Employee Selection Process In Grameenphone Ltd. 1.

Company Overview
Grameenphone ( ), widely known as GP, is the leading telecommunications service provider in Bangladesh . With more than 35 million subscribers (as of July 2011), Grameenphone is the largest cellular operator in the country. It is a joint venture enterprise between Telenor and Grameen Telecom Corporation, a non-profit sister concern of Grameen Bank.Telenor, the largest telecommunications company in Norway, owns 55.8% shares of Grameenphone, Grameen Telecom owns 34.2% and the remaining 10% is publicly held. Grameenphone was the first company to introduce GSM technology in Bangladesh. It also established the first 24-hour Call Center to support its subscribers. With the slogan Stay Close, stated goal of Grameenphone is to provide affordable telephony to the entire population of Bangladesh.

1.1 History
November 28, 1996: Grameenphone Ltd. received cellular license by the Ministry of Posts and Telecommunications of Bangladesh. March 26, 1997: Grameenphone launched its service on the Independence Day of Bangladesh. August 2003: Grameenphone's subscribes base has become more than one million. Grameenphone became the first operator in the country to reach the million subscribers. November , 2006: Grameenphone crosses the 10 million subscriber mark after almost ten years of operation. September, 2007: Grameenphone reaches 15 million subscribers mark. November, 2009: Grameenphone reaches 20 million subscribers mark. January 2011: Grameenphone reaches 30 million subscribers landmark.

Employee Selection Process In Grameenphone Ltd.

1.2 Company Vision

Grameenphone exist to help their customers get the full benefit of communications services in their daily lives. The one and only vision of them is We Are Here to Help

1.3 Company mission

Grameenphone is the only reliable means of communication that brings the people of Bangladesh close to their loved ones and important things in their lives through unparalleled network, relevant innovations & services.

The telecom sector is one of the most important sectors in Bangladesh and the companies those are involved in this sector are growing tremendously. In telecommunication system, mobile phone is a well-known and easy way to communicate with others. In Bangladesh, there are six mobile phone operators. However, the number of mobile phone operators is more than any other small country but in Bangladesh, their business future is bright. They are investing huge money in this sector; one of them is Grameenphone that largest mobile phone company in Bangladesh with having around 5000 employees and about 70000 sales representatives. Grameenphone is owned by duel sharing company, they are Grameen telecom Bangladesh and Telenor Norway. Human Resource management is the most important part of an organization. Therefore, HRM gives concern to their stuff planning through matching demand and supply of the workforce.

Employee Selection Process In Grameenphone Ltd.

2. Recruitment Policy
The Recruitment Policy aims to provide clear guidance to managers in relation to the selection of staff. This policy promotes and supports good practice for those with recruitment responsibility. The recruitment and selection process is of paramount importance in order to recruit people with the necessary skills and attributes to fulfill the companys aims and objectives. This policy aims at achieving the following objectives: Recruit people with the appropriate skills, both technical and behavioral, in order to meet the companys current and future needs. To ensure that people appointed to posts involving responsibilities are qualified to carry out such duties or are working towards an appropriate qualification. Work to a fair and effective recruitment procedure, which is consistent with employment legislation and the companys equality and diversity policies and practices. Develop and enhance the public image of the company as an employer. Internal candidates or others personally known to the interview panel must be treated in exactly the same way as all other candidates. 2.1. Guiding Principles The company employment policy is based on the following guiding principles: The Company shall not discriminate against any job seeker and employee on the basis of race, color, religion, gender, age, or any other factor that does not relate to the individual's ability to do the job. Each potential employee is entitled to fair salary. The Company applies each employment policy in a fair, uniform and consistent manner. The company employment policy does not allow any favour, nepotism or preferential treatment to anyone. Any explicit/ implicit influence during the implementation of any step of the hiring process by any quarter is seriously dealt with according to the Company policy. The Company shall ensure best match of skills to recruit competent people in the right positions and at the right time. Individuals between the ages of 1857 years can be hired

Employee Selection Process In Grameenphone Ltd.

as regular employee of Grameenphone. Minimum qualification must be a bachelor degree for regular position. All the selection steps and procedures during the course of recruitment, selection and placement should conform to the standards of the Company. All appointments in the company shall conform to its job grade and salary structure. HR and the concerned line manager will maintain absolute confidentiality of any part of the hiring process. No query will be responded or no information will be provided regarding the status of any recruitment until the entire process is completed. All interfaces during the hiring process must support Grameenphone organizational values.

2.2. Employment Type

The company hires employees through the different avenues based on business need and organizational structure. Different employment types are highlighted below. Permanent Probationer Temporary Parttime Consultants

2.3. Hiring of Internal Employees

Grameenphone encourages both vertical and horizontal growth for its employees and hence, the company encourages internal employees to apply for suitable position across the organization. It is the responsibility of the candidate to apply for the right position. However employees those who are on probation period and those who have joined in new position within six month are not eligible to apply. Selected candidates are required to join the new job/position after getting clearance from supervisor.

Employee Selection Process In Grameenphone Ltd.

2.4. Employment of Relatives
Hiring immediate relatives of Grameenphone employees is a matter of close scrutiny and justification. Recruitment & Development Team of HR will consider the circumstances in such cases. Such relatives can be hired in the following cases:

a) The relative has the required qualification and skills required for the position, b) Neither of the relatives will be the Line Manager of the other During joining, an employee must declare his/ her relatives working with Grameenphone

2.5. Reemployment
Employees who left Grameenphone may be considered for reemployment. All reemployment with Grameenphone are subject to approval by HR and concerned departments. Such candidature may be considered only if there is a vacancy and subject to his/her favorable performance record in the past with condition that he/ she meets the Company's current job requirements. Reemployment will not be automatic and the applicant has to go through the recruitment process and compete with other candidates who have applied for the position. An employee who was dismissed or terminated or had unsatisfactory service record will not be eligible for reemployment with the Company.

2.6. Confidentiality
All application details are treated with the utmost confidentiality. It is the responsibility of the recruitment team to ensure that suitable arrangements are made for confidentiality to be maintained.

2.7. Documentation
Recruitment team archives all the relevant documents in ERP system and hard copy documents (i.e. script of written test) are preserved according to necessity.

Employee Selection Process In Grameenphone Ltd. 3. Selection Procedures

The Recruitment & Development Team of HR Division ensures that the employment policy is enforced and practiced consistently. HR maintains an active database incorporating skills inventory of employees that may be used as a starting point from recruiting from within.

3.1. Strategic Workforce Planning

The talent sourcing activities begin with Strategic Workforce Planning (SWP). SWP is a process to identify the workforce needs for the future, to identify the resource and competence gaps and address those gaps. It is a critical part of risk management and business planning and a key driver for Recruitment Strategy. SWP is done on a yearly basis with provision for review before each quarter. Before starting the SWP exercise, the following things need to be ensured: Complete formulation of GP Strategy, Division strategy and Department strategy Collect current employee data

Employee Selection Process In Grameenphone Ltd.

Review existing resource Plan for addition, turnover, replacement based on trends and scenarios

The SWP exercise will start at the beginning of each year. The SWP template will be distributed to divisional representatives by Recruitment team who will run the exercise with Department/ Section/ Unit Manager (as appropriate) and send the compiled workbook back to the Recruitment team by the given deadline. While conducting the exercise, the Line Managers will need to follow the steps given below: Step 1: Strategic Analysis Role cluster Competence Need profile Criticality of Role Cluster identified Step 2: Demand Forecasting (How many and what sort of people will be needed) Competence planning: Current and Future Competence Need captured People Planning: Future Resource Need in numbers captured and validated Step 3: Supply Analysis (How many and what sort of people will be available) Workforce Analysis Internal Supply forecast

Step 4: Gap Analysis and Strategy Development Gap Identified, Prioritized and validated Yearly plan finalized Quarterly plan finalized

Employee Selection Process In Grameenphone Ltd.

On completion and submission of the Divisional SWP workbook, the inputs will be verified and locked by the Recruitment Team based on which the Recruitment strategy will be developed in cooperation with the Line Manager.

3.2. Resource Requirement and Requisition

Once the requirements are approved, Line Managers / User departments raise their requests online through ERP which will then be processed for recruitment.

3.3. Job description and job specification

Job descriptions are to be uploaded by individual departments in the system. These need to be updated against business requirements and changes and will be extracted with the vacancy requisition through ERP for posting advertisements. Before raising requisition Job responsibilities need to be vetted by Compensation and Benefits department to confirm Job Band and Title.

3.4. Resourcing Platform

Grameenphone career website allows customized and specific search. The company does not accept hardcopy of applications, with few exceptions. The talent sources are as follows. GP career web site Telenor global career site (Go) Newspaper advertisements Headhunting agencies References from internal employees Oncampus hiring

Employee Selection Process In Grameenphone Ltd.

Professional networks

3.5. Job Advertisement

The job description and specification provide the background information for posting Job advertisements. Different media are used for posting or publishing a job advertisement as well as sourcing in accordance to company policy and communication guidelines. Communication Division is responsible for designing and finalizing the advertisement layouts for newspaper publication. For posting on the Telenor Go site, advertisements are sent to a central team that posts the ads for different Telenor affiliated companies.

3.6. Applying to Grameenphone

Candidates are required to create a user account at http://career.grameenphone.com and fill up the necessary profile information within a prescribed format. Candidates also have the option to upload their softcopy CVs. Candidates are usually given seven days to apply after a job is posted. This can be extended if suitable candidates are not found. For internal employees, supervisors will get a notification of his application against any advertisement through ERP. If any supervisor has any observation regarding this, he/she should raise the concern immediately, not after the selection. HR may receive referrals from internal and external sources for recruitment in Grameenphone. Referrals are encouraged and can serve as a good source for candidates as long as the candidate fits the job requirements. Referrals can also be kept in pools for future reference. However, potential candidates are encouraged to apply through the career site to facilitate the recruitment process. 3.7. CV Screening/ Short listing After closing of a job advertisement, R&D collects and compiles applications. The applications are profiled against the given job advertisement and sent to the user department for further screening.

Employee Selection Process In Grameenphone Ltd.

Short listing criteria include: Education Required academic qualification Reputation of academic institution Relevant courses Number of years and relevance of job experience (where applicable) Skills and qualifications Other factors (extracurricular activities)

3.8 Screening Interview

The screening interview may be considered as a part of the assessment process by using limited competency criteria as agreed by Recruitment and the user department. This may precede or follow the written exam, and can be used to facilitate assessment where the candidate pool is very large or to identify candidates for more indepth assessment in latter stages.

3.9 Written Exam

The Written Exam may be taken to judge functional competency only or as a part of screening process. Once the CVs are evaluated and forwarded to R&D, they are checked against the profile and set for assessment.

3.10 Assessment Center

An assessment center may be used at different levels of Recruitment where the user department and HR agree that more depth evaluation is required for assessment. After agreement from both parties, HR and the user department will decide on the modules to be used for a particular session and prepare accordingly.

3.11 Structured interview

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Employee Selection Process In Grameenphone Ltd.

The assessors board comprising of representatives of line management and R&D team members is responsible for the holistic and objective evaluation of the candidates for a particular position against given requirements. All interviews must confirm to company standard and guidelines to select the best fit.

3.12 Performance feedback rating

As part of the holistic assessment process and applicable only to internal candidates, a performance feedback is sought from the current supervisor of the candidate. This feedback is directly extracted from Performance Management Process. For those employees with no PMP ratings, a separate feedback form is sent to the current supervisor to be filled out and sent back to R&D. This form gives opportunity to the supervisor to rate the employee in terms of behavior and work performance with specific ratings.

3.13 Reference check

Selected candidate will be asked to provide the name of the referee, while the form will be sent after the initial selection decision is made. It is the candidates responsibility to inform the referee of this process and ensure that the feedback reaches Recruitment and Development Team. Both these feedbacks will be handled in strict confidentiality. Also in both cases, supervisors comments should be conclusive and decisive and must support the rating provided.

3.14 Final review and selection

A compiled report is sent to all assessors and concerned personnel after the completion of all assessments. This report contains all ratings and related comments from assessment and feedback. In case of disagreement or unavailability of the first choice candidate, the board shall again review the report and go for the next best candidate, and so forth. The selection decision should be finalized by the assessment board within a day after the final compilation. Informing the supervisor and supervisor feedback:

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Employee Selection Process In Grameenphone Ltd.

For internal candidates, Recruitment and Development team will inform the Supervisor about candidate's selection right after the final decision has been made. The Supervisor should respond within two working days of receiving "Recommendation" notification from Recruitment and Development team. Informing the candidate: Final selection decision will be communicated immediately after it has been made from the board. Once candidate selection is finalized, the information is handed over to Compensation & Benefits for further processing.

3.15 Direct Appointment into a vacant position

Respective Function will Identify talents for the vacant position (new or replacement) through bottom up Talent Management practices. HR will provide information / support to validate the direct appointment. Departmental MT and/ Divisional MT and/GP MT will Provide necessary approval/Conduct assessment facilitated by HR if required People & Organization will Place incumbent in the position through direct appointment

3.16 Direct advancement in specialist career path

Respective Function will shortlist candidates through bottomup Talent Management processes. HR will provide information and support to validate the direct advancement. Department, Division, and GP Management teams will provide necessary approval and conduct assessment facilitated by HR as required. People & Organization will place incumbent in the position through direct advancement.

3.17 Salary fixation and Employment Offer

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Employee Selection Process In Grameenphone Ltd.

At this stage, the selected candidate is offered employment with Grameenphone. The salary is fixed based on salary range in each job grade based on individuals knowledge, special skills and work experience. A recruitment decision for an internal employee may or may not have a direct impact on employee Compensation and Benefits package. Changes, if any will be according to the Compensation & Benefits Policies and Guidelines

3.18 Pre employment health check up

All the selected candidates will bring a medical certificate notifying Blood group and HBsAg Test Report along with other joining documents on the day of joining. If HBsAg screening result is positive then candidate will bring in documentation confirming consultation with an Hematologist during his / her joining period. In special cases, as per need of department customized health check up will be conducted through GP enlisted diagnostic Centers.

3.19 Appointment letter/ Employment Agreement

People Excellence & Rewards will issue an appointment letter & Employment agreement to the selected candidate for regular or temporary job contracts. All appointment endorsement for employment by the company is made by the People Excellence & Rewards team.

3.20 Employee Joining

A Joining package is provided to the employee to collect employee personal information for company records. The information provided in this package must be true and complete. People Excellence & Rewards will ensure that the employee on joining furnishes all pertinent documents.

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Employee Selection Process In Grameenphone Ltd.

Clearance/ release letter must be submitted to HR at the time of joining. This is to avoid potential legal complications arising due to nonacceptance of resignation by the person's previous employer. Once Joining formalities are completed by People Excellence & Rewards, the candidate is handed over to respective line function.

3.21 Employee Induction

It is important that new employees are welcomed into the company, helped to socialize and get integrated with their role and position within the team, and hence become an integral part of it as soon as possible. It is vital that new employees are given assistance in settling into the company quickly and enthusiastically and are helped to gain knowledge and understanding of the companys culture, work environment, driving values and leadership expectation. The induction program strives to systematically assimilated information regarding Company policy, Codes of Conduct, Values & Culture for conscious and effective awareness building. Newly joined employees should go through this induction program at the earliest available schedule.

3.22 Internship
Grameenphone offers Internship Program by facilitating learning opportunities to the graduating students in a specific field by means of engaging them in a project/ function. Internships are temporary assignments (usually for three to six months) given to students before completion of their graduation. Academic Institutions or individual students send Internship requests which are kept in a pool and placed after assessment. Internship placements occur in three sessions a year starting in January, May and September. Before the beginning of each session, intern requirement is collected from each Division and the Interns are placed after assessment

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Employee Selection Process In Grameenphone Ltd.

accordingly. A halfday joining program is organized each session for the Intern batch joining that session. On the joining day, some corporate gifts are given, policies and agreement stating the terms and conditions are signed, followed by a GP House tour and lunch with a CXO. Students in an Internship program are assessed by their Supervisor towards the end of the program which will be later used for entry level vacancies in future. They are also required to submit a report to the company and to their respective university within a specific deadline after the completion of their program. R&D provides an internship completion letter after submission of this report. The report/document prepared by the intern will be exclusive property of Grameenphone Ltd. The contents of the report will not be shared with people/ parties outside of the company other than the requesting institute. The intern must submit a copy of the report/document to the supervisor. The Internship program is unpaid but the intern will receive some benefits and facilities offered by the company.

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