Assignment on Robi


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's everyday-life and has made a "safe haven" in one of our pockets much like our wallet that we never want to leave at home while we head for our work! Thanks to the telecom-revolution and its relentless evolution that together have made it possible even in developing countries like Bangladesh. This is the dominant device that we now express ourselves through, get our work done and share our pains and pleasures with.

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. It is the only CDMA network operator in the country. On 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") & renamed it as Banglalink. Robi (formerly known as Aktel) launched its operations on the 15 November, 1997 in Dhaka and on 26 March, 1998 in Chittagong. Robi was formed as a joint-venture between Telekom Malaysia (now known as Axiata) and A.K. Khan Company. NTT DoCoMo, the Japanese Telecom Giant purchased A. K. Khan's share on 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 market, and launched commercial operations on 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, but also is a dynamic and leading countrywide GSM communication solution provider. It is a joint venture company between Axiata Group Berhad, Malaysia and NTT DOCOMOINC, Japan. With a mission to meet the communication needs of the people of Bangladesh, Robi Axiata Ltd. formerly known as Telecom Malaysia International (Bangladesh), commenced its operation in 1997 under the brand name of Aktel. Later, on 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. Robi believes in ahead with innovation and creativity. The company is providing the telecommunication services to support national telecommunication policy for a higher rate of telecommunications ratio and coverage in Bangladesh. Robi is committed to provide warm, friendly approachable service to its valued customers as well as mass society. Robi services its subscriber’s with the philosophy of the excellence with the limited interconnection. To ensure leading-edge technology, Robi has the international expertise of Axiata and NTT DOCOMO INC that support 2G voice, CAMEL phase 2 and GPRS/EDGE service with high speed internet connectivity. Its GSM service is based on a robust network architecture and cutting edge technology such as Intelligence Network (IN), which provides peace of mind solutions in terms of voice clarity, extensive nationwide network coverage and multiple global partners for international roaming (IR). It has the widest International Roaming coverage in Bangladesh connecting 553 operators across 207countries. Its customer centric solution includes value added services (VAS), quality customer care, easy access call centers, digital network security and flexible tariff rates. As a customer focused Information Communications Company, Robi believes in providing superior service that leads to good business and good development in the society. Robi believes that quality is continuous and never ending journey. Hence, a step Robi is taking continuously to upgrade and expand their network for better and more efficient services to subscribers.
    

Market share of Robi
Robi has got 18% market share in the Telecommunication industry in Bangladesh considering the subscriber base and is in the third position based on the number of customers. But when revenue is concerned, Robi has a lot of valuable customers who are keeping Robi at second position.

Vision
To be a leader as a Telecommunication Service Provider in Bangladesh

Mission 
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 for its excellence in Service in telecom sector.
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 from Prime Minster Office on 13th SAARC summit.
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


Compensation &
Benefit
(2 employee)
 

HR Information
(4 employee)
 















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:



C.V Sorting

 
 

                                                                       



















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 for this higher training. The cost of relocations, the whole expense of food and housing are providing by ROBI Company as long as they are in the abroad for training.
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).

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 by its network. There are many product and services of Robi is available in Market. At this moment the company is in growing position. But the strategies of the company will make the company “number one” mobile company of 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


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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.