Introduction
The
origin of the report:
The
term paper is prepared for Md. Atiqur Rahman Sarker Lecturer Department of Business
Administration at East West University of Bangladesh. This report
is prepared as a partial requirement of Human Resource Management course.
Following the standard procedure and instruction given by the course instructor
does this formal report.
Scope of the research:
The report deals with the practices of HRM on job
satisfaction and firm’s productivity and also recruitment and selection process
in terms of theoretical point of view and the practical use. The study will
allow learning about the recruitment and selection issues, importance, modern
techniques and models used to make it more efficient. The study will help to
learn the relationship between HRM practices, job satisfaction and firm’s
productivity. Moreover the study will help to differentiate between the
practice and the theories that direct to realize how the organization can
improve their recruitment and selection process.
Objective:
Primary objective: The primary
objective of this project is to learn about the recruiting, selection process and orientation, training and Development
process of the Robi
mobile company.
Report objective:
·
To give detailed information about
requiting, selection, orientation, training and development process of the
company.
·
Show how this activities relate with the
organization overall strategy and objective.
·
To know how affectively these activity
work for the company.
·
To focus on the extent and nature of any
formal evaluation of the activity’s effectiveness.
·
To know relationship between HRM
practices, job satisfaction and firm’s productivity
·
To know the HRM practices done by the
organization and evaluate their performance due to the HRM practices.
Methodology:
Source
of Information:
1.
Primary: The primary information collected
through face to face interview, observation, and by participation in the
recruitment and selection process.
2.
Secondary: The secondary information
collected from website, Magazine, Memorandum, Journals, books and some other
relevant sources.
Both primary and secondary data sources will be used to
generate this report. Primary data sources are scheduled survey, informal
discussion with professionals and observation
while working in different desks. The secondary data sources are different
published reports, manuals, price updates and different publications of “Robi”.
Limitation:
The
major limitation factor for this report was primarily the reluctance and strict
devotion to confidentiality maintenance attitude show by the officials of Robi
mobile company. Moreover, some information was withheld to preserve privacy of
the company. So, we can’t give the exact information always. Most of all we had
very little time to finish this project. If we had some time more the project
could have been better.
History
of Telecom Company of Bangladesh
Mobile
phone has become an indispensable part of Bangladesh Bangladesh
The
introduction of telecommunication industry has been pretty late in our country
compared to that of the neighboring countries. This is very much attributable
to the political unrest in early 1990s. Citycell (Pacific Bangladesh Telecom
Limited) is the first mobile communications company of Bangladesh March 26, 1997 , GrameenPhone launched its service on the
Independence Day of Bangladesh. They were the first to introduce GSM technology
in country. Sheba Telecom (Pvt.) Ltd. obtained GSM license in 1996 to extend
its business to cellular mobile, radio telephone services. It launched
operation in the last quarter of 1997 as a Bangladesh-Malaysia joint venture.
In September, 2004, Orascom Telecom Holdings purchased 100% of the shares of
Sheba Telecom (Pvt.) Limited ("Sheba 15 November, 1997 in Dhaka
and on 26 March, 1998
in Chittagong Malaysia September
19, 2008 . The Only totally Bangladeshi owned operator TeleTalk
started operating on 29
December, 2004 . Airtel was the sixth mobile phone operator to enter
the Bangladesh May 10, 2007 .
COMPANY OVERVIEW
Background of Robi:
In order to get on with the rhythm of the modern world,
infra-structural development of the telecommunication sector should get
the priority. As a consequence, Robi Axiata Ltd. one of the pioneers not only
in the telecommunications private sector of Bangladesh Malaysia
and NTT DOCOMOINC, Japan 28th March, 2010 the company started its new journey with the new
brand name “Robi”. By serving the urban dwellers and rural people
simultaneously, Robi is going to fulfill the country’s vision to make
communication a basic necessity and with the reach at all levels of the
society. Sharing Robi’s experience and expertise with people of Bangladesh will
not only assist in the development of the telecom infrastructure in the country
but most importantly the people of Bangladesh remains connected and closer with
each other.
Robi is truly a people-oriented brand of Bangladesh Bangladesh Bangladesh
Market share of Robi
Robi has got 18% market share in the Telecommunication
industry in Bangladesh
Vision
To be a leader as a Telecommunication Service Provider
in Bangladesh
Robi aims to achieve its vision through being number
‘one’ not only in terms of market share, but also by being an employer of
choice with up-to-date knowledge and products geared to address the ever
changing needs of our budding nation.
Principle of Robi:
Principles statements define how people want to behave
with each other in the organization. Robi Axiata Limited statement is about how
the organization will value their customers, suppliers, and the internal
community. For this reason Robi Axiata Limited Employees hold themselves
accountable to the following guiding Principles for the organization. From the
perspective of Robi:-
Emotional: Passionate,
Creative, Respectful, Open
Functional: Simple,
Ethical, Transparent, Ownership No matter what we do in order to realize our
purpose, we hold ourselves accountable to the following overarching guiding
Principles for our organization.
Passionate: We
are Passionate-it’s in all of us. Whether visible or hidden within for whatever
reason. Everything we do is about doing the best we can. We are there for each
other and we endeavor to help in every
way we can.
Creative: Everything
we do we should do in a creative innovative manner. We bring energy to our
work. Our communications demonstrates our creative flair. We provide creative
and imaginative and services to our customers.
Respectful: We
are truly respectful to each other, our subordinates, peers, partners and
customers. We treat everyone equally
and we allow people to express their thoughts opinions in a respectful manner.
Open: We
have no hidden agendas. We share information freely. We can only be open with
our customers, partners, and stakeholders if we are open with ourselves-
regardless of hierarchy
Simple: Everything we
do and say should be simple and easy to understand. In terms
of communications we make sure the massaging is in plain, simple language.
Our plains are simple and uncomplicated.
Ethical: we are moral,
upright, honest, righteous, virtuous, honorable, keeping our promises in all we
say and do. We clearly align to our internal and organizational code
of ethics and code of honor. We will oppose all forms of corruptions.
Transparent: A few key words and phrases sums this up: Honesty,
openness, frankness, no lies, no deceit, no games, easily understood. We are
transparent with our customers, with each other, with our subordinate and peers
Ownership: whilst working individually or correctively, we clearly
demonstrate individual and collective ownership. Making mistakes is clearly
part of daily business as it is part of daily life- as long as we own up to
this clear, no culture of fear.
Divisions & Departments of Robi
Axiata Ltd.
Robi is operating with following Divisions / Departments
having its establishment indifferent locations at Dhaka, Chittagong
and other regions of Bangladesh
Robi
has following divisions and departments:
v Finance
Division
v Commercial
Division
v Information
Technology Division
v Technical
Division
v Human
Resources Division
v Revenue
Assurance Department
v Regulatory
Affairs Department
v Internal Audit
Department
v Corporate
Affairs Department
v Corporate
Strategy Department
v Supply Chain
Management Department
v Credit Control
Department
v Legal &
Compliance Department
v Security &
Safety Department
v MD’s/CEO’s
Office
Company Achievements:
v Robi has been
conferred the prestigious Frost & Sullivan Asia Pacific ICT Award 2010 for
‘Emerging Market Service Provider of the Year’
v Awarded the
prestigious fund grant from GSMA MMU (Mobile Money for the Unbanked) in 2009
v Crossing 10
million subscribers mark in 2009
v Ranked within
top 6 global comparable telecom in A.T. Kearney benchmarking exercise in 2009.
v Cost
optimization project saved 2 times of what was projected.
v The weekly
Financial Mirror Samsung Mobile & Robintex Business Award 2008-2009 as the
best Telecommunication Company.
v TeleLink
Telecommunication Award 2007 for its excellence in service, corporate social
responsibilities and dealership management for the year 2006 in commemoration
of World Telecommunication Day 2007
v Arthakantha
Business Award given by the national fortnightly business magazine of Bangladesh
v Financial
Mirror Businessmen Award given by the national weekly Tabloid business
magazine.
v Deshbandhu C.
R. Das Gold Medal for contribution to telecom sector in Bangladesh
v Beautification
Award for exceptional contribution to the Dhaka Metropolitan
City
v Standard
Chartered-Financial Express Corporate Social Responsibility(CSR) Awards 2006
for contribution in Education, Primary Health, Poverty Alleviation and
Ecological Impact.
v Desher Kagoj
Business Award 2006 for corporate social responsibilities activities
Human
Resource Division of the company
ROBI
has human resource activity from the very beginning when they first started
their operation though earlier they do not have separate HR division. It was
working jointly with other division (finance, marketing, administration). The
company establishes separate HR Division in January 1998. They have now 21
employees including those who are working in their head of the department.
Their HR head quarter is situated at Malaysia
Importance
of HR division in the company:
To
run the organization operation properly and to achieve the organization’s
goals, the organization needs qualified and right employees. HR helps to find
the right person for the right job. This is the major work of HR division.
Employee recruiting, selection, training, management development, and employee
compensation all these things have done under HR division. To achieve their
mission they provide effective training program, design attractive compensation
package, provide performance appraisal. These entire things are done for
finding the appropriate employee for the organization who can assist
organization to accomplish its goal.
Duties
and responsibilities of HR division of ROBI:
·
To perform job Analysis
·
To get engaged with recruiting and
conduct initial screening.
·
To design the orientation, training and
development materials.
·
To help in designing organization
development activities.
·
To work with employee’s compensation and
benefit.
·
To provide sufficient information in
order to complete the processing of recruitment and selection.
·
Duties with Administration sector under
ROBI HR Division:
1.
Transportation management
2.
Protocol
3.
Health and safety of the employee.
HR
Mission:
“To
be the employer of choice”
HR
objective:
·
Providing the right person for the right
job.
·
Job satisfaction.
·
Career planning and Development.
·
Reduce the employee turnover by
recruiting and selecting the right person.
ROBI
HR ORGAN GRAM
 |
||||||
|
|
|||||
Figure:
HR
Organ Gram
Human Resource planning
Recruitment and
Selection are not simply mechanisms for filling vacancies rather they are
viewed as the key factor for suitable placements. With a view towards placing
the right person at the position, in Robi following procedures in Recruitment
and Selection will be practiced:
Robi’s Human
Resource planning will start at the beginning of the year in accordance with
the approved business Plan and budget provisions.
Each
Division will submit their month wise recruitment plan to HR for the whole year
and on the basis of such requirement HR Division will prepare the upcoming
recruitment plan of each Division/Department.
Recruiting:
To
find the appropriate person for the company HR develop source of qualified
applicant and engaged in recruiting activities. They construct contact with
different source and try to build a pool of candidate. They try to assemble
candidate for the organization and from them they try to find out the right person.
Recruiting is the first step for creating the human resources for the company.
Company can recruit employee when they need. ROBI recruit employee during the
whole year at different time. They sometime recruit employee on quarterly basis
or half yearly basis or yearly basis basically depend on their business plan.
As ROBI expanding their business, they need to recruit more people. They
forecast their business plan and determine the duties and position before they
recruit employee. To find the human resource requirement they consider all
three techniques-
1)
Trend analysis: Basically “trend analysis” is a study of
a firm’s past employment needs over a period of years to predict future needs
in order to recruit and select the adequate number of employees. ROBI do use
trend analysis in order to determine the number of employees needed each
period. Because they have to plan for different areas throughout the whole
country for which they need to rely on past records of recruiting employees.
2)
Ratio analysis: A method for determining future staff
needs by using ratios between sales volume and number of employees. Since, ROBI
is Tele communicating servicing company; it needs to rely on ratio analysis to
have proper distribution of employees in sales sector with the comparison of
demand of their product and also with the demand of supervisors in each
division.
3) Scatter plot: A graphical
method used to help identify the relationship between
two variables. Most of the time, ROBI uses scatter
plot. The reason behind this is the demand for
their brand product. And the demand varies upon the population density, location of that place and their budget to provide
service in those areas. Since they have to
make plan depending on these factors, they prefer scatter plot to determine the number of employees for recruiting and
selecting.
Sources of recruitment
(a) Internal Recruiting: Before hiring the outside candidate an organization should
forecast the inside candidate. ROBI keeps a record of every employee’s performance
evaluation. They evaluate employee before training and after training. They
basically evaluate employees on the basis of 3 skills – functional, behavioral
and conceptual. After gathering all possible information about their employee’s
performance they construct a position replacement card. They show here
possible replacement, present performance and promotion potential. They also
show what type of training an employee need for a particular job. They use it
for promoting people for upper level or top-level management and technical
position depending on the company situation. They also use it for job rotation. By using this technique they
recruit most of their internal candidate.
(b) External Recruiting: External
Source is one of the major sources of recruiting employee for any organization. An organization may have
different types of external sources. ROBI uses different types of sources to
find the candidate for their organization. Under this source, ROBI follows
different kinds of sources that are described below:
(1)
Advertising: ROBI
uses different types of advertising to recruit employees. They generally go for newspaper advertising and online advertising.
Online advertisements are presented by their
own website and other websites like www.bdjobs.com.
(2)
Agencies: ROBI does not go for Agency recruiting. Sometimes
they take help from foreign agencies when they hire expatriate. They use
foreign agencies to recruit expatriate and top-level management people. These
types of recruiting decisions have been taken by their head office that is
situated in Malaysia
(3)
Executive recruiting: Executive recruiters are special
employment agencies retained by employees to seek out top-management talent for
their clients. In order to have qualified candidates who are employed and not
actively looking to change jobs, executive recruitment is also used as a source
of candidates in ROBI.
(4)
College recruiting:
As
an important source of professional and technical employees, college recruiting
is widely used by ROBI. The organization recruit employees from job fair also.
They have participated in several job fairs. Last tear they participated at
N.S.U job fair organized by Department of Career Service (DCS). They recruit
fresh graduate from university as well. Sometimes, they recruit fresh graduate
after they have completed their internship in their organization.
Forecasting the supply of outside
candidate:
ROBI
consider the general market condition, local market condition and occupational
market condition when they recruit because it helps them to find whether they
have suitable supply of candidate or not.
The
procedure of CV sorting:
ROBI
sorts their candidates CV on the basis of few factors. These are:
(a)
Educational Qualification,
(b)
Candidates Experience,
(c)
Skills on the specific field;
Selection:
ROBI
go through some selection process when they hire employee. They undergo some
initial screening and testing technique when they select an employee. These
techniques help them to find the right person for the right job. They take
interview of the candidate; arrange different tests to find the appropriate
person. Then they give final decision. HR manager conducts initial screening
part for the selection procedure. Department super and top-level management who
are responsible to take the final decision conduct the remaining part.
Problems
with the Recruiting and Selection process of ROBI
#
They do not follow any personnel replacement chart.
#
They do not promote work samples testing to evaluate a candidate.
#
ROBI doesn’t use any method to test each employee’s personality.
#
ROBI doesn’t follow background checking for selecting candidates as it becomes
expensive for the company.
#
They do not follow appraisal interview as well as situational interview.
The
chart of recruiting and selection process of ROBI:
|
 |
Training programs in ROBI
The
training program is a vital link in the process of converting the recruit into
productive representatives. The money, which is spent on recruiting and
selecting people, may be wasted if their selection is not followed up with the
proper training programs. Additionally, experienced reps may not improve or
even maintain their productivity if they are not provided with an adequate
amount of continual training. So the purpose of training is to relate and
improve the specific performance related skills, attitudes, perception and
behaviors require people’s success with the state of readiness of the force. As
ROBI is the leading provider of telecom services, they always want to serve
their best. That is why, they have very strong and effective training
department to train the best training to their employees. At ROBI the top-level
management believes that their primary competitive advantage comes from their
employees. In the ever-changing mobile industry, all of they must continuously
upgrade their skills and knowledge in order to maintain this competitive
advantage. Their training programs are based on the job natures and the
performance of the employees. Their goal is to attract, retain and motivate the
very best and to do that they support training, development, and business
education.
Why ROBI train their employees? : -
Primarily,
the importance of training stems from the rapid change in the environment. As a
developing country, people, in general, are not very aware about the
technological changes that are taking place. Training basically seeks to take
human inputs recruited or even existing employees and turn them into productive
part of the company. Training programs should be taken as a continual, ongoing
process, which improves the scenario in different dimensions such as:
1.
Training process is conducted to provide the fresher’s the basic knowledge
which is required to perform their specific job perfectly.
2.
To implement the basic knowledge, ROBI provides practice session for the new
employees. ROBI believes on the more practice the more perfect employee. That’s
why they prefer more the practice session.
3.
Training provides the people with better improved knowledge, working habits,
working techniques which are essential part to achieve both employee and
company satisfaction and thus retaining them in the long run.
4.
Training programs also help trainee to develop positive attitude about themselves
and company as a whole.
The
Training Process:
There are three types of training
process:
1.
In-house training:
This
training is provided through the vendors. Employee supervisors or line managers
provide a coaching for the new employees. In coaching, lectures are delivered
to provide knowledge related to the specific jobs. A lecture is the best way to
present a basic outline of a subject in a shorter time to a larger number of
trainees than any of the other techniques. FOR example, when information about
ROBI’S products, new services, and new findings in the research and company
information, market condition is to be given to the trainees then the training
department adopts lectures. With this technique, a trainer can handle a higher
number of participants and give greater volume of information within a short
time period
2.
Foreign training:
To
implement new technology ROBI have to train their new employees from foreign
countries. They have arranged for international training for their employees
according their performance .In this case the employee has to sign a Bond
assuring the company that he will not leave company next few years. This
duration varies based on the training. Employees are mainly sent to Malaysia
3.
Job rotation:
ROBI
provide job rotation to the entry-level employees. In this process they don’t
send their employee of one department to another department for training. What
they do is that they just send employee of one branch to another or one region
to another.
4.
Discussion:
In
ROBI, when any new system is launched or when there is any need for changing
the technique or policies, discussion is used as a training method where both
the trainer and the trainees can share their thoughts and opinions. During the
leadership training, induction training as training on advanced selling skill;
the training department usually prefers discussion. Sometimes, when cases are
given to the trainees to solve the problem and suggest recommendation, group
discussion also takes place among the trainees.
Supervision of training by ROBI HR
department: -
Though
the training programs are provided by different departments, the overall
supervision is upon the HR department. They look after the overall process and
do some routine functions. They are as follows:
Prepare, maintain and update training related
database.
Prepare career development plan
Prepare induction training manual/modules
Evaluate training program
Make agreement between ROBI and employees for
overseas training
To communicate with different local training
institutions
To communicate with trainers/instructors.
Objectives of ROBI training
programs: -
A
primary objective of many training programs is to teach the force how to be
more productive. Usually, a person’s productivity will increase with
experience. But if s training can substitute for some of the needed experience,
higher productivity levels should be reached earlier. The most important
objectives of training program are
Shown
in the given diagram:
 |
Figure:
Training
Programme
Training
plan: -
Training
gives new employees the skills required to perform their jobs perfectly. So
make the training program perfect ROBI plans some steps, which are helpful for
the fresher. ROBI follows the following steps to conduct training.
Trainee
evaluation: -
In
ROBI, The effectiveness of a training program is measured by evaluation of the
trainees. This evaluation is necessary in terms of assessing the value of the
training and in terms of improving the design of future programs. There are
mainly four outcomes based on which the organization evaluates the success or
failure of each training program. The four outcomes are- reaction, learning,
behavior and results. After each training session, each must have to submit an ‘annual
assessment’. In the annual assessment, each trainee is asked to do
report regarding the training program and is asked to do presentations on the
items they have learnt. During the training, quizzes and assignments
are also given among the trainees. The effects of training on their
performance are evaluated through the performance they have done after taking
part in the training compared to the performance they used to do before the
training and by this the organization measure the effectiveness of that
training program. The trainees who have gone abroad for attending the training program
are required to submit a report regarding on the materials taught in the whole
training program. This type of evaluation helps both the trainers as well as
the trainees. The trainees can compare their own performance and try to improve
according to that. The trainers can judge the effectiveness of training and can
develop better strategy for the upcoming training program.
Development Program in ROBI:
Management
development is any attempt to managerial performance by imparting knowledge,
changing attitudes, or increasing skills. For the past few years management
developments focus has been shifting from preparing managers to fill higher
level slots to preparing them to meet the challenges of managing in past paced
environment. Increasingly, therefore, the emphasis is on developing a manager’s
ability to learn and make decisions under conditions of rapid change. The
management development program may be aimed at filling a specific position,
such as CEO, perhaps with one of two potential candidates. When it is an
executive position to be filled, the process is usually called succession
planning. Succession planning refers to the process through which senior
level openings are planned for and eventually filled.
Why Development is needed for the
employees? :
When
ROBI selects their own employees to fill the vacant higher positions they look
for the employee who are ready to get the higher position. As they do not
follow the personnel replacement chart or position replacement card they have
to make those employees ready to acquire the higher position ROBI conducts
development program for them. It helps those employees to have the ability to
take decisions those are required in the higher-level position. Those who
deserve the higher position receive a development process conducted by ROBI but
it’s true that their development programs are not well organized though they
take some necessary steps for developing their employees who are working inside
the organization.
How the development process is
conducted? :
Before
starting a development program they analyze the employees to what extent they
need the development to be fit for the higher position. To analyze this they go
through SGA (skill gap analysis). On the basis of the SGA every
employee has to have a yearly 40 hours development process. It depends on the
current skill of those employees. Every employee of
ROBI
(from manager to managing director) goes through a career succession
planning. Through this career succession planning employees develops their
skills to deserve the vacant higher position.
The development process:-
To
conduct a development process ROBI follows the following on the jobs
techniques:
1.
Job rotation:
ROBI
provide job rotation to the managerial employees also. But the idea of ROBI’s job
rotation policy is limited only to the department. That means they don’t send
their employees of one department to another department. What they do is that
they just send employee of one branch to another or one region to another. For
example, for job rotation they send Marketing manager of Chittagong
branch to the Marketing department of Dhaka
branch as a manager which position is vacant, but they don’t send a marketing
manager to the sells department or HR department or any other branches.
2.
Junior Board:
It
is used for operational decisions in most cases. But sometimes it is used to
take very few strategic decisions (example: to design training program). To
attend junior board all employees should already receive the initial coaching.
In junior board top level managers have a sit with the sub-ordinates and
encourage them to provide possible suggestions regarding a decision. The
sub-ordinates try to give suggestions through brainstorming using the knowledge
provided in the initial coaching.
Employee Relations
As a multinational
telecom organization Robi Axiata Ltd, Robi try to maintain their employee
relations in their own way. The ways they are following is absolutely right
from my view point.
Employee Satisfaction
Robi
Axiata (RAX) Ltd, Robi maintain a positive relation with employees. But after
my observation of employee satisfaction I have found that some of the employees
are still not satisfied with the current situation of the organization. They
want additional benefits and more allowances for various factors like children
education, Medical allowance, and Marriage allowances.
Relationship between HRM
practices, job satisfaction and firm productivity
Robi’s Human Resource
management is run by making employees accountable for 7 guiding principles.
Such as: Passionate, Creative, Respectful, Open, Simple, Ethical, Transparent,
Ownership.
Human Resource management is operated in 4 major department:
1. Human resource Operations
a. Business partner for other division
b. Recruitment/resourcing
c. Payroll/payment/Accounts payable
d. HR MIS (automation, online systems for employees to make convenience)
2. Organization development & Talent management
a. Talent management
b. Culture development
c. Compensation & benefits
d. HR analysis and survey
3. Competence development and training
4. HR compliance and employee relations
a. HR Audit
b. Employee relation
c. Compliance
Job satisfaction:
In Robi, job satisfaction is managed via:
1. Leadership development
2. Career development and roadmap
3. Exposure to management (local/internal)
4. Transparent Performance management system (PMS)
5. Competitive compensation and benefits
Job satisfaction is measures in PMS and also through survey which is called EES (employee engagement survey).
Human Resource management is operated in 4 major department:
1. Human resource Operations
a. Business partner for other division
b. Recruitment/resourcing
c. Payroll/payment/Accounts payable
d. HR MIS (automation, online systems for employees to make convenience)
2. Organization development & Talent management
a. Talent management
b. Culture development
c. Compensation & benefits
d. HR analysis and survey
3. Competence development and training
4. HR compliance and employee relations
a. HR Audit
b. Employee relation
c. Compliance
Job satisfaction:
In Robi, job satisfaction is managed via:
1. Leadership development
2. Career development and roadmap
3. Exposure to management (local/internal)
4. Transparent Performance management system (PMS)
5. Competitive compensation and benefits
Job satisfaction is measures in PMS and also through survey which is called EES (employee engagement survey).
Productivity:
Measured in PMS (6 months basis)
Managed via:
1. Organization structure/organ gram
2. Competence development and training for skills
3. Satisfaction increase
4. For performance rating 1 and 2 (in scale of 5), they are put under PIP (performance improvement plan) so that productivity increases.
5. Performance rating PMS 3 – 5 is put in plan so that they can maintain their good performance.
Findings & Analysis
·
Robi Axiata Ltd. mainly emphases on
internal and external sources for recruitment.
·
Internally the organization discloses
the positions of the job and announces it to all current employees. Nature of
the position and the qualification needs for the job is described in the announcement
so that the interested candidates can apply.
·
Robi Axiata Ltd. recruits the relatives
and dependents of the employee for CV in some cases.
·
Another way to find applicants is
through employee referrals by other departments. Informal communication among
managers who can lead the discovery for the best candidates who are working in
other department in the firm.
·
Based on employee skills, educational
background, experience of work employee can be recruited in the organization.
·
For external sources the organization
does advertisement, takes help from the employment agencies (only for
technology department), do campus recruitment, arrange internship for the
students, take employee from personal contact or by employee leasing.
·
Robi Axiata Company Ltd. has a
structured and standard selection process. This is strictly followed by the
selection board that is empowered by the organization.
·
They first screen CVs. This process is
done by some selective criteria which are needed for the company. Then initial
interview is held. After that selective applicants are asking for written test.
Those who are successfully passed the written exam are called for final
interview.
·
Once the recruitment and selection
process is done then the employees are appointed base on their job description.
·
The organization fills the position by
promoting the present employees. But most of the times it recruits from outside
·
Interns are recruited based on their
performance. Employee leasing is an option.
Recommendations
Ø Strategic
planning: Successful employment planning is designed to identify an
organization human resources need. Robi Axiata Ltd. can use software to keep
employees update; which type of qualified employees they have; forecast future
requirement of qualified employees like other MNCs (telco).
Ø Checking
Policy: When the candidates come for interview or written exam the authority
doesn’t check the person with the picture that the candidates attached with the
application.
Ø Using
3rd party:
The Company can use 3rd party for the entire department to reduce cost. And it
is not possible all time to get the best CV, in that case 3rd party
can help me.
Ø Vacancy
Fill up: Most of the time company filled the vacant position from outside. But
they can fill it by promoting appointment or suitable person in the
organization.
Ø Emphasize
on internal search: Robi Axiata Ltd. basically relied on external search for
recruiting purpose. They must attempt to develop their own low level employees
for higher positions through more internal search. To do so they must ensure a
communication network notifying interested persons of opportunities, including
advertising within the organization like “position open” bulletin board in
every department.
Ø Job
fair: All of these organizations must use open up recruiting efforts to the
external community like job fair through external search. They can participate
in career and job fairs and open houses and must develop and support
educational programs and become more involved with educational institution that
can refer more diverse talent pool.
Ø Background
investigation: HR department should undertake a background investigation of
applicants who appear to offer potential as employees. They should verify an
individual legal status to previous work through checking credit reference,
criminal records and so on.
Conclusion
Recruitment
is an important issue for any organization. Recruitment and selection allows an
organization to assess the vacancy and choose the best personnel who will lead
the organization in future. So the organization should give more emphasize on
selecting a person. A person who can carry forwarded the organization in terms
of development, values and ethics. Mainly the precious resource for any
organization is their knowledge based efficient workers. The organizations
should more cautious on this issue to ensure the quality and ethics.
From
the above discussion we can easily understand that Robi Axiata Ltd. (Robi) is
one of the top mobile Company of Bangladesh. It covers the whole Bangladesh Bangladesh
So
we can easily find out the Human resource practice, recruitment and selection
process, employee satisfaction and relations at Robi is a very developed and
effective one. As a multinational company for making the process more effective
Robi should analyze the recruitment and selection process of other
multinational company of home and abroad. That can make Robi perfect in
recruiting people and the company will get efficient professionals that will increase
the productivity as well as revenue. The most important key source factor of Robi
Axiata Ltd is its efficient human resource. It is using the state-of-the-art
GSM technology and continuously monitoring its network traffic to ensure
network quality. Moreover, its decisions are based on facts from market
research and coverage survey. The company also monitors it's competitor's
activities and is proactive in marketing decisions.
References
Book: - Human Resource
Management (10th Edition) by Gary Dessler
To See More Assignment Click Here
Websites:-
1.
www.axiata.com
2.
www.telecompaper.com/news/article.aspx
3.
www.linkedin.com/.../axiata-bangladesh-ltd
4.
www.robi.com.bd
5.
www.btrc.gov.bd/
6.
www.btrc.net
7.
www.btrc.org/
8.
www.genecards.org/cgi-bin/carddisp.pl
9.
www.fao.org/sd/.../highlight_37167en.html
10.
en.wikipedia.org/wiki/Axiata_Group_Berhad
11.
en.wikipedia.org/wiki/Aktel, etc.
No comments:
Post a Comment