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0 Introduction:
This case study is prepared for Mrs.Kaniz Fatama Zaman, the senior lecturer of BBA program, at Northern University of Bangladesh. This report is prepared as a partial requirement of Human Resource policy and Strategy (HRM-3301) course during the summer 2010 and submitted at the same semester.Following the standard procedure and instruction given by the course instructor does this formal report.

1.1 Rationale of the Report:
The main objective of this study is to prepare a report on the specified topic : What HR Policy and strategy (Recruitment & Training) that Grameenphone follows?

1.2 Objectives of the Report:
The specific objectives of this report are as follows: > To evaluate the current HRM Practices of Grameenphone . > To understand the current Recruitment policy of Grameenphone. > To find out the current arrangements of selection of Grameenphone regarding Employees. > To perceive the entire activities they performed to furnish complete satisfaction to the employees. > To determine the Training method for different Department.

1.3 Methodology:
The report tried to analyze HRM practices to the Recruitment & Training provided by Grameenphone. Before going in to the deep study, conceptual structure visualized under which the whole study was conducted. The methodology of the task can be depicted as follows: Primary data & Secondary data collection.

1.4. Sources of Data
This study covered two types of data, which are: a. Primary data b. Secondary data .

Primary Data:
The data and the information collected from the market analysis and the Grameenphone employees themselves.

b. Secondary Data:
Going through different documents and papers, developed by the company personnel, Annual report of GP, newspapers, brochures, website also was used to collect the secondary data.

1.5 Limitations of this Report:
The study is not free from some practical limitations. Following limitations I have to face during the study and the time of working and data collection: Lack of desire to serve the actual information: The major limitation factor for this report was primarily the reluctance and strict adherence to confidentiality maintenance attitude shown by the officials of Grameen Phone . Furthermore, some information was withheld to retain confidentiality of the companies. So, appropriate verifications of some information could not be served. The data collection was full of complexities because relevant data sources were hard to find out. There are so many obstacles because; the service provider company is not willing to disclose their Strategy towards the general people. In spite of the maximum efforts was taken to avoid the mistakes.

.1 Overview of Grameenphone: Company at a Glance: Grameenphone Ltd. We are here to help. with more than 23 million subscribers as of December 2009-which was the largest IPO in the history of the Bangladesh capital market.2. the independence Day of Bangladesh. Quality Policy: GP’s Values Make it easy: Everything we produce should be easy to understand and use. The largest telecommunications service provider in Bangladesh. Now. 1997.2 Future Targets of GP: With its strengths and competencies developed over the years. Received its operating license in November 1996 and started its service from March 26. Vision: We exist to help our customers get the full benefit of communications services in their daily lives. after 12 years of successful operations. We should always remember that we try to make customers’ lives easier. 2. Grameenphone is the largest mobile phone service provider in Bangladesh. relevant innovations & services. GP’s aims to provide the best quality service experience in terms of coverage and connectivity to its customers all over Bangladesh. Grameenphone provides services to rural and urban customers across Bangladesh. 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. where mobile telephony is acknowledged as a significant driver of socio-economic development. Theme: Stay close. s. both for individuals and the nation.

Everything we produce should look fresh and modern. we’re there to put things right. Human Resources Committee: Per Erik Hylland (Chairman). not words. Be Inspiring: We’re creative. Independent Director: Dr. Directors: Nurjahan Begum. Treasury Committee: M. We want to be apart of local communities wherever we operate. Road # 113/A. Imdadul Haque (Secretary). Gulsan-2. Pal Stette. jamaluddin Ahmed FCA. M. Hossain Sadat (secretary).3 Corporate Directory of GP: Company name: Grameenphone Ltd. Md. Company Registration Number: C. 1996 and subsecuently converted to a public limited company on June 25. We’re about actions. Shajahan. Knut Borgen. plot # 3& 5. Per Erik Hylland. Be Respectful: We acknowledge and respect local cultures. Snorre Cornellussen. 2007. Dr. 2. Ashraful Hasan. Per Erik Hylland. Shahjahan. not over-promising. Dhaka-12 . Shahjahan. Ahmed (Secretary). We want to help customers with their specific needs in a way that suits way of their life best. If it doesn’t. Raihan Shamsi. jamaluddin Ahmed FCA Company Secretary: Raihan Shamsi Audit Committee: M. Shahjahan (Chairman). Farhad F.31531(652)/96 Legal form: A public listed company with limited liability. Board of Directors: Chairman: Sigve Brekke. Listed on the Dhaka and Chittagong Stock Exchange Limited On November 11. We bring energy and imagination to our work. Registered Office: Celebration Point. Incorporated as private limited company on October 10. Arnfinn Groven. Hilde Tonne. 2009. Management Team: Oddvar Hesjedal (CEO).Keep Promises: Everything we do should work perfectly. We’re about delivery. M. Legal Advisor: Hasan & associate.

Aapon. or vice versa.2 Business Highlights: GP: The biggest highlight for 2009 has been the launch of the Grameenphone branded handset.They have both Pre and Post Paid Sim card. The international SMS service has also been extensively expanded in 2009 to include 542 operators around the world to include African countries. said the Grameenphone CMO. This was first time that a mobile phone operator in Bangladesh Brought its own handset to the market. “Subscribers can migrate from package to package every 30 days to find the one that fits them best. Among other customer services introduced in the year was the in-flight roaming service and mobile back-up service. along with djuice – have been developed for pre-paid subscribers and offers interchangeability and easy migration Djuice retains its youth focus where there is big interest in community tariffs and special night time tariffs. Bondhu. 2009 also saw the launch of Grameenphone’s new internet Vision “Lihgt will find it’ s way and the launch of a special internet sim for internet access. 3.3 million EDGE subscribers making the company the largest ISP in the country. The three prices packages – Shohoj. This ensures a way for pre-paid subscribers to opt for the best value solution in stride with the changes in their needs”.3. Currently Gp has over 4.1 Product Features of GP: GP is the largest sim provider company in Bangladesh.Grameenphone V100-in August. . Notably a regular migration fee of BDT 10 will be charged for migration to or from all packages after 13 April 2010. What’s new is that any Grameenphone pre-paid customer can opt for djuice.

technology and people.0 Human Resource Management: In per suit of organization’s objectives all organizations rely on the availability and effectiveness of several kinds of resources. c. Promotions and Transfers • Existing employees of an organization provide the internal sources through promotion/transfer. Gp does have the following Personals to run. from one job to another. 4. Internal Sources of Recruitment a. Sources of Recruitment 1.1 Gp Organogram & Management: Board of Directors Audit Committee Treasury Committee Human Resources Committee Health Safety. • Promotion is a vertical movement of employees to a higher grade. • Transfer is a lateral movement of employees within the same grade. security And Environment committee 4. Employee Referrals . it’s human resources. Job Postings New job openings for employees. b. While the growing service sector in everywhere in the world depends heavily on the quality of it’s employees.4. while can be divided into Finances.2 Recruitment & selection: Recruitment is a ‘linking function’-joining together those with jobs to fill and those seeking jobs. Human resources are almost always the key ingredient for organizational success.

tolerance. etc. The selection process is often disturbed due to the exercise of nepotism and favoritism by management. b. 2. Achievement tests are used to ascertain whether the individual actually knows what he claims to know. capacity to get along. e. Selection Process : Selection activities typically follow a standard pattern. maturity etc. Employment Agencies (i) Public Employment Agencies. It records fluctuation in respiration. External Sources of Recruitment a. Selection is a screening process. Polygraph (lie-detector) tests involve recording physical changes in the body of the candidate while answering a series of questions. b. (iii) television ads and (iv) radio ads. . c. (2) completion of the application form. and (7) final employment decision Tests as Selection Tools : a. (i) Internet ads. vocabulary. (5) background investigation. Advertisements Many organizations prefer what is referred to as blind advertisement in which identification of the organization is not disclosed. (6) physical examination. Graphology tests Involve using a trained evaluator to examine a person’s handwriting to assess his/her personality and emotional make-up. The selection process consists of seven steps: (1) initial screening interview. hobbies. (ii) newspaper ads. verbal comprehension. g. d. f. Intelligence tests are a measure of the individual’s capacity in terms of reasoning. habits. (3) employment tests. Campus Recruitment e. beginning with an initial screening interview and concluding with the final employment decision. (ii) Private Employment Agencies and (ii) Headhunters. Personality tests are designed to measure such personality characteristics as emotional stability. Professional Organizations Selection: To select is to choose. Selection Objective • The objective of selection is to pick up the right candidate who would meet the requirements of the job and the organization best. manipulation. Interest tests are used to predict whether a candidate is really interested in a particular job or not. Unsolicited Applicants/Walk-ins d. blood pressure and perspiration on a moving roll of graph paper. (4) comprehensive interview. Aptitude tests measure the individual’s latent ability to learn a job if he is given adequate training.Employee referral means recommendation from a current employee regarding a job applicant.

 Short listening of the candidates being done on the basis of person specification in comparison to job specifications  Selection process introduces a written test followed by an oral test or viva voce and general aptitude test  Appointment letter contains terms of references of the service is being offered to the successful candidates  General orientation addressed to the new recruited.4. Others may require extensive training before they are ready to make much of a contribution to the organization. The organization also works for the development of its executives or potential executives in order to enable them to be more effective in performing the various functions of management.. 4.  The director or management approves to recruit personnel as per department’s requirements. Many new employees come equipped with most of the knowledge and skills needed to start work.4. Then the following procedures are maintained while recruiting employee. The training and development functions of GP are two types: a) Training b) Management Development 4. 4. will at one time or another require some type of training or development activity in order to maintain an effective level of job performance.4(a) Training: Training is an investment that organizations make. or to bottom-line results such as improved productivity. fewer accidents. thereby requiring additional skills and knowledge. and while they watch their other investments extremely carefully.4 Training and development functions of GP : Training and developing people is an important part of human resource management. better quality or improved moral.  Others will require a narrower range of skills.  Vacancy announcements publish in the major national dailies and Online. Training is now even more important for these reasons:  Some jobs will be changed or enlarged. The changes to employees’ behaviors or performance.  Respective department head declares vacancies for additional or replacement.3 Recruitment & selection policy of GP : First inform to HR department if any employee necessary.1 Training Process: . however. The rapid rate of technological and social change has necessitated the training of manager so that they may cope with their developments. they are prone to disregard this very expensive one.  Many jobs will be replaced entirely by newly created jobs. They rarely insist on through evolution of the actual learning that has taken place. A majority.

4.  Off-the-job training 4.2 Off-the-job training: In addition to off-the-job training. films.1.4.GP follows two types of training process. the respective department head shall ensure that the necessary training are provided to the employees.1. skills. GP arranges the number of techniques such as classroom.4. GP uses two types of programs. 4. Management Development refers to the process of educating and developing selected personnel so that they have the knowledge. At minimum. lecture. It has the advantage of providing hands-on experience under normal working conditions and an opportunity for the trainer to build good relationships with new employee in an actual work situation and makes them appear to be immediately productive. management development is associated with managerial personnel. 4.4.1 On-the-job training: The most commonly used method in the training of non-managerial employees is conducted by a supervisor or a senior employee who is responsible for instructing employees.  Off the job Development 4. 4.1. all employees that fit the job requirements must be trained in those procedures. JIT proved highly effective and become extremely popular. Demonstration and other simulation exercise and programmed instruction. or an employee assigned to a new job.  On the job Development.2 Job instruction Training: Job instruction training is part of the training within industry program. 4. It is often necessary to provide employees with training insetting away from their usual workplace.4(b) Management Development: Training is generally associated with operating or non managerial employees. Other methods involve having the employee travel to locations outside the organization. Record should be maintained in training record form. attitudes and understanding necessary to accomplish the specific tusk.1.  Apprenticeship program.4. Those are given below:  On-the-job-training.1 Apprenticeship program: It put the learner under the guidance of a master worker.1.  Job instruction Training.2 Training on Quality management system:  Every employee shall be trained on all procedures related to the work they perform. Various methods are available for use within the organizations facilities.1 On the job Development:  Coaching  Understudy programs .  Within an appropriate time from issuance a revision of a procedure. 4.

 HR manager shall arrange refreshers training for the employees who were not successful in the training.4 Job rotation: It provides.1. 4.2 Off the job Development:  Training within the company.4.  Immediately after training or a reasonable time interval the trainer or a competent person assigned by director.1 Coaching: A supervisor teaches job knowledge and skills to a subordinate. with a goal of eventually assuming the full responsibilities and duties of the job. 4.4. presentation on the training by participants. Technical & Marketing.4. corrects. Committee assignment  Job rotation.4.4.2 Understudy programs: A person work as a subordinate partner with a boss. 4. interview. a broadened knowledge and understanding required to manage more effectively. directs.3 Committee assignment: Provide an opportunity for the individual to become involved in the study of current organizational problems and in planning and decisionmaking activities.3. and evaluates the subordinate. Technical & Marketing will evaluate all employees who received training.4. .1. Training & Development Evaluation: Training & Development also involve performance evaluation. 4. 4.1. observing work performance of the employee on the training receive or by any other method decided by the director. through a verity of work experiences. The purpose of this evaluation will be to assess effectiveness of the training.  The effective evaluation may be done by taking written test. The supervisor instructs.1.  Training outside the company.  Of the job Development 4.

A & SA.1 Survey Questionnaire of HRM: Name of the Company: Grameenphone Department: HRM Designation: Officer (HRM) Please rate the current practices of each of the following HR activities. using a 5-point scale (1 is low. 5 is high). 1 1 1 1 1 1 1 1 1 1 1 1 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 14 Commonly used training methods are: Classroom Lectures Videos and Films Job rotation(moving from one desk to another desk) Demonstration(practically showing how to do a specific task or operate machine) 1 1 1 1 . S.5. 1 Company systematically analyzes employee training needs 1 2 3 4 5 2 3 4 5 6 7 8 9 10 11 12 13 Job specific training is commonly used than general training Company uses on-the-job training approach to train employees Company uses off-the-job training approach to train employees On-the-job training approach is more commonly used than off.-thejob training approach Training helps the employees to become more effective There is effective training program for all levels of employees Experienced employees gain higher level of training In case of training opportunity there is no distinction between management and employees Company sends employees broad for training Company’s policy allow training for 1day to 30 days Company’s policy allow long term(1 to 5 years) training There are generally 1 or 2 training programs in a year for all. D. (1-5) respectively carries SD.

Gp not uses off-the-job training approach to train employees. Another agreed with this. So. So. On-the-job training approach is more commonly used than off. So.-the. Both marked at satisfactory level. company mainly uses . 13. training helps the employees of GP to become more effective. Another Strongly disagreed. 10. Another agreed. there is not effective training program for all levels of employees at GP. So. One marked at satisfactory level. Company’s policy allows training for 1day to 30 days. Company’s policy doesn’t allow long term (1 to 5 years) training. One disagreed with this. In case of training opportunity there is no distinction between management and employees. One of the employees agreed with this. So.2 Findings & Analysis: 1. Both marked at satisfactory level. Both marked at satisfactory level. Both marked at satisfactory level. Both disagreed with this. 2. So. 6. 7. 4. Both agreed with this.Recruiting organizations 3.Present employees reference 4. So. 8. 12. So. Company sends employees broad for training. there are generally 1 or 2 training programs in a year for all. 3. So Job specific training is commonly used than general training by GP. are 1. . Another employee also satisfied with this. Both agreed with this. experienced employees gain higher level of training.Advertisement 2. 11. 9. GP uses on-the-job training approach to train employees. Both marked at satisfactory level.Promotion & transfer 16 Company gives recruitment advertisement through their web site 17 For Advertisement company mainly uses General Newspaper Job ad Newspaper 18 Company also collects application from the interested applicant through web site 19 Company uses internal sources (promotion/transfer) for employee recruitment 20 Internal sources are more commonly used than external sources 21 Company mainly recruits employee through reference 1 1 1 1 1 1 1 1 1 1 1 2 2 2 2 2 2 2 2 2 2 2 3 3 3 3 3 3 3 3 3 3 3 4 4 4 4 4 4 4 4 4 4 4 5 5 5 5 5 5 5 5 5 5 5 5. So GP systematically analyze s employee needs.job training approach. 5. So.15 For employee recruitment the external sources. Both strongly disagreed with this. One marked at satisfactory level. Another agreed.

Strongly disagreed with recruiting organization. 17. for employee recruitment the external sources. . For Advertisement GP mainly uses General Newspaper. Disagreed with present employees reference and strongly disagreed with promotion and transfer. So. So. One agreed with this. Another satisfied. So. 19. So. So. So. 18. One strongly disagreed with this. GP doesn’t mainly recruits employee through reference. GP uses Job rotation and demonstration as commonly used training method. GP doesn’t use internal sources (promotion/transfer) for employee recruitment. Both disagreed with the methods of classroom lectures and videos and films. Both strongly agreed with General Newspaper and strongly disagreed with job ad Newspaper. Company also collects application from the interested applicant through web site. He marked at satisfactory level with job rotation and Demonstration. 20. GP mainly uses advertisement. 21. Both strongly disagreed with this. 15. internal sources are more commonly used than external sources. Another disagreed. Both marked at satisfactory level. Both strongly agreed with advertisement. Both agreed with this. Company gives recruitment advertisement through their web site. Another also disagreed.14. 16. So. So.

Gp use management development to ensure the long-run success of the organization. . Everything is not maintained according to the books. GP has their own system or practices to run their business which sometimes may vary with the actual system written in the books. selection and Training policy differs. There is a huge gap between studying a particular discipline and implementing it in the practical field. and to enable manager to achieve the ultimate goal of the organization. It makes employees ready to fight with the challenges of new economy. So their recruitment. There exists huge competition in this telecommunication sector. HRM practices make employees activities strategic congruent.6. to furnish competent replacements to create an efficient team that works well together.1 Conclusion: Human Resource Management practice is very important to face competitive challenge of the new age.

 HR professionals have to focus on how employees prepare them for the future.  HR executives have to help organization to identify a process for managing change.7.  HR professionals have to focus on maximizing employee commitment and competence and their overall responsiveness to change. The End .  HRD department should be free from any political or any other kind of influences.  HR experts have to overcome the stress to put on the possibility to provide quality service at the lowest possible cost. It should recruit and train that segment of human resources which human resources can only ensure optimized utilization of other resources. it can increase it’s effectiveness through maintaining the following norms:  HR professionals have to align HR activities and initiatives with the strategy.1 Recommendation: Though Gp is running it’s business smoothly.  HR experts have to improving organizational efficiency by re-engineering the HR function and other work process.

com David. Annual Report of GP-2009.Bibliography & References • • • • • www. “Stragic Human Resource Management” (4th edition).com www.grameenphone. R & Barid. Robbins “HRM” (7th edition) Nankervis. A The end . A Decenzo & Stephen p. M.

Chapter-1 Introduction .

Chapter2 Company Background .

Chapter-3 Products of the company .

Chapter-4 .

Cost Leadership Strategy .


.Chapter-6 Conclusion & Recommendati on Table contents Chapter-1 Topics Introduction Page No.