Background of the industry

Historical Background: Industrys history

The Telecom industry in Bangladesh has differentiated characteristics of very low teledensity,
inefficiency and totally controlled by capitalization. BTTB is proved to be incapable of providing
sufficient interconnections to meet the demand of mobile services providers. The state owned
BTTB has been the monopoly telephone service provider in the telecom industry. The zest of
improving the efficiency and ability of BTTB, the government initiated a restructuring program in
telecom sector to corporatize BTTB. BTTB provided only fixed line telephony services in the
urban areas where as 80% of the population of Bangladesh lived in the rural areas. This unequal
distribution of services created the opportunity for the mobile operators to do business. In the
telecom sector earth shaking changes cropped up when Bangladesh government allowed private
sector participation in telecom sector by granting the permission to operate as a private service
provider in 1989. This license was awarded to two operators, BRTA and Sheba Telecom Pvt. Ltd.
Opening its mobile phone sector for 12 private and foreign investment in 1989, Bangladesh holds
the pioneering figure among LDCs. Pacific Telecom launched the country's first mobile phone
service.

Development: Mobile phone use would not be possible without the development of infrastructure.
Consumers would not purchase a device that could not be used. As with FCVs there was a need to
make a decision to invest in infrastructure before the market entry of the product could begin. The
decision to invest is not an easy one, as the economic incentives to develop an infrastructure that
currently has no customers are hard to identify. Nevertheless, without the development of
infrastructure any technology reliant upon it will surely fail. Mobile phone infrastructure has been
continually developed over the past 4 decades.

What circumstances led to the industry being established?

Mobile phone industry got established because people were able to make wireless call in any other
parts of the country. Moreover, the call rate also was affordable to all. Day by day call rate started
to decrease and people in rural areas started to buy mobile for their communication. This is how
mobile phone started to get more popular to the people and the telecom industry got well
established.

Core Product: Telecom industrys core product is COMMUNICATION. People can communicate
to each other through this mobile phone and this is the main benefit of mobile phone.

Number of employees: The total number of employees in telecom industry is around 58,000.
 Historical Background of Grameenphone:
Grameenphone Ltd. has reached into its 20th year of operation in Bangladesh. It is the foremost
telecommunications service provider in the country with more than 59 million subscribers held
and preserving nearly 47% market percentage of market share.as of March 2017. Back in
November 28, 1996 the Ministry of Posts and Telecommunications supplied GP the cell
conversation license to do their business in Bangladesh. The next year Independence Day that's
March 26, 1997 GP released its service for the people of Bangladesh. Inside 10 years of operation
GP has reached over 10 million subscribers and their 20 million subscribers milestone in 2008.
It's a joint venture corporation among Telenor (55.8%), the most important telecommunications
provider issuer in Norway with cellular telephone operations in 12 other international locations,
and Grameen Telecom (34.2%), a non-earnings sister concern of the world over acclaimed micro-
credit pioneer GP financial institution and remaining 10 % is publicly held.

Mission: GP exist to help their customers get the full benefit of being connected. Their success
is measured by how passionately they promote them.

Vision: GP provide the power of digital communication, enabling everyone to improve their
lives, build societies and secure a better future for all.

Slogan: The recent company slogan is . Number of Workforce GP has about 4700
full and temporary employees

Basic HRM practices existing in the company

The company history, development, growth and the circumstances lead the
company to establish

GP has built the most important mobile network inside the country with over 10,000 base stations
in extra than 5700 locations. Currently, almost 98 percent of the uses populace is within the
coverage location of the Grameenphone network. GP nearly doubled its subscriber base throughout
the preliminary years while the growth turned into a lot quicker throughout the later years. It ended
the inaugural year with 18,000 clients, 30,000 by way of the end of 1998, 60,000 in 1999, 193,000
in 2000, 471,000 in 2001, 775,000 in 2002, 1.sixteen million in 2003, 2.four million in 2004, 5.5
million in 2005, eleven.3 million in 2006. Today GP is the main and largest telecommunications
provider issuer in Bangladesh with extra than 59 million subscribers as of March 2017.

To build network infrastructure GP has invest more than 30K crore BDT.
Having the credit of largest taxpayers in the country, GP has contributed more than BDT
52,340 crore in direct and indirect taxes to the Government Exchequer.
They have setup more than 1600 GP Service Desks across the country covering nearly all
upazilas of all districts to reach their customer.
0.7 million people are directly dependent on Grameenphone (GP) for their livelihood,
working for the Grameenphone (GP) dealers, retailers, suppliers, vendors, contractors.

The product or service of the company make initially and what does it make
now

From the very beginning, GP located emphasis on supplying good after-sales services. In current
years, the focus has been to provide service within a short distance form in which the customers
live. There are now more than 1000 GP service Desks across the country. Furthermore, there are
more than one hundred GP centers in all of the divisional cities and they continue to be open from
8am-8pm every day along with all holidays. GP has generated direct and indirect employment for
a huge range of humans through the years. The organization presently has more than 4700 full and
contractual employees. Also other 7000 human beings are at once dependent on GP for their
livelihood, operating for the GP dealers, shops, scratch card retailers, suppliers, carriers,
contractors and others.

Existing HRM practice of the company influence the workforce

GP is a big family of more than 4500 people and that is their biggest strength. That's what makes
them different, their work unique, their learning & experience dynamic and above all their growth
as corporate professionals so fulfilling.

Starting from the top management, all of them sit next to each other in GPHOUSE. Openness,
transparency, access and parity are at the core of our leadership style. They look up to their leaders
and they look up to employees. The leaders are mentor, guider, role models and friends.

Profit Sharing and WPPF:

The most significant worker benefit offered is profit Sharing. The income sharing takes area once
a year: July. Simplest the senior personnel get 20% percentage of the profit earned. Out of this
20% income, 75% is given in terms of seniority and designation and the rest 25% is kept for
performance bonus in that duration. Additionally Grameenphone (GP) has started out WPPF which
is broadly called workers earnings participation fund. In this system each employee 5% of the
complete company profits equally in each 12 months.

Services benefits:
Many of the benefits are flexible like operating hour: you may start their office on 8am within the
morning and go away with the aid of 4pm. GP also offer shipping or transport bills while attending
a consumer assembly provide lunch from the office which is prepared in the workplace.

GP have provision for the personnel to take part in different education programmed as nicely fund
any expert certification exam from IBM, sun, Microsoft, Oracle, and so on at companys own cost.

Current standard of the HRM practice in the company compared to the

industry.
In all the HR related field GP is a pioneer of HRM exercise some of the enterprise widespread.
Like, the selection method steps - first is written test where applicants are tested basically on
activity associated abilities & their analytical ability alongside a few open ended questions relating
to their education & improvement. Grameenphone (GP) affords each neighborhood & remote
places education on the premise of the want analysis.
Neighborhood schooling can be each-internal GP & outside GP. Orientation training program falls
underneath inside GP schooling category. After becoming a member of, GP HR team has to
conduct induction/orientation education to the newly recruited personnel to offer a well known
advent of the employer.

1. SWOT (based on company specific HRM practice)

o Strength
As a infrastructure and network service provider company GP has a large
number of experience and capable employee force.
By proving a good work environment in their GP house, they have set a
new level for flexible working facility among their employee.
o Weakness
The weakness for GP in HR perspective is the number of contractual
employee is more than their competitor.
Fresher contractual employee got frustrated a certain period of time if they
didnt get job confirmation or security in the right point of time which also
de-motivated them.
o Opportunity
GP ha a huge opportunity to set an example for career development of
young generation.
They can educate and trained their rural employee more with the help of
current strong workforce.
o Threat:
Most of the experience employee has been shifted to their competitor
organization.
 Some of the employees form a trade union inside the organization which is
illegal by labor law but can be threat for the company.

Core discussion
Grameenphone Ltd is the leading Telecom operator in Bangladesh where a strong & organized
Human Resource Management internally called as People & Organization is always working
for the formulation of HR strategies for the betterment of the employees as well as to achieve the
ultimate organizational goal.

Training and development:

GP main focuses on employee training only, they believes with proper training development is
inevitable. The company provides multi-level training courses like management training, on-the-
job training and it helps employees to attain their full potentials. For the top senior manager there
is provision for overseeing training, for the mid-level manager or the other managerial level they
provide regional training and besides this for the non-manager level there are training programs
arranged in different institution and also within an organization. GP arranges in house training if
proper resources are available, if they deem like they can get better training from third party, they
go for outside training.

GP has e two types of training. One type of training is job specific training program and the
other is General management program.
Job specific training program is given to the employees within their separate department.
According to the need of that specific job of specific department, each department specially
organize training program for their employees.

And General management training program is mainly for the existing employees. In this training,
employees are given more advanced training. Because they are more senior and the main
supervisor of the new employees, they need to have more knowledge in the management sector
rather than simple product knowledge and market condition. Though the two training programs
are provided by different departments, the overall supervision is upon the HR department.

GP basically believes on competency rather than training, that is specific skills depending on their
nature of job duties. From the beginning of the company till now followed varieties types of
training process like

2004-2009
3 E's Approach
TNA
Training Strategic
Feedback 3 E's Approach Workforce
1996-2003 Planning 2010- Continue
From 2010 GP is following 3 Es Approach and the strategic workforce planning. GP is always
believes in learning and motivate their employee in a way that they can gain and sharpen their
skills, knowledge and attitude through their training. After 2009 GP recognized training is a small
part of the development so they have developed and proposed 3 Es approach, where they have
categorized their types of

Education
(10%)

Exposure
(20%)

Experience
(70%)

Experience: GP do believes that, development comes from experience or learning by

doing things , so mainly they focus on the experience sectors where, employee will learn and
develop their expertise by involving different types projects, assignments ,on the job training etc.

On the job training: In GP follows some sort of OTJ program for their employee but not for all
the employee. Depending on the behavior and types of working they categorized the training
methods. OTJ Training is for the Call Center Agent, Territory officer, and technology dept so on.
Among the category of the on the job training GP usually follow three category of OTJ training
methods,
Mentoring

Coaching Job
On the
Job Rotation

Coaching: GP usually encourage employees to develop their skills and give them
opportunity to think and solve the problems.
Mentoring: GP usually do to explore the sharing with the fellow colleagues on different
issue, make them capable to solve their issues.
Job rotation: In GP this can be done for, if employee is not fit for the job they believe that
another area is to make employee capable of exploring and learn different knowledge in
the area of different department.
 Exposure: GP followed some of the selected area where they can develop the category
of the learning and improve the knowledge about that particular task, this can be gained by the
meeting with the peers, seniors, colleagues within the team members or outside the office that
helps to develop and. As they follow open culture so they used to do meetings is silent room or
meeting room which helps them to shares their ideas and views with their employee, and give the
feedback to employee so that they get to know he/she stands for and she/he can develop.

Meeting
feedback in office

Sharing
views

Education: It is basically the individual development category that employees can

improved by getting training, workshop, seminar, knowledge sharing, conference or by reading
different categorize of books or cases.

Performance Management or Assessment techniques:

Performance assessment process or techniques is a kind of evaluation of employee performance
and according to that they designed training to improve employees efficiency. To make this
happened they follow, 9-box approach,

High
P
e
r
f
o
Medium
r
m
a
n
Low
c
e

Low Medium High

Productivity

If an employee in the middle box of the 9-box then he or she will be evaluated by sitting together
with the peer groups and both will decide which box she or he can be reached what are the training
requires to reached that position. According to the requirements they have planned training for the
employees. If any employs fall under last box then he will be warned by the GP to increase their
performance. On the other hand, if any employee stands in the top box then he will be sent to the
Telenor Academy.

Functional competency: Functional Competency is designed in such a way that only

covered the departmental issue which is concentrated and customized and only required for the
particular sectors only. For example, when they are giving any training to the Finance division
related to the software, so they cant give that training to the marketing department, same things
happened to the marketing department, when they are planning to re-designed or giving any
particular training to the brand management, there is no need to have a training in the division of
Finance or other department. This kind of training is tailoring depending on the division and nature
of the work.

E-learning: A very popular method of learning is E-learning .according to the CIPDs

2013 Learning and Talent Development Study. Another important initiative that has to be taken
by the GP that is E-Learning, which is initiated in 2014 but not executed that time due to some
difficulties after that they have overcome and decided to launch E- Learning sessions which will
be more organized and categorized.