition to the Governing Documents, The Telenor Way Framework consists of our Vision, Mission Statement, Values, Leadership Attitudes and Code of Conduct; and shall be implemented in Telenor. Telenor management arena (TMA): TMA positions include the Group Executive Management (GEM) as well as leadership positions reporting to a GEM member or Business Unit CEO. Exceptions to this principle are to be decided by the Executive Vice President People Development on a case by case basis. Reward: This shall be seen as the sum of total remuneration (financial rewards) and recognition (non-financial rewards). I.e. Reward = Remuneration + Recognition = (Fixed compensation + Variable pay + Benefits) + Recognition Hazardous work: Situation or activity with a potential for harm, in terms of human injury or ill health or a combination of these.