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A Report On

Human Resource Management Practices of Robi

University of Information Technology and Sciences


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Submitted to
Ayesha Binte Shafiullah Lecturer Department of Business Administration

Prepared by

1. Ali Zaber Choudhury

________________________

2. Md. Shahadat Hossain ________________________ 3. Sadi Mohammad Naved _______________________

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LETTER OF TRANSMITTAL
Ayesha Binte Shafiullah Faculty Member Department of Business Administration University of Information Technology and Sciences Baridhara, Dhaka-1213

Subject: Submission of Report. Madam, It is my pleasure to submit the report on Practices of Human Resource Management System of Robi as a part of our course. We have enjoyed preparing this report which enriched our practical knowledge of the theoretical concept. I tried to reflect the practical operational aspects of the organization which is complementary to the theoretical lessons. Should you need any further information to evaluate the report, it would be my Immense pleasure to furnish you the same.

Sincerely yours,

(Ali Zaber Choudhury) Program: BBA, Id: 09510081 University of Information Technology and Sciences

Date: 19th December, 2011

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ACKNOWLEDGEMENTS
At first, I would like to remember the name of the Almighty Allah Who has created us and given us knowledge, time and energy for completing our Internship Program. I am Ali Zaber Choudhury, thankful to my supervisor, Ayesha Binte Shafiullah for his kind support and motivation for conducting this study. I would like to express my sincere gratitude & appreciation to Khandakar Raihan Sayeed, Senior Executive, HR for his guidance, encouragement & keen interest in delivering thoughtful advice during the period of industrial & official training. My heartfelt thanks to, Tanvir Azad, Manager, HR for allowing me to perform my industrial & official attachment in the Axiata (Bangladesh) Limited (ROBI). I am also very grateful to Afsana Yeasmin, Senior Asst Manager, HR, I would also like to thanks Rifat Ferdous, Senior Executive, HR Sifat Huda, Asst. Manager, HR, & Shahin Mirza, Senior Asst. Manager, HR for their special cooperation. Finally, I want to thank Mr. Shakil Ahmed, Deputy Manager, HR, of Axiata (Bangladesh) Limited (ROBI). for his enormous support as well as all Managers & Assistant Managers for helping to get proper information about every section during industrial training.

Ali Zaber Choudhury (Behalf of the group) Program: BBA, Id: 09510081 University of Information Technology and Sciences

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EXECUTIVE SUMMARY

The report titled Practices of Human Resource Management System of Robi is prepared to fulfill the requirement of BBA program of UITS. I have divided the whole report into four main chapters. The First chapter contains the introduction part like, The Title of the report, Name of the organization, Background of the report, Objective of the report, Scope Methodology and limitations of the report. The Second chapter includes organizational information. I have projected a short profile of Axiata

(Bangladesh) Limited (ROBI). In this chapter I have mentioned mainly overview of the company,
historical background, department and division, marketing area, the company in Bangladesh, mission in Bangladesh, the marketing activities, product and service, network, etc of Axiata (Bangladesh) Limited

(ROBI).
The Third chapter contains the main portion of the report. In this part I have discussed the human resource policies, Selection and recruitment, Employee relationship of Axiata (Bangladesh) Limited (ROBI). First I give a short description of human resources division of ROBI, its function, role and responsibility etc. I also discussed here the recruitment procedure of ROBI step by step, such as manpower requisition, written exam, first and 2nd interview, then final selection, after that medical test, reference check, and then provide the appointment letter to the selected candidate, finally by completing all the joining formalities, the recruitment and selection process is finished in ROBI. At last in chapter Four Conclusion is given in this part. And some References are also given here. I have given my honest and sincere efforts while preparing this report. All my exertion and efforts will be successful if it becomes helpful to Axiata (Bangladesh) Limited (ROBI).

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T ABLE O F C ONTENTS E XECUTIVE S UMMARY C HAPTER 1: 1.1 1.3 1.4 1.5 1.6 1.7 I NTRODUCTION 01 01 01 02 02 02

Introduction of the Report Origin of the Report Background of the Report Scope of the Report Limitation of the Report Methodology O RGANIZATIONAL P ROFILE

C HAPTER 2: 2.3 2.4 2.5 2.6 2.8

Background/Historical Summary Objectives of ROBI The Vision Mission & Theme of ROBI Department and Division of ROBI The Marketing Area of Axiata (Bangladesh) Limited 2.8.1 2.8.2 2.8.3 Marketing Strategies Product Positioning Marketing Mix

03 03 04 05 06 06 06 06 07 07 07 07 08 09 10 23

2.9

The Company in Bangladesh 2.9.1 2.9.2 2.9.3 Chain of Command The way Axiata (Bangladesh) Ltd. Defines Business Long Term Vision of the Company

2.12 2.13

Products and Services Theoretical discussion ROBI Human Resorce Division

2.14

SWOT analysis of HR division C ONCLUSION & R EFERENCES

C HAPTER 4: 4.2

Conclusion

24 25

4.3

References

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Introduction Background of the Report

Modern communication plays an important role in the economic development of a country. Mobile operating companies are the primary contributors to the fulfillment of the demand. The goal of this analysis is to expose the student in the organizational work situation also to provide an opportunity for applying classroom learning in practice. There are some differences in theories and practices. Internship program is a system by which we can accustom ourselves with a practical situation through the application of theoretical knowledge into real life; the gap between these two can be bridged up through the internship procedure.

Rational of Study

To Stakeholders The report is done to find out whether the how satisfied the Employees are on ROBI. Findings of this research will not only help ROBI; it is also going to help the whole telecom.

To Employers Findings of this report will be supportive for the employers of the ROBI. From this report they will be able to find out whether their Employee are serving the desired purpose or not. Based on the findings they will be able to take vital decisions that may bring constructive.

To Employees Along with the employers the employees will also be benefited from the findings of this report. From the report they will be able to know about the quality of their service as well as where they need to improve themselves.

Objectives of the Report

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The study has been undertaken with the following objectives: To fulfill the requirement of the internship program under BBA program. To analyze Employee Relationship of ROBI To analyze Employee Branding of ROBI To analyze the Recruitment Process of ROBI. To have a better orientation and practical knowledge about the HR practice of the organization. To analyze Employee Satisfaction of ROBI To guide ROBI with my suggestions for its further improvement. To get an overall idea about the performance of ROBI.

Scope
The Axiata (Bangladesh) Ltd have great potential to become the leading telecommunication company. Therefore the recruitment and selection policy, human resource policies has to be very well designed and planned. And therefore the purview of this report would be more concentrated on the process of recruitment and selection and human resources police.

Limitation of the Report


It is really very difficult to find out every single issue within this limited period of time. Overally the the limitations those I have faced are: Time Frame. Access to more internal information. It was really difficult for me to accumulate confidential financial data. Bureaucracy. Use of biasness and references in the recruitment. The company does not have sufficient source of secondary data and collecting of Data was not smooth.

Methodology of the Report

Sources of Information
The scope of the study is limited within telecommunication business in Bangladesh. It is also limited within the organization of ROBI. And for that reason that information was very much restrictive within the organization as the telecommunication business is going to be very much Competitive. The following sources have been used for the purpose of gathering and collecting data as required.

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A. Primary sources: 1) Observation 2) Personal interview 3) Through personal acquaintance with the people at HR Division 4) By participate in the recruitment and selection process

B. Secondary sources: 1) Information from web. 3) Newspapers Clips. 2) Brochures. 4) Journals. & 5) HR Books

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.

Background of Robi

Axiata (Bangladesh) Limited is a dynamic and leading countrywide GSM communication solution provider. It is a joint venture company between Axiata Group Berhad, Malaysia and NTT DOCOMO INC, Japan. Axiata (Bangladesh) Limited, formerly known as Telekom Malaysia International (Bangladesh), commenced its operation in 1997 under the brand name ROBI among the pioneer GSM mobile telecommunications service providers in Bangladesh. Later, on 28th March, 2010 the company started its new journey with the brand name Robi.

Robi is truly a people-oriented brand of Bangladesh. Robi, the people's champion, is there for the people of Bangladesh, where they want and the way they want. Having the local tradition at its core, Robi marches ahead with innovation and creativity.

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With its strengths and competencies developed over the years, Robi aims to provide the best quality service experience in terms of coverage and connectivity to its customers all over Bangladesh. Together with its unique ability to develop local insights, Robi creates distinct services with local flavor to remain close to the hearts of its customers.

Objectives of Robi
EMPOWERING YOU: Robi is there for people, where they want and in the way they want, in order to help them develop, grow and make the most of their lives through Robis services. Principles: Axiata (Bangladesh) Limited employees hold themselves accountable to the following guiding Principles for the organization. Emotional: Passionate, Creative, Respectful, Open Functional: Simple, Ethical, Transparent, Ownership No matter what they do in order to realize their purpose, they hold themselves accountable to the following overarching guiding Principles for their organization: 1. Being respectful towards everyone. 2. Being trustworthy by action. Being passionate and creative in all we do. 3. Keeping things simple in the way we do things. 4. Being ethical and transparent. 5. Demonstrating individual and collective ownership. 6. Practicing an open culture in communication and interaction

Vision & Mission of Robi


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

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THEME

EMPLOYEE First

CUSTOMER CUSTOMER First First

Shareholdings

Axiata (Bangladesh) Limited is a Joint Venture company between Axiata Group Berhad (70%) and NTT DOCOMO INC. (30%)
Axiata Group Berhad

Axiata is an emerging leader in Asian telecommunications with significant presence in Malaysia, Indonesia, Sri Lanka, Bangladesh and Cambodia. In addition, the Malaysian grown holding company has strategic mobile and non-mobile telecommunications operations and investments in India, Singapore, Iran, Pakistan and Thailand. Axiata Group Berhad, including its subsidiaries and associates, has approximately 50 million mobile subscribers in Asia, and is listed on Malaysias stock exchange (Bursa Malaysia).
NTT DOCOMO INC

NTT DOCOMO INC is the world's leading mobile communications company and the largest mobile communications company in Japan. DOCOMO serves over 53 million customers, including 44 million people subscribing to FOMA, launched as the world's first 3G mobile service based on W-CDMA.

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Management Profile of Robi


Division & Department of Axiata Bangladesh (AXB) Ltd.

ROBI is operating with following Divisions / Departments having its establishment in different locations at Dhaka, Chittagong and other regions of Bangladesh.

ROBI has following divisions and departments: Finance Division Commercial Division Information Technology Division Technical Division Human Resources Division Revenue Assurance Department Regulatory Affairs Department Internal Audit Department Corporate Affairs Department Corporate Strategy Department Supply Chain Management Department Credit Control Department Legal & Compliance Department Security & Safety Department MDs/CEOs Office

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The Marketing Area of Axiata (Bangladesh) Limited

Marketing Strategies: AXB always wants to achieve the desired sales growth and customer base. AXB wants to encourage the existing customers to use more of their services. They launched a package called "ROBI EID DOUBLE BONUS" which was one of their successful initiatives for obtaining potential customers. Product Positioning Initially AXB's target was to reach the top, but other mobile operators are also targeting to the grass roots level and thus increasing their customer base. AXB wants to be the leader with good quality and designing products for the middle and lower middle class range too.

Marketing Mix: Product Price Necessary changes in tariff structure, and changes and terms and conditions. Penetration pricing in the face of competition Skimming policy possible Continuous improvement of quality Repositioning of slow moving products to different target markets Always branding ROBI with all packages with a GSM service

Promotion

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Brochures with all necessary info Press ads TV commercials Billboards

Place/ Distribution Make effective use of distribution Make product service delivery system more effective and less time consuming Wider distribution network to make service more accessible.

The Company in Bangladesh


Chain of Command The organization is headed by its Chief Executive designated as the Managing Director entrusted with overall responsibilities of business direction of the organization and leading dynamically towards the attainment of its Vision, Mission and Goal. In attaining the above mission, the MD is assisted by 4 general managers Axiata (Bangladesh) Ltd. has established a strong and formidable sales channel, which consists of direct dealers and it's own sales force. The way Axiata (Bangladesh) Ltd. defines business Axiata (Bangladesh) Ltd. is the Digital Cellular Telephony Business. With a technological development in future, Axiata (Bangladesh) Ltd. will adopt any cost effective and more efficient technology to provide state of the art and comprehensive service to its customers. Axiata's vision is to continuously monitor its customers needs and to plan accordingly. It will monitor the development of technology and updated self to meet customer demand. Long-Term Vision of the Company: (ROBI) is its efficient human resource. Moreover, its decisions are based on facts from market research and coverage survey. Moreover, the above objectives can only be achieved through the right

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people. ROBI has put its keen eyes in developing its employees through proper training, as they believe that the most important asset for Axiata (Bangladesh) Ltd. (ROBI) is its staff members. So they are ensuring quality services by quality people. Axiata has the plan to give opportunity to every household in using cellular service in the country at the competitive price providing unparalleled quality service and customer care. In achieving this goal, they can't wait for more interconnection facilities with the fixed network. ROBI is planning to enforce their strong efforts to create their own independent network. They have already started the Dhaka-Chittagong ROBI backbone. The future plan is to vigorously expand the network, which was called cell to cell expansion, covering almost all the regions of Bangladesh within the year 2005.

Products & Services of ROBI

There are various products and services available in ROBI. There is some Product listed bellow: Pre-paid Post-paid International roaming Robi Corporate Current Promotions International Calling Charges

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There are some Services listed bellows: Music Entertainment Downloads Internet & Data Services Messaging Community & Chat Information & Services Mobile Assistance Education & Career Islamic Info Lifestyle M-Ticket Finance Balance Transfer Request Call Management

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Theoretical discussion

Human resources management Human resources management (HRM) is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of process.

HR is seen by parishioners in the field as more innovative view of workplace management that the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall.

Nowadays, the more traditional synonyms such as personnel management are often used in a more restricted sense to describe those activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs. These activities can require regulatory knowledge and effort, and enterprises can benefit from the recruitment and development of personnel with these specific skills.

The goal of Human Resources Management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The basic premise of the academic theory of HRM is that humans are not machines; therefore it is needed to have an interdisciplinary examination of people in the work place. Fields such as psychology,

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industrial and organizational psychology, sociology, and critical theories; postmodernism, poststructuralism play a major role.

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ROBI Human Resource Division

Robi Human Resource system is one of the best systems in Bangladesh. The strategy of Human Resource Division is followed from AXIATA strategy. The strategy that followed by HR is described bellow.

Vision Vision crystallizes our employee focus as the cornerstone of everything we do; to help our customers get the full benefit if communications services in their daily lives. It describes our ambition for future, sets a common direction across the group, and shall inspire all employees to imagine how they can contribute. Our values describe what behaviors are necessary to realize that vision. HR is a Critical Enable for Axiata Bangladesh Ltd (Robi) in the pursuit of its Strategic Goals. HR is a key to ensuring An Organization, that provides a competitive advantage by being simple, aligned and efficient. A Culture, centered on the employee and characterized by diversity, generosity and an international mindset. Leaders, Who have a passion for business, excel at empowering people and never compromise on Robi ethical standards. People, Who perform at the peak of heir ability because they feel a sense of mission, accomplishment and growth. Probation: All employees recruited on a permanent basis must undergo a period of 6 (six) months as probationary period to ascertain their capability and suitability for employment and would be judged with a performance appraisal at the end of 5th month. On successful completion of the probationary period employee shall be given a letter of confirmation. During probation period no benefit of provident fund or gratuity will accrue. And employee will be entitled to avail 50% of entitled annual leave during this period and 7(seven) days for medical leave (subject to submission of sufficient medical papers) during the period.

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Working Hours & Holiday Sunday to Thursday Lunch Hour Friday & Saturday 9.00 a.m. 5.45 p.m. 1.00 p.m. 1.45 p.m. Weekly Holiday

** Only customer Care (Call Centre) is serving round the clock. ** Customer Care (Front desk) is working 8.00 a.m to 8.00 p.m

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Punctuality Employees are required to arrive at work before 9.00 a.m. and to disregard this will be treated as late and will be recorded in the Attendance Register accordingly. Similarly leaving the working place without authorized permission before 5.45 p.m. will be treated as indiscipline. Leave Each permanent employee is entitled to the following leaves: Annual Leave

Management General Manager DGM & AGM Senior Manager Manager Asst. Manager Executive Non Executive

Annual Leave Entitlement 25 Working Days 22 Working Days 20 Working Days 18 working Days 16 Working Days 14 Working Days 14 Working Days

50% of the entitlement of the annual leave can be accumulated or carried forward to the next service year and rest will be lapse if not availed.

Medical Leave Employee medical leave entitlement is 14 days for all level of executives. Employee must have to produce medical certificate for medical leave. There is no provision of accumulation of medical leave.

Quarantine Leave

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Quarantine leave is leave of absence from duty necessitated by orders not to attend office in consequence of the presence of infectious diseases (e.g. Chickenpox, eye diseases & Hepatitis) in the person, family or household of an employee. Such leave can be granted by the authority up to maximum 15 working days. However, the employee concerned has to submit a medical certificate from a registered medical practitioner.

Accident Leave: Employees who get injured by an accident occurred while on duty will be allowed Accident Leave with full pay for the period required for full recovery and become fit to join duties. If the accident causes partial or full disablement and the joining to duties is uncertain.

Maternity Leave A female employee who has been employed for a period of not less than ninety (90) days during the nine (9) months immediately preceding her confinement shall be granted ninety (90) consecutive days maternity leave on full pay.

Paternity Leave Male employees are entitled for 3 working days paternity leave. One employee can avail paternity leave up to two times during his tenure.

Compassionate Leave Employees are entitled for 3 working days compassionate leave in case of death of their parents, spouse and children to cope up with the shock.

Hajj Leave

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Only permanent employees (service length minimum 2 years) can take Hajj Leave of 20 consecutive days (including holidays) for Holy Hajj with prior approval of the Management.

Leave without pay The company may grant an employee, at its discretion, no pay leave on important personal ground upon approval of the divisional head, provided that the employee has exhausted his/her annual leave. Functional Heads will approve such leave depending on the circumstances.

Compensatory day-off An employee when required to work on any weekly holiday or Govt. holiday shall be given a substitute day off which should be taken within one month of that date or will be forfeited. Employees may take day off leave instead of any weekly or Govt. holiday if he works on that day for at least eight hours (in one day). Encashment of Annual Leave

If any employees leave application is rejected for two times in a year, he will be eligible for applying for the leave encashment upto a maximum of 10 days. The encashment will be based only on Basic salary.

Language : English is the official language of AXB. However, employee dealing with customer and
vendors can speak in Bengali if requires. Mobile Handset and Connection: Mobile handset with connection shall be given to employees according to the company rules & policy and employees will be entitled to monthly ceiling according to grade. Employees are eligible for one (1) handset for a period of 2 years. Company will not replace or issue new handset/accessories in case of lost, technical default or other reasons. Employee will own the handset at the end of the two years rather than return it to the store.

ID Card & Business Card: After joining, Human Resources Division would issue ID Card & Business Card to each employee for ensuring security and proper identity. Only non-executives are not entitled to get business card.

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Salary & Benefits: Monthly salary will be transferred to employee individual salary account on 25th of each month with other allowances less deductions such as income tax, contributory provident fund etc. Each employee will receive a monthly pay statement detailing gross pay & deduction.

Allowances: Allowances are paid with monthly take-home salary; namely house rent, medical, conveyance & utility.

Festival Bonus: TMIB usually awards two bonuses in a year on occasion of EID/Christmas/, as Festival Bonus. The amount of bonus is normally equal to basic salary.

Other Variable Bonus: TMIB is offering other variable bonuses like; performance bonus (related with individual performance) & company performance bonus (special bonus for company performance/success) to the employees.

Soft Furnishing Allowance: This allowance is paid as a part of house maintenance of the staffs. Only Executive and above (permanent) are entitled for the allowance. This allowance shall be paid on yearly basis at the end of the year (with December pay)

Job Level

Yearly Allowance (Tk)

To Management Sr. Management (DGM & AGM) Manager Asst. Manager Executive

20,000 15,000

8,000 6,000 4,000

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Overtime Allowance Only Executives (Grade 17, 18, 19, 20, 21 & 22) and Non-Executives (Grade 1, 2, 3, 4) are eligible for overtime. Maximum ceiling for overtime is 48 hours in a month (except Grade- 1 & 2).

Shift Duty Allowance

Job Level

Allowance Per Month (TK)

Remarks

Asst. Manager Executive Non-Executive (3 & 4) Non-Executive (1 & 2)

Tk-1,600/ Tk-1,400/ Tk-800/ Tk-500/

Only those who are entitled to shifting duty are eligible for the allowance

Holiday Allowance

Job Level Manager & Sr. Manager

3-5 hrs Tk- 300/ (per day)

> 5 hrs Tk- 500/ (per day)

Salary Review: Salary is reviewed periodically with consistent with the living standard and competitive salary package offered by other multinational organization. Provident Fund and Gratuity: The contribution in PF fund is 10% of basic salary from both sides. Employee will be eligible for company contribution after 5 years of the membership of the fund. Employee will also be entitled to a gratuity payment.

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Group Life Insurance Policy: TMIB management has approved a group life insurance policy under which, death, permanent partial disability & permanent total disability shall cover. And the insured amount for life is 36 times gross salary.

Child Birth Benefit: All regular employees are entitled for Child Birth Allowance as per stated below: Manager and above: (Both employee and spouse) Tk. 15,000 per delivery Assistant Manager and below (Both employee & spouse) Tk 10,000 per delivery

Incumbent (regular employee) shall submit: Birth certificate from appropriate authority; Claim Form.

Miscarriage Allowance: Female employees are entitled to get an allowance in case of any miscarriage happens to them. Incumbent (regular employee) shall submit: Application to Head of HR; Medical Certificate from Attending Physician of Attending clinic/Hospital.

Hospitalization Fund Policy: All employees are entitled for the benefit (All permanent employees and their families, all probationers and their families and all contractual employees & their families including Non Executives) as per the level of emplacement/ Grade. (Family means spouse and children up to 25 years old) Mode of Benefits: Employee can claim for two hospitalization cost per year. Employee should take prior approval from Head of Human Resources in advance

in writing of any pre-planned hospitalization. In case of any emergencies, employee or any of his dependants should inform HR immediately.

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Employee will pay the bills of hospitalization of his/her own and submit the bill In case of any overseas treatment, reimbursement shall be up to respective

copies & money receipts to TMIB for reimbursement of the hospitalization expenses. employees entitlement. Hospitalization expenses include Consultation fees while admitted. Investigation expenses (i.e. ECG, X-Ray, MRI, CT Scan etc.) while admitted. Artificial Limbs, Eyes, casts, braces and crutches Post hospitalization physiotherapy up to two sessions. Rental or Wheel Chair or Hospital bed, if advised by physician. Ambulance Services to & from hospital Treatment by Radiotherapy or Chemotherapy Preadmission testing. Two (2) follow up visits after discharge from Hospital.

Expenses not covered addiction. Any cosmetic or plastic or plastic treatment/surgery unless required as reconstructive surgery as a consequence of injury due accidents/burns. Any hospitalization caused from Maternity ground or cause of miscarriage. Any procedure, which is experimental or not generally accepted by the medical Any illness or injury sustained as a result of doing any unlawful act. Any illness or injury sustained as a result of misconduct, involvement in felony or Any pre-hospitalization expenses. Any congenital infirmity. Mental, emotional or psychiatric disorders, alcoholism or any other narcotic

profession i.e. acupuncture.

other criminal acts.

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hospitalization.

Rest, convalescence or rejuvenation cures, thermal baths or confinement of the Treatment for family planning purpose including termination of pregnancy, Illegal abortion, entopic pregnancy, fetal death or any complication and / or Illness causing from attempting suicide. Health check-ups, radiotherapy, chemotherapy, any form of investigation /

purpose of slimming or beautification. dilatation & curettage or sterility. sequel there from.

treatment when not incidental or necessary to the treatment of the injury / illness which caused AIDS and HIV related diseases. Airfare for in case of any overseas treatment.

Claims Submission Procedure for Reimbursement attaching all All claims must be submitted to Divisional Head within 15 days after being Employees should settle the expenses themselves and apply for reimbursement original receipts of payments with the claim form.

released from hospital.

Supporting papers necessary for submitting Hospitalization bill Itemized original hospital bill for the total amount paid. Original voucher of Original voucher of Surgeons fee in case of surgery. Prescriptions of medicine used in the hospital along with money receipts of purchase. Original hospital discharge report/summary.

Consultants fee.

Subsistence Allowance/ Meal Allowance (Local) An employee who is required to travel out station on company business beyond a radius of 33 km. From his office (within Bangladesh) shall be entitled to subsistence allowance as follows:

If the work requires a stay of 24 Hours or more inclusive of travel time


Designation

Rate

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Top Management Sr. Management (AGM, DGM) Management (Manager) Asst. Manager Executive Non-Executive (3 & 4) Non-Executive (1 & 2)

BDT 1,500/ BDT 1,200/ BDT 1,000/ BDT BDT BDT BDT 800/ 700/ 400/ 300/

If the work requires a stay of 8 Hours or more but less than 24 hours inclusive of travel time Designation Top Management Sr. Management (AGM, DGM) Management (Manager) Asst. Manager Executive Non-Executive (3 & 4)

Rate BDT BDT BDT BDT BDT BDT 800/ 700/ 600/ 500/ 400/ 250/

Accommodation Allowance An employee who is required to travel out station on company business beyond a radius of 33 km. From his office (within Bangladesh) and requires a stay of 24 hours or more shall be entitled for following claims: a) Hotel Rental, b) Rental Without Receipts Hotel Rental With Receipts Lodging Local Top Management Sr. Management (DGM & AGM) Manager Actual cost single deluxe Actual cost single room with maximum amount of BDT 3,000/ Actual cost single room with maximum amount of BDT 2,500/ BDT 2000/ BDT 1,500/ BDT 1,200/

Designation

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Asst. Manager Executive Non-Executive (3 & 4) Non-Executive (1 & 2)

Actual cost single room with maximum amount of BDT 1,800/ Actual cost single room with maximum amount of BDT 1,400/ Actual cost single room with maximum amount of BDT 600/ Actual cost single room with maximum amount of BDT 400/

BDT 900/ BDT 700/ BDT 300/ BDT 200/

Daily Allowance for Overseas Travel An employee traveling outside Bangladesh, on company business shall be paid Daily meal:

Designation

Asia & Rest of the World Meal Allowance

Europe/America/Japan/Hong Kong Meal Allowance USD 150 USD 120 USD 100 USD 70 USD 70

Top Management Sr. Management (DGM & AGM) Manager Asst. Manager Executive

USD 100 USD 85 USD 70 USD 50 USD 50

* For all overseas travels, exchange fluctuation loss up to 3% will be considered.

An employee traveling outside Bangladesh, on company business shall be reimbursed on production of receipts for the Airport Charges, Tax and Transportation Expenses. The mode of transport using hired vehicle must first be approved by the Managing Director. The airfare for such business trip/courses shall be as follows:

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Designation

Asia & Rest of the world Air Fare

Europe/America/Japan/ Hong Kong Air Fare Business Economy Economy Economy Economy

Top Management Sr. Management (DGM & AGM) Management Asst. Manager Executive

Business Economy Economy Economy Economy

Accommodation Allowance (Overseas) An employee traveling outside Bangladesh, on company business shall be paid accommodation allowance as per stated below:

Designation

Asia & Rest of the World Without receipt

Europe/America/Japan/Hong Kong Without receipt USD 100 USD 85 USD 65 USD 60 USD 60 At the discretion of MD

Top Management Sr. Management AGM) Manager Asst. Manager Executive Non- Executive (DGM &

USD 75 USD 60 USD 45 USD 35 USD 35

Hotel Rental with Receipt: Actual cost for single deluxe (Top Management) Actual cost for single room (Executive to Sr. Management)

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Transfer Reimbursement The company shall pay a transfer allowance of TK. 15,000/ for a married employee (Executive & above) and Tk. 9,000/ for a single employee, for the inconvenience caused by such transfer from one station to other. Transfer allowance for non-executive is Tk- 9,000/ (married) & Tk-6000/ (single) respectively. Traveling allowances, Meal allowances and Accommodation allowances shall be paid according to company rules.

Transport & Traveling allowance Employees authorized to use his/her vehicle in performing the duty, shall be reimbursed transport expenses:

Description/Vehicle Motorcar Motorcycle Parking fees and toll charges Tk.8 / Km Tk-4 /Km

Allowance

Shall be reimbursed upon receipt

Wedding Loan Interest free wedding loan for the confirmed permanent employee. Loan amount is 3 times Gross salary (maximum amount of Tk-100,000/) Meal Allowance All confirmed regular employees are entitled for a monthly meal allowance as per their Job Grade which is payable with their salary. Children Education Allowance All regular employees are entitled for Children Education Allowance up to maximum 2 children (age should be with in 25 years). Allowance is payable with the monthly salary as per the employee Job Grade.

Gratuity: All confirmed regular employees are entitled for Gratuity as per stated below:

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Years of Service After 5 years After 8 years After 10 years

Allowance 1 last drawn basis for each completed year 1.5 last drawn basis for each completed year 2 last drawn basis for each completed year

Long Service Award: For all confirmed regular employees the reward will be with the form of Gold medal worth different values relating with time frame: Years of Service After 5 years After next every 5 years Reward 2 vhori Gold 3 vhori Gold

Leave Fare Assistance: All regular employees are entitled for Leave Fare Assistance on monthly basis as per their Job Grade which is payable with their salary. One of the prime objectives of ROBI is to develop its individual employees career.

Career Development: Through appraising their performances & providing with knowledge & skills through proper training and Development programs.

Induction: After joining, new employee is subject to attend an induction program. This program provides new employee with basic backgroung information about employer, information about company rules and practices, organizations products and services. This new employee socialization program shall be condunted by HR Division.

Performance Appraisal: To achieve the overall organization goal, each employee is assigned with his induvuidual goals. A periodic (normaly in the month of December) appraisal is conducted with the view to monitoring the employee performances and to find out the training need and developments of each employee. Good performars are awarded accordingly for their contribution to ROBI.

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Organizational Development: ROBI Management gives immence emphasis on developing its Human Resources by allocating huge money with yearly training programs (both local and overseas training). Annual training calander is drawn up consisting with the training need assessment of all members of the organization. In-house training is also arranged with ROBIs own facilitators. Usually trainees are send to Sweden, Egypt, France, Malaysia, Indonesia and India for various training programs.

Promotion: A systametic promotion policy is followed in terms of promoting the deserving employees in line with the succession plan. Promotion is given to an employee when there is vacancy in the higher position and the employee has the required skills, experience to undertake the job. Upgradation is also awarded on the basis of performances and capability of the individuals.

Motivation: As motivation is a prime factor to job satisfaction, Management is willing to take initiative by offering following schemes:

Performance Bonus: Performance bonus may be given to the good performers with accordance with the company rules and mangement discrition as a recognition of ones performance through-out the year. Reward & Recognition: Reward & Recognition policy is introduced to award the outstanding performers of TMIB for best employee of the year, best employee of the division, outstanding performers, best team performers & best support staff.
Safety & Security: For confronting contingency or any possible accident in the work places, all ROBI offices contains fire extinguishers and first aid box and ROBI is in the brink of establishing a comprehensive safety and security policy for safeguard of our lives and properties as well.

Discipline
ROBI follows systematic methods (Show cause, personal hearing, suspension, enquiry, and punishment) while taking disciplinary action against any accused employee as per law of the land. The following acts/omissions shall be treated as misconduct for which Management may decide to take disciplinary action against any employee:

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a. Willful insubordination or disobedience, whether alone or in combination with others, to any lawful or reasonable order of a superior/colleagues. b. Habitual absenteeism (unauthorized absent or desertion of duties) c. Habitual late attendance. d. Habitual negligence or neglect of work. e. Theft, fraud or dishonesty in connection with the organizations business or property. f. Behavior causing severe damage to customer relations. g. Habitual breach of any law or rule or regulation applicable to the organization. h. Resorting to illegal strike or go slow or inciting others to resort to illegal strike or go slow. i. Falsifying, tampering with, damaging or causing loss of official records j. Possession or use of drugs, alcohol or illegal substances and drunkness or gambling while on duty. k. Use of bad language l. Riotous or disorderly behavior in the office premises or any act subversive of discipline. Punishments: The measurement of punishment should be proportionate to the severity of the offence committed. The punishments could be as follows:

Written Warning; Suspension without pay for a period not exceeding 7 (seven) working days; Defer increment for a period not exceeding two (2) years Degradation to any lower grade; Dismiss the employee without notice; and Termination Impose any other lesser punishment other than (a) to (e)

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Right of Appeal: An employee on whom any form of punishment is imposed as provided in the article above shall have right of appeal to the chief Executive officer of the company within 14 (fourteen) days from the date of notification of punishment served on him.

Retrenchment An employee whose service is terminated on ground of redundancy shall be entitled to a) one month salary for each completed years of service b) payment of outstanding annual leave day. The principle of Last in First Out shall be followed. In the event of vacancy arising within twelve (12) months of the retrenchment, the company shall give preference to applications from ex-employees declared redundant previously Medically Boarding Out When an employee is incapable either physically or mentally to under go his job, management may discharge him/her from service upon recommendation of the Government Medical Board.

Retirement

Optional Retirement
Male Female 50 Years 45 Years

Compulsory Retirement
58 Years 58 Years

Note: All types of benefits are changeable according to management decision.

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SWOT analysis of HR division

Strength: The main strength of ROBI HR Division is the authority to work. Robi HR Division has authority to maintain the employee properly. The employees from different division have proper respect for HR division. This respect was gained by the HR division.

Weakness: Still Bangladesh has lack of enough HR personnel in the marker. HR division does not have proper HR person to provide responsibilities. It is important to have employee, who understand HR and can work according to Hr need.

Opportunity: ROBI is a huge organization consisting more than 4000 employee. There are four types of employee; Regular, Contractual, Part time and Internee. ROBI HR Division has to look after all types of employee. HR division can work in several sectors along with those employees. Very few Bangladeshi organization have this kind of opportunity. An additional thing is ROBI alos has enough financial resources for successful implementation of HR policies.

Threat: It is also very difficult for ROBI to handel with such a gigantic number of employees. It is very normal that any process can be bewildered when there is nit enough internal resources. Sometimes the total process can be injudicious.

Employee Relations

As a multinational telecom organization Axiata Bangladesh (AXB) 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

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Axiata Bangladesh (AXB) 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, Marriage allowances.

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Recommendations

I want to recommend the followings facts from my view point:

The Human Resources Management system of ROBI is up to mark. But the management authority needs to look some major issues like compensation policies, allowances and transfer policies. In the selection and recruitment process the responsible personnel should be more transparent as some of the internal and external applicants mentioned. 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. Employee should maintain a positive attitude with coworkers and as well as with management and with others departments. Robi needs more man power for handling its huge volume of employee Tactful discipline is required in order to implement sound human resource management system

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CONCLUSION From the above discussion we can easily understand that Axiata (Bangladesh) 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 increased the productivity as well as revenue. The most important key source factor of Axiata (Bangladesh) Ltd is it's 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.

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Bibliography

Career Management By - Jeffery H. Greenhaus Gerard A. Callanan Varonicam Godshalk www.axiata .com www.telecompaper.com/news/article.aspx www.linkedin.com/.../axiata -bangladesh-ltd www.robi .com.bd www.btrc .gov.bd/ www.btrc .net www.btrc .org/ www.genecards.org/cgi-bin/carddisp.pl www.fao.org/sd/.../highlight_37167en.html

en.wikipedia.org/wiki/Axiata_Group_Berhad en.wikipedia.org/wiki/Aktel, etc.


Dessler, Gary, Human Resource Management, PrenticeHall, Inc., New Jersey, 2005. Fisher, D. Cynthia, et al., Human Resource Management, Houghton Mifflin co., USA, 2004. Lippert, K. Susan and Swiercz, Paul Michael, Human resource information systems (HRIS) and technology trust, Journal of Information Science, Vol. 32, 2006, pp. 434-448

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