“Recruitment Process and Benefit

Analysis of Robi Axiata Ltd ”

Final Report
Submission
MGT 351.1

Submitted To:
Md. Kamrul Hasan
Department of Management

Date of submission:

27.8. 2019

Submitted By: Group 4

Names Student IDs
Abrar Al Wasy 1711221630
Md. Al-Amin 1311080630
Dayad Hassan 1821470630
Md. Safat Ullah Chy 1821524630
Letter of Transmittal:

Date: 27st August, 2019

Md. Kamrul Hasan

Lecturer,

Department of Management,

School Of Business and Economics,

North South University.

Dhaka -1229, Bangladesh

Subject: Final Project Submission

Dear Sir,

With due respect, we are delighted to inform you that we have successfully completed the
final project titled as “Recruitment Process and Benefit analysis of Robi Axiata Ltd”
which we had been assigned for the MGT 351.1 course of Summer 2019.

Throughout the course, what we have learned so far is the true reflection of this report. In this
report we gathered our own ideas, skills, and importantly the knowledge we have
accumulated from your teaching. We request you to accept this report for your kind
evaluation and we sincerely hope that you will be pleased with our report. We gathered
information from the trip we had in Robi and tried to accumulate those to give a holistic view
on HR policy.

By the end of semester, we are all pleased to have you as our mentor. Thank you for
boundless support throughout this memorable journey. In case if you have any additional
information please do not hesitate to contact with any of team members

Sincerely,

Abrar Al Wasy 1711221630

Md. Al - Amin 1311080630

Dayad Hassan 1821470630

Md. Safat Ullah Chy 1821524630

Acknowledgement:

We are delighted and honored to express our heartiest gratitude to our respected faculty
member, Md. Kamrul Hasan, whose valuable guidance and advices directed and helped us
vastly to execute this project with sheer efficiency.

We are very grateful to the department of Management, North South University for
introducing such a well-designed course and facilities they provide which greatly helped us to
execute this project in a systematic way.

Finally, we would like to thank all those who helped us directly or indirectly for the smooth
execution of this report.
Executive Summary:

The prime motto of this project is to look for overall recruitment and benefit policies of renowned
MNC from telecom industry “Robi Axiata”. By visiting it’s corporate headquarter in Gulshan we
tried to figure out ins and outs of its employee recruitment, selection, training process and
benefits provided to employees. Being best in terms of providing service, Robi has been gaining
superior market share with the help of its motivated and enthusiastic workforce who leave no
stone unturned to fulfill Robi’s strategic goals. We tried to find out what kind of benefits and
appraising method Robi follows to retain its people for long period of time who are good enough.
Finally, a holistic view on total Strategic HRM mainly combines how it is aligning its HR policy
to fulfill organization’s goal.
Company Overview:

Robi which is the 2nd largest mobile network operator in Bangladesh is the top notch player in
telecom industry related business in Bangladesh. It is a subsidiary company of Axiata Group
Berhad, based in Malaysia. The company commenced operation in 1997 as Telekom
Malaysia International (Bangladesh) with the brand name ‘Aktel’. In 2010, it was rebranded
as ‘Robi’ and the company changed its name to Robi Axiata Limited. According to its audited
report, till 2018 Robi has more than 46.88 million subscribers. Covering almost 40% of total
population of the country. Currently more than 1500 people are working as full and part time
employees.
Contents
Letter of Transmittal...................................................................................................................2
Acknowledgement......................................................................................................................4
Executive Summary...................................................................................................................5
Company Overview....................................................................................................................6
Work Force Planning and Forecasting.......................................................................................8
Internal Source...........................................................................................................................8
External Source:.........................................................................................................................9
Selection & Testing Process.....................................................................................................10
Executive selection...................................................................................................................10
Leaders or Top management selection.....................................................................................11
Selection process of college recruitment..................................................................................12
Test Standard............................................................................................................................12
Training and Development process..........................................................................................13
Training Calendar.....................................................................................................................13
Training Programs....................................................................................................................13
After Training Evaluation of Employees.................................................................................14
Development of training program............................................................................................14
Performance Appraisal.............................................................................................................15
Employee Benefits (Provident Funds & Gratuity)...................................................................16
Benefit offered by Robi to the employee.................................................................................17
Reference..................................................................................................................................19
Work Force Planning and Forecasting:

At the very beginning of the year, the management of Robi sets up organizational goals and
year wise strategic planning. Based on this, HR department along with the help of executives
of particular departments try to predict overall vacancy in different position and forecast
personal needs of Robi.

Ratio analysis and trend analysis are preferred for forecasting. Usually for the last couple of
years, the forecasted demand was 10 to 15 % of existing employees.

Recruitment Process of Robi

Robi does both internal and external recruitment but emphasized more on internal
recruitment.

Internal employees are prioritized because Robi believes that it’s existing employees are more
efficient and skilled to grip vacancy position and current employees are also familiar with
Robis organization culture which provides an edge to them over external employees. So it is
much more efficient and less costly for Robi to recruit employees from internal employees.

Internal Source:

For internal recruitment Robi mainly follows Job posting process and they prefer, internal
promotion from within, less than job posting.

Job Posting:

In order to recruit from internal source Robi publishes circulars on it’s individual employee
portal and also mail them. Employees who fulfill the necessary requirement for particular
circular can apply for the job through the portal.

As Robi is a flat organization, it prioritizes internal promotion from within less. The number
of sectors of its business is quite low, so the ranges of designation are also quite low and
because of this, promoting employees to fill vacancy positions would change the standard
employee pyramid and will affect the organization’s structure.

Succession Planning:

When it comes to filling a top position of a company, succession planning becomes crucial.
Robi is very much careful about their successor. Identifying the key needs they develop the
inside candidates and choose who is fit for this position.
External Source:

For external recruiting Robi uses several sources and these sources are mentioned below:

First preference,

Recruiting via the internet (linkedin, BD Jobs.com, Robi official website)

For external sourcing Robi mostly prefer recruiting via online. Job circular is posted on
Robi’s official linkedin profile from which candidates can directly apply, and also they post
circular on BD jobs and on its official website. Robi rarely uses print media for external
sources.

Second preference,

Referrals

Robi also prefer hiring candidates referred by existing employees. If any vacancy is created
employees can refer their familiars’ through line manager or can directly refer to HR
department.

Third preference,

College recruiting

For recruiting fresh graduates, Robi conduct recruitment seminars and campaign in renowned
universities.

Least preferred external sources

Other than these three, external sourcing resources, Robi additionally hire employees through
Headhunters, on demand recruitment services, and offshoring.

Headhunters and outsourcing recruitment through agencies are used only if Robi could not
find eligible employees through preferred recruitment sources. On demand recruitment
sources is used to hire temporary or short term employees for particular short term project.
Selection & Testing Process:

Executive selection:

In executive selecting process Robi has been using 3 ways assessment Process.

1st level CV screening and inviting application,

2nd level interviewing employee

3rd level Medical checkup and background checkup.

CV Screening and Inviting Application:

After receiving application from different sources, Robi’s HR department screen all the CVs
and invite those candidates whom are fulfilling the basic requirements, this screening process
is done through software (ERP) and some cases through manually.

Interviewing candidates:

For interviewing candidates Robi conduct panel interview including 2nd line manager or
departmental head (based on job description), line manager, HR recruiter. Interview duration
10 to 15 minutes. The core decision of selecting the employees are mutually taken by line
manager and departmental head, HR manager looks over the whole interview process, assist
line and department manager, maintain the fairness of the interview.

Medical Checkup and Back ground Check:

After selecting candidates through interview, Robi will ensure physical condition of the
selected candidates through Medical checkup. Robi also checks authenticity of candidate’s
information by candidate’s background investigation.

Candidates are selected for probation period of three months and selected as the employee of
Robi based on their performance during probation period.
Leaders or Top management selection:

For selecting top order managers Robi has been using 4 ways assessment Process.

1st level Bio data screening and inviting application

2nd level interviewing candidates (primary interview)

3rd level interviewing candidates (Advance interview)

4th level Medical checkup and background checkup.

Bio data screening and inviting application:

This level is similar as executive selection process but for selecting top level manager Robi
screen the bio data manually.

Interviewing candidates (primary level):

For selecting top order manager, generally the primary interview is conducted by divisional
manager, and department head, and HR manager. Here the candidates are judged based on their
knowledge over the experience, job based knowledge and working habituate in past
organizations. The mode is panel interview with time duration of 15-20 minutes.

Interviewing candidates (Advance level):

After clearing primary interview candidates will face advance level interview. The advance
panel interview is generally conducted by Chief management and managing director along
with general managers. Here, the candidates are judged based on real practical problem
solving ability, ability to think out of the box, convincing ability, and ability to lead and
manage the organization in crisis situation.

Medical Checkup and Back ground Check:

After selecting candidates through interview, Robi will ensure physical condition of the
selected candidates through medical checkup. Robi also checks authenticity of candidate’s
information by candidate’s background investigation. After this the candidate is selected as a
top level manager of Robi Axiata for a particular designation.
Selection process of college recruitment:

Written Test:

To select candidates from campus recruitment, Robi conduct written test and number of
candidates are selected thorough this written test who are invited for the panel interview.
Robi till now takes the test by centralization but they are thinking about the decentralization
exam. Generally the written test is conducted at university campus.

After written test, Eligible candidates face panel interview at Robi’s headquarter

Test Standard:

Robi generally follows structured interview. 16 % questions are job based, and more than
70% questions are IQ, aptitude and situational based questions, 15% questions are from
candidates past experience and stress questions. The management of Robi emphasizes more
on situational and aptitude based interview questions than job based interview questions.
They believe candidates true efficiency can be find out more based on their skill test.

Written tests are covered based on job based question and case analysis.
Training and Development process:

Robi focuses lots of concentration on training programs. It provides both on the job & off the
job training program by figuring out how many employees need the training. The participants
and necessary training are scheduled through Standard training calendar

Training Calendar:

ROBI AXIATA LTD. has a standard training calendar which they follow to train the
employees.

After analysing the overall need of employee training, one HR assistant managers and his
executives collect the information about all the employees, their lacking and
recommendations decides what training do the new employees and the old employees need.

Employees can register or recommend for particular training on the training calendar through
their portal.

After analysing the overall need of employee training, one HR assistant managers and HR
executives collect the information about all the employees, Finds out employee lacking and
recommendations, after that decides what training do the new employees and the old
employees need.

After analysing the whole data base HR executive and particular department executives
design the training program and update the training calendar. They allocate the trainers and
the trainees into different slots; make a schedule of when and where the training should be
held and update the calendar. The training calendar consist the name of the training ,
department of the training , who will be directing the training, participants of the training,
where the training should held and the time.

Training Programs:

Management leadership training:

To develop and enhance the leadership quality of new employees and management trainees,
Robi mainly offers these trainings. Trainings are conducted by both in house professionals
and outsourced trainers. The core purpose of this training is to develop efficiency of
employees to gain more organizational competitive advantage of human resources.
Functional training program:

Fresh employees are mainly provided with functional training programs by Robi. The core
aim of these trainings is to make employees effective and efficient to conduct day to day
functions. Some of the core functional trainings are

Oracle data guard training,

4 g overview training,

Huwai interface training,

Success through distributors training,

Advance excel training.

The Robi Young Talent Program:

Robi provides training program for graduates in title of “Robi Young Talent Program”. The
vision of the training program is to develop the talents of the fresh graduates to lead countries
operation in future. Robi conducts and organize the program in a way that the trainers and
trainee both the parties learn to be a successful leader tomorrow. Every year Robi also hires,
hires brilliant minds from all over the country through this program and by rotating them
towards various job position Robi gives candidates a chance to enhance better career
opportunity in terms of learning.

After Training Evaluation of Employees:

The evaluation of employees after training is mainly conducted by line manager. Line
manager observes employee’s reaction in day to day activities after training, behaviors
towards critical situation and judge the employee.

Development of training program:

Robi has separate Talent and Develop team to do researches on training and develop the
training programs. They conduct in house survey to get employees feedback from those who
receive training and also do researches to maintain the training programs up to date and more
error free.
Performance Appraisal:

Robi gives great emphasis to performance appraisal process as it is very concerned about
employees’ performance. It wants to ensure fair appraisal process throughout the
organization. The performance appraisal process in conducted quarterly. The first step of
appraisal is of course, setting the standard.

For setting the standard Robi measures the targeted Floor value and ceiling value of monthly
and quarterly target of employees based on their job criteria. Based on job description and job
specification KPI’s for each job is sat and line manager and employee both employees
themselves assess the performance of individual employee.

Now, in context of Robi, the KPIs are very from job to job. But for mid-point level most
common KPI’s are self-motivation, result orientation, integrity, teamwork,
communication, determination, Critical Thinking, Problem Solving etc. According to an
interview with the HR Manager of Robi, it assess employees performance appraisal using
Graphic Rating Scale Method. It lists KPIs for employee and a range of performance levels
from (5) excellent to (1) inacceptable. Each performance level contains certain characteristics
of employees.

The appraisal of every employee is intently checked by their immediate supervisors. If the
appraiser and candidates clearly understand the job descriptions and specifications, there
ought to be almost no variety in their scoring and completion of the graphic rating scale form.
Robi enables their employees to self-rating. The Appraise needs to impartially break down
his/her performance and fill in the graphic rating form with a feeling of trust and morality in
the judgment of the superior. The rating is given accordingly, 50% based on action plan
achievements and another 50% on quality of performance in accomplish of overall company
objective. The appraiser provides a duplicate form to fill the requisite places and return the
copy to the appraiser.

The Appraiser will initially fill his part of the form and after that fix a date for appraisal
Interview. The meeting ought to be held in a relaxed and amiable environment and the sections on
the form ought to be checked together item by item. There will no uncertainty be contrast in
perception of achievement and of performance at work. Even the differences should be discussed
so that all misunderstanding is cleared. The appraiser is eligible to change his score of employees
after the appraisal interview. Then the appraiser passes the form and score to the corporate head
office for review of the managing director and consolidation. The appraiser is also being
monitored by his line in this manner.
Employee Benefits (Provident Funds & Gratuity):

Provident Funds:

Provident fund is another name for pension fund. Its purpose is to provide employees with
lump sum payments at the time of exit from their place of employment. This differs from
pension funds, which have elements of both lump sum as well as monthly pension payments.
As far as differences between gratuity and provident funds are concerned, although both types
involve lump sum payments at the end of employment, the former operates as a defined
contribution plan, while the latter is a defined benefit plan.

A new employee of Robi has to go through a three months’ probation period before they
become an eligible member of Robi’s provident fund plan. If an employee leaves the job one
year after becoming the member of PF plans he/she is eligible to get their 100% contribution
along with the employer’s contribution.

For example: Mr. Monir joins Robi’s office at the beginning of January 2018 and will go
through a probation period till the end of March 2018. From April 2018 he will become a
member of PF plans. If he plans to leave the job at March 2019 then he will receive a 100%
of his own contribution money along with the Employer’s contribution. Mr. Monir gets paid a
monthly salary of 35000 BDT and he gives 5% of his salary as a contribution for provident
fund. After a year his total contribution will be 21000 BDT. He will receive a provident fund
of around 42000 BDT.

Gratuity:

Gratuity is given by the employer to his/her employee for the services rendered by him during
the period of employment. It is usually paid at the time of retirement but it can be aid before
provided certain conditions are met. A person is eligible to receive gratuity only if he has
completed minimum five years of service with an organization. However, it can be paid
before the completion of five years at the death of an employee or if he has become disabled
due to accident or disease.

There is no set percentage stipulated by law for the amount of gratuity an employee is
supposed to get - an employer can use a formula-based approach or even pay higher than that.

According to Robi’s gratuity policy five years after completion of probation period and becoming
a permanent member of the Company an employee becomes eligible for gratuity. The gratuity is
calculated as one month’s basic salary per year for five years. 1.5 times one month’s basic salary
per year for 8 years. 2 times one month’s basic salary per year for
10 years of service.

For example: an employee with basic salary of 35000. (Promotions and other salary
appraisals are not shown in the table below.
 5 Years of Service 8 Years of Service 10 Years of Service
Amount of Gratuity 1,75,000 BDT 4,20,000 BDT 7,00,000 BDT
the employees will
receive after
retirement.

Benefit offered by Robi to the employee:

Robi group treat their employees as their core asset. Since employees retention and increase
productivity are important to them, they try to make the employees satisfied by offering some
benefit.

Benefit process: there are many types of benefit process which are provided by the Robi to its
employees are given below:

Incentive Scheme for All the Employees:

Besides the fixed salary, Robi Group has policy for employees based on target, performance,
achievement, cost saving, Revenue generated and so on. Their revenues are the result of
employees’ high diligence. They do honour their diligence and pay a portion accordingly.

Medical support:

Employee’s health and life means a lot to Robi Groups. Robi offer a range of service
designed for their health benefit regardless to welfare program.

From the law we have to know that during the working hours there must be first aid boxes or
primary medicine with prescribed context. And we observed that in every medical centre,
Robi provides first aid facilitated .They have a content Laid lignose centre where they
provides higher medical facilities for the workers of the the factory

Causal leave:

Labor act, 2006, it is availed under section 15 that for 10 days in a year it is given with full
wages according to the policy of the Robi; sickness is not part of the policy of causal leave.

Maternity Leave:

According to the Company Act2006, Robi has been provided six month maternity leave for
this purpose. For maternity, Robi has provided extra benefit to women employee such as cash
or other.
Pilgrimage leave:

During Hajj every year Robi provides this benefit of who want to perform Hajj. HR manager
who informs that at 15 employees get leave to perform the Hajj from a particular department.

Transportation and canteen facilities:

At present, Transportation is an important issue for the each and every private and public
organization’s employees. To facilitate employees Robi has transportation facilities for each
employee.

Reception program:

Robi has tradition of celebrating a reception program by welcoming the Groom and bride
employees’ of Robi

Day Care facility:

Robi provides day care service to its employees, So that mothers can work peacefully without
bearing extra tension for their babies knowing that they are in good hand.

Hygiene and healthy Working Environment:

Robi try to provide their employees the test of one of the finest and hygiene working
environment throughout each and every sector of their business from factory to head office.

Leave Fare Assistance (LFA):

It is an allowance facility in “Robi Axiata Limited” in which a total of amount is kept in hold
as the monthly salary and at the end of the year “Robi Axiata Limited” adds more amounts in
it and allows the employees for annual vacations by paying that total amount. It provides the
employees an edge to visit places at their vacation and also helps to motivate them.

Child Education Allowance:

Robi facilitates the employees by providing Child education allowance as financial

compensation, Robi believes this allowance is needed for the employees as it reduces the
pressure upon employees and helps them to be motivated. It helps employees to concentrate
more on their job.

Shift Duty Allowance:

Shift duty allowance is another type of financial compensation. Robiprovides over shit
allowances for their additional shifted periods. It has been facilitated both the organization
and employees of Robi.
Festival Bonus:

According to Robi’s HR policy, Muslim employees are compensated with two types of
festive benefits, one is for Eid Ul Fitar and another one is for Eid Ul Azha in perspective of
Islam. Employees from other religion also get bonus on their certain core festival

Reference

An Inclusive interview with Robi Axiata’s HR manager.

Ms’ Shirin Khan,

Manager, Human Resources.

16