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The origin of the report

The term paper is prepared for Mr. Md. Mostofa Iqbal, the course instructor of
undergraduate program, School of Business at North South University. This report is
prepared as a partial requirement of Human Resource Management (MGT-351)
course during the fall 2005 and submitted at the same semester. Following the
standard procedure and instruction given by the course instructor does this formal

Primary objective:
The primary objective of this project is to learn about the recruiting, selection
process and orientation, training and Development process of the AKTEL mobile

Report objective:
• To give detailed information about requiting, selection, orientation, training
and development process of the company.
• To focus on the major activities of requiting, selection, orientation, training
and development process and under which division these work.
• Show how this activities relate with the organization overall strategy and
• To know how affectively these activity work for the company.
• To focus on the extent and nature of any formal evaluation of the activity’s



Primary Data:
From the interview of the Human Resource Manager of AKTEL collects the primary
data and information.

Secondary data:
The data and information is also taken from books, catalogs and also from the

The major limitation factor for this report was primarily the reluctance and strict
devotion to confidentiality maintenance attitude show by the officials of AKTEL
mobile company. Moreover, some information was withheld to preserve privacy of
the company. So, we can’t give the exact information always. Most of all we had very
little time to finish this project. If we had some time more the project could have been



About the company:

TM International (Bangladesh) Limited (TMIB) is a joint-venture company formed
between Telecom Malaysia Berhad and M/S A K Khan Group. TMIB started its
commercial operation in Dhaka, Bangladesh as a GSM cellular phone operator in 15th
November 1997 with the objective of offering the state-of-the-art and modern
telecommunications services to the people of Bangladesh at competitive prices. With
a tremendous response from customers in Dhaka, TMIB has started its operation in
Chittagong from 26th March 1998. Finally, these two companies launched a brand
product named “AKTEL” in Bangladesh.

To be a leader as a Telecommunication Service Provider in Bangladesh.

AKTEL aims to be achieving 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

“Customer First”


putting it clearly ahead of the rest. AKTEL is recognized as a leading brand in Bangladesh and this is driven by our persistent pursuit of quality and technology. 4. after necessary payment making by the subscribers.Major Milestone of the AKTEL business: 1. Today. Introduced the automatic system generated bill amount and payment request for the Post-paid subscribers in 2002. First time introduced the 'mobile Plus (PSTN Incoming Connectivity only) Product Services' in Bangladesh. 4 . 6. First time introduce the full fledged IVR based Customer Services (Call Center) in telecom market. The future with AKTEL is promised to be exciting as we strive to employ the best resources and latest technology in offering many more innovative and exciting products and services. 2. 3. 5. First time introduced cellular services in the most northern part of Bangladesh by launching AKTEL Service in Rangpur and Dinajpur in 2002. First time introduced the Seamless Coverage throughout the Dhaka- Chittagong Highway and named it as 'Chittagong Dhaka Corridor (CDC)'. TMIB brought Twenty Six (26) Districts and the outskirts under AKTEL network by the end of Year 2002 successfully. is also a part of this system. The automatic unbarring facility. 7. First time introduced the Tele-Ramadan (Timing of Iftar and Sehri during Ramadan) under Tele-info Services in Bangladesh.

• To help in designing organization development activities. management development. training and development materials. Duties and responsibilities of HR division of AKTEL: • To perform job Analysis • To get engaged with recruiting and conduct initial screening. selection. This is the major work of HR division. the organization needs qualified and right employees. These entire things are done for finding the appropriate employee for the organization who can assist organization to accomplish its goal. To achieve their mission they provide effective training program. • To design the orientation. marketing. HR helps to find the right person for the right job.About Human Resource Division of the company: AKTEL has human resource activity from the very beginning when they first started their operation though earlier they do not have separate HR division. provide performance appraisal. It was working jointly with other division (finance. design attractive compensation package. Employee recruiting. 5 . They have now 21 employees including those who are working in their head of the department. and employee compensation all these things have done under HR division. • To work with employee’s compensation and benefit. Their HR head quarter is situated at Malaysia. Importance of HR division in the company: To run the organization operation properly and to achieve the organization’s goals. administration). The company establishes separate HR Division in January 1998. training.

AKTEL HR ORGAN GRAM HR Division Training & Administration Recruiting & development selection (6 employee) (5 employee) (3 employee) HR Information Compensation & (4 employee) benefit (2 employee) 6 . • Job satisfaction. • Career planning and Development. Health and safety of the employee. Transportation management 2. HR Mission: “To be the employer of choice” HR objective: • Providing the right person for the right job. • To provide sufficient information in order to complete the processing of recruitment and selection. Protocol 3. • Duties with Administration sector under AKTEL HR Division: 1. • Reduce the employee turnover by recruiting and selecting the right person.

they need to recruit more people. it needs to rely on ratio analysis to have proper 7 .LITERATURE REVIEW (with the comparison of AKTEL): Recruiting: To find the appropriate person for the company HR develop source of qualified applicant and engaged in recruiting activities. AKTEL do use trend analysis in order to determine the number of employees needed each period. AKTEL is Tele communicating servicing company. They try to assemble candidate for the organization and from them they try to find out the right person. To find the human resource requirement they consider all three techniques- 1) Trend analysis: Basically “trend analysis” is a study of a firm’s past employment needs over a period of years to predict future needs in order to recruit and select the adequate number of employees. They some time recruit employee on quarterly basis or half yearly basis or yearly basis basically depend on their business plan. As AKTEL expanding their business. They forecast their business plan and determine the duties and position before they recruit employee. AKTEL recruit employee during the whole year at different time. 2) Ratio analysis: A method for determining future staff needs by using ratios between sales volume and number of employees. Since. Company can recruit employee when they need. Recruiting is the first step for creating the human resources for the company. Because they have to plan for different areas throughout the whole country for which they need to rely on past records of recruiting employees. They construct contact with different source and try to build a pool of candidate.

they prefer scatter plot to determine the number of employees for recruiting and selecting. (a) Internal Recruiting: Before hiring the outside candidate an organization should forecast the inside candidate. 3) Scatter plot: A graphical method used to help identify the relationship between two variables. AKTEL keeps a record of every employee’s performance evaluation. They also show what type of training an employee need for a particular job. The reason behind this is the demand for their brand product. They basically evaluate employees on the basis of 3 skills – functional. They evaluate employee before training and after training. They show here possible replacement. AKTEL follows different kinds of sources that are described below: (1) Advertising: 8 . They also use it for job rotation. They use it for promoting people for upper level or top-level management and technical position depending on the company situation. location of that place and their budget to provide service in those areas. Under this source. (b) External Recruiting: External Source is one of the major sources of recruiting employee for any organization.distribution of employees in sales sector with the comparison of demand of their product and also with the demand of supervisors in each division. present performance and promotion potential. Sources of recruitment: AKTEL recruits from both internal and external source. An organization may have different types of external sources. Since they have to make plan depending on these factors. AKTEL uses scatter plot. And the demand varies upon the population density. After gathering all possible information about their employee’s performance they construct a position replacement card. AKTEL uses different types of sources to find the candidate for their organization. By using this technique they recruit most of their internal candidate. Most of the time. behavioral and conceptual.

U job fair organized by Department of Career Service (DCS). (3) Executive recruiting: Executive recruiters are special employment agencies retained by employees to seek out top-management talent for their clients. Online advertisement are presented by their own website and other websites like www. They use foreign agencies to recruit expatriate and top-level management people. Last tear they participated at N.S. In order to have qualified candidates who are employed and not actively looking to change jobs. (2) Agencies: AKTEL does not go for Agency recruiting. college recruiting is widely used by AKTEL. Sometimes they take help from foreign agencies when they hire expatriate. The organization recruit employees from job fair also. They have participated in several job fairs. Forecasting the supply of outside candidate: 9 .bdjobs. Sometimes. They recruit fresh graduate from university as well.AKTEL uses different types of advertising to recruit executive recruitment is also used as a source of candidates in AKTEL. (4) College recruiting: As an important source of professional and technical employees. They generally go for newspaper advertising and online advertising. they recruit fresh graduate after they have completed their internship in their organization. These types of recruiting decisions have been taken by their head office that is situated in Malaysia.

These are given below: (a). Thus. Written test: The candidate who applies for the job should sit for a written test. Specific cognitive abilities/ mental abilities: The method is used for measuring mental abilities such as inductive and deductive reasoning.AKTEL consider the general market condition. These are: (a). Since. (b) Achievement test: These methods are widely used in employment screening. They undergo some initial screening and testing technique when they select an employee. for the selection procedure. therefore AKTEL uses this method in order to recruit and select employees for 10 . They take interview of the candidate. Candidates Experience. The candidates who pass in the written test are selected for further processing. Then they give final decision. Department super and top-level management who are responsible to take the final decision conduct the remaining part. AKTEL follows two steps. AKTEL use this type of test in order to select employees for the mechanical or technical positions of their company. HR manager conducts initial screening part for the selection procedure. arrange different tests to find the appropriate person. they generally follow two types of tests. The procedure of CV sorting: AKTEL sorts their candidates CV on the basis of few factors. (b). However. These are: 1. These techniques help them to find the right person for the right job. it is basically a measurement of what a person has learned throughout his/her life. In order to take written test. local market condition and occupational market condition when they recruit because it helps them to find whether they have suitable supply of candidate or not. Selection: AKTEL go through some selection process when they hire employee. memory and numerical ability. Educational Qualification. (c) Skills on the specific field. verbal comprehension.

administrative section who are able to apply their gained knowledge in their practical field so that AKTEL can find out the right person for the right place. Interview: AKTEL has their own design template for taking interview for applicants who pass the written test. sometimes they directly call for the interview without taking the written test. Stress Interview: Most of the time AKTEL takes stress interview for the only for technical supported fields and marketing division. (b). Job related Interview: The company usually takes job related interview for every candidate in primary stage. Panel Interview: AKTEL sometimes use panel interview where groups of people of different jobs are encouraged to ask questions to evaluate the candidate more efficiently. (c). However. # Presentation skill test: AKTEL takes presentation skill test to find whether the person is a good presenter or not. These types of tests are taken for evaluating the ability for marketing or sales division. 2. # Medical test: AKTEL take medical test to find the employees physical condition. Other tests: Beside written test and interview AKTEL likes to go through some other types of test. 11 . The different interview procedure are used in AKTEL: (a). It helps them to find whether they are physically fit for doing their job properly.

Final selection: After completing the entire test AKTEL give their final decision on the basis of the result of all the different kinds of tests. Then.V Sorting Written Test Interview Other Test 12 . The chart of recruiting and selection process of AKTEL: Recruiting C. an employee is finally selected to work in the organization at a joining date given by AKTEL.

13 . Final Selection Problems with the Recruiting and Selection process of AKTEL: # They do not follow any personnel replacement chart.

And through this interview they should recommend what to do in order to motivate their performance. 14 . motivation to work. Recommendations: # They should use personnel replacement chart in order to recruit more efficient employees for a specific position quickly. those employees who have personality problems might cause conflicts inside the organization and also in the practical field. # AKTEL would get benefit if they check the personality after the whole selection procedure because. AKTEL should verify one’s personality by psychological tests and similar test used. # AKTEL doesn’t follow background checking for selecting candidates as it becomes expensive for the company.R. The process can be implemented by verifying an applicant’s current position. # To recruit and to select efficient candidates AKTEL should check background information. To implement this. Appraisal interview can be taken for the current employee by conducting a brief discussion with the supervisors and the employees for their performance. they do not promote work samples they face problems with the employees in practical field.# They do not promote work samples testing to evaluate a candidate. AKTEL can implement situational interview so that they can have more efficient employee in their organization. # They do not follow appraisal interview as well as situational interview. # AKTEL should implement appraisal interview in order to motivate employees. Thus they should bring more facilities for the H. The situational interview can be placed in interview session by providing specific questionnaires or situation or case for a specific job. # Since. Again. Division to check work samples for technical employees. technical competence and ability to work with others from the current or previous supervisor. # AKTEL doesn’t use any method to test each employee’s personality.

they have very strong and effective training department to train the best training to their employees. As AKTEL is the leading provider of telecom services. In the orientation all the new recruiters are present and the management give them an overall job description and job specification. That is why. In the ever-changing mobile industry. Additionally. # Department supervisor gives the new recruiter some orientation about the department’s job procedures. At AKTEL the top-level management believes that their primary competitive advantage comes from their employees. So the purpose of training is to relate and improve the specific performance related skills. all of 15 . and make him or her familiar with the working environment (the other six days) Training programs in AKTEL: - The training program is a vital link in the process of converting the recruit into productive representatives. The money. they always want to serve their best.Employee orientation: - AKTEL generally uses 7 days’ orientation program. perception and behaviors require people’s success with the state of readiness of the force. which is spent on recruiting and selecting people. Mainly they have two types of employee orientations: # They arrange an overall orientation for one day. experienced reps may not improve or even maintain their productivity if they are not provided with an adequate amount of continual training. may be wasted if their selection is not followed up with the proper training programs. attitudes.

development. retain and motivate the very best and to do that they support training. Their goal is to attract.them must continuously upgrade their skills and knowledge in order to maintain this competitive advantage. and business education. Their training programs are based on the job natures and the performance of the employees. 16 .

Aktel believes on the more practice the more perfect empolyee. the importance of training stems from the rapid change in the environment. participants of the program as well as time required for the completion of the training. training works as one of the most vital weapons to achieve overall. Training programs should be taken as a continual. Training process is conducted to provide the freshers the basic knowledge which is required to perform their specific job perfectly. people. long-run goals of an organization. The training program of AKTEL is conducted before sending the entry level employees to the workstation. working techniques which are essential part to achieve both employee and company satisfaction and thus retaining them in the long run. training basically seek to take human inputs recruited or even existing employees and turn them into productive part of the company.Why AKTEL train their employees: - Primarily. purpose of the training program. How the training process is conducted: - AKTEL uses different training technique depending on the training content. That’s why they prefer more the practice session. Therefore. working habits. ongoing process. 3. Training programs also help trainee to develop positive attitude about themselves and company as a whole. 17 . which improve the scenario in different dimensions such as: 1. are not very aware about the technological changes that are taking place. Training provides the people with better improved knowledge. Aktel provides practice session for the new employees. 2. in general. To implement the basic knowledge. 4. As a developing country.

They have arranged for international training for their employees according their performance . Employees are mainly send to Malaysia for this higher training. In coaching. foreign training: To implement new technology Aktel have to train their new employees from foreign countries. Employee supervisors or line managers provide a coaching for the new employees. 18 . the whole expense of food and housing are providing by AKTEL Company as long as they are in the abroad for training. market condition is to be given to the trainees then the training department adopts lectures. lectures are delivered to provide knowledge related to the specific jobs. In-house training: This training is provided through the vendors. FOR example. new services. The cost of relocations. when information about AKTEL’S products. This duration varies based on the training.The training need of each employee is analyzed through two processes: • TNA : Training Need Analysis • SGA : Skill Gap Analysis The results of these two processes measures how much training each employee needs The Training Process: There are three types of training process: 1. With this technique. a trainer can handle a higher number of participants and give greater volume of information within a short time period 2. A lecture is the best way to present a basic outline of a subject in a shorter time to a larger number of trainees than any of the other techniques.In this case the employee has to sign a Bond assuring the company that he will not leave company next few years. and new findings in the research and company information.

3. They are as follows: • Prepare. discussion is used as a training method where both the trainer and the trainees can share their thoughts and opinions. the training department usually prefers discussion. Sometimes. when any new system is launched or when there is any need for changing the technique or policies. They look after the overall process and do some routine functions. During the leadership training. induction training as training on advanced selling skill. when cases are given to the trainees to solve the problem and suggest recommendation. maintain and update training related database. • Prepare career development plan • Prepare induction training manual/modules • Evaluate training program • Make agreement between AKTEL and employees for overseas training • To communicate with different local training institutions • To communicate with trainers/instructors. the overall supervision is upon the HR department. Discussion: In AKTEL. 19 . In this process they don’t send their employee of one department to another department for training. group discussion also takes place among the trainees. What they do is that they just send employee of one branch to another or one region to another. 4. Supervision of training by AKTEL HR department: - Though the training programs are provided by different departments. Job rotation: AKTEL provide job rotation to the entry-level employees.

which are helpful for the fresher. a person’s productivity will increase with experience. But if s training can substitute for some of the needed experience.Objectives of AKTEL training programs: - A primary objective of many training programs is to teach the force how to be more productive. 20 . AKTEL follows the following steps to conduct training. Usually. higher productivity levels should be reached earlier. So make the training program perfect AKTEL plans some steps. The most important objectives of training program are Shown in the given diagram: Improved Improved communicatio self- n management Increased Training program Improved productivit objectives of Aktel morale y Improved customer relations Training plan: - Training gives new employees the skills required to perform their jobs perfectly.

 Recognizing training needs: AKTEL mainly follows ‘need based training’. training can help them in this regard. they immediately take necessary steps and arrange training programs.  Who should be trained: As newly hired person doesn’t have enough knowledge about the company and his job. That is. sales department and HR department altogether do the overall plan. In AKTEL. whenever the supervisor finds that his/her subordinates’ need sufficient training. They are as follows: • Performance testing • Job analysis • Force survey • Performance survey • Observation  When training should take place: Timing of the training has two basic attitudes. This yearly plan for training is enhanced by the monthly meetings held in every spots where AKTEL has subsidiaries. the Training programs are made as yearly basis for providing training on techniques and skills for all level of their employees including the ones from other departments because they believe that in a organization everybody needs to have skill. where as some organizations want training based on after job performance. These meetings try to find out in which areas and for which employees training is needed. The supervisors use several methods to assess training needs. Some organizations prefer training first than go for the job. These meetings are referred to as Pre- cycle Briefing meeting. Although experienced people have knowledge about their job still they need training to cope with the changing world. The marketing department. expectations from 21 . In the beginning of the training.

Training Manager specifically works with the related training. 22 . Both the managers analyze the performance of the trainee after attending the training program taken place in the last month and set strategy for the next month’s training plan. So. If someone fails to perform and cannot reach the objective then the need for training arises. everybody should have knowledge about their related job. However.  Where training should take place: Training can be provided in both centralized and decentralized manner. planned actions. The yearly plan for providing training makes sure that it can be helpful for the achievement of the objective of the plan. On the other hand decentralized training of people is usually held in field or regional offices.each participant in the training program are assessed and according to that the managers design the content of the training. At every meeting. plan on which training for whom in all department. each department discuss and analysis the performance of the worker of their department in the past month and identifies whether they are performing accordingly or not. and also give guidelines to the Human Resource Department for recruitment and selection. The Training Manager is responsible for preparing the budgeting. The training department plans the training before 2-3 months from the time intended to provide the training to the employees. Centralized training occurs when all the people come to one central location (often home office) to have training. According to the company’s perspective. Plan of every individual department also has significant impact on the training plan because only proper training can ensure the implementation of the plan. the Training Manager plans what type of training is required for new recruits and the existing personnel and how the training is going to change the current performance and will help in achieving the desired level of performance.

it usually held in the head-office. Aktel also bring outside specialists from abroad like Malaysia. Because each has certain advantages. On the other hand. it is not unusual to find organizations using all these three types as well as using one or two types. conferences etc to increase their outer knowledge. In that way. those whose works are mainly field based. It basically depends on the size of the firm. This evaluation is necessary in terms of assessing the value of the training 23 . There are three types’ trainers by. the focus of the training where the sessions are held etc. General management training program for the top level executives are mainly held in the home office because centralized school normally has more formal facilities for training than are available in the field. Outside specialists. 2. attend seminars. force also get known environment because of their own supervisor as their trainer. Staff personnel and 3. they often have to go with their senior people to the field. they get the most advance and recent information from their competitors. On the other hand. they are- 1.  Who should be the trainer: A trainer is the person on whom the success or failure of the whole training program is dependent. Regular line executives. have to do on-the-job training. the characteristics of the product line.AKTEL follows both centralized and decentralized training. that’s why. As top-level executives need more advanced training. In this way. The effectiveness of a training program is measured by evaluation of the trainees. Trainee evaluation: - In AKTEL. The HR manager and senior supervisor usually train their own force. the trainer can get better understanding about the laggings of their force and can take necessary steps according to that. AKTEL has both line executive trainer and outside specialists.

The trainees can compare their own performance and try to improve according to that. During the training.reaction. quizzes and assignments are also given among the trainees. In the annual assessment. each must have to submit an ‘annual assessment’. The four outcomes are. each trainee is asked to do report regarding the training program and is asked to do presentations on the items they have learnt. 24 . The trainees who have gone abroad for attending the training program are required to submit a report regarding on the materials taught in the whole training program. There are mainly four outcomes based on which the organization evaluates the success or failure of each training program. behavior and results.and in terms of improving the design of future programs. This type of evaluation helps both the trainers as well as the trainees. learning. The trainers can judge the effectiveness of training and can develop better strategy for the upcoming training program. The effects of training on their performance are evaluated through the performance they have done after taking part in the training compared to the performance they used to do before the training and by this the organization measure the effectiveness of that training program. After each training session.

Development Program In AKTEL: Management development is any attempt to managerial performance by imparting knowledge. When it is an executive position to be filled. How the development process is conducted: 25 . Those who deserve the higher position receives a development process conducted by AKTEL but it’s true that their development programs are not well organized though they take some necessary steps for developing their employees who are working inside the organization. It helps those employees to have the ability to take decisions those are required in the higher-level position. therefore. As they do not follow the personnel replacement chart or position replacement card they have to make those employees ready to acquire the higher position AKTEL conducts development program for them. the process is usually called succession planning. perhaps with one of two potential candidates. or increasing skills. Increasingly. Succession planning refers to the process through which senior level openings are planned for and eventually filled. the emphasis is on developing a manager’s ability to learn and make decisions under conditions of rapid change. changing attitudes. such as CEO. The management development program may be aimed at filling a specific position. For the past few years management developments focus has been shifting from preparing managers to fill higher level slots to preparing them to meet the challenges of managing in past paced environment. Why Development is needed for the employees: When AKTEL selects their own employees to fill the vacant higher positions they look for the employee who are ready to get the higher position.

Before starting a development program they analyze the employees to what extent they need the development to be fit for the higher position. Job rotation: AKTEL provide job rotation to the managerial employees also. That means they don’t send their employees of one department to another department. What they do is that they just send employee of one branch to another or one region to another. To attend junior board all employees should already receive the initial coaching.Junior Board: It is used for operational decisions in most cases. On the basis of the SGA every employee has to have a yearly 40 hours development process. For example. To analyze this they go through SGA (skill gap analysis). 2. But sometimes it is used to take very few strategic decisions (example: to design training program). but they don’t send a marketing manager to the sells department or HR department or any other branches. In junior board top level managers have a sit with the sub-ordinates and encourage them to provide possible 26 . for job rotation they send Marketing manager of Chittagong branch to the Marketing department of Dhaka branch as a manager which position is vacant. The development process: To conduct a development process AKTEL follows the following on the jobs techniques: 1. It depends on the current skill of those employees. Every employee of AKTEL (from manager to managing director) goes through a career succession planning. But the idea of AKTEL’s job rotation policy is limited only to the department. Through this career succession planning employees develops their skills to deserve the vacant higher position.

They took training just like they are doing their regular jobs. off the job training is sometimes more important to know about the job. As a result employees don’t get scope to increase their project skill and to know about the problems of another department. we recommend the following suggestion.  Less scope of developing for the senior employees.  Lack of motivation in the training side. AKTEL don’t motivate that much while employees took training. a) From the problem part. We know. Because.  They don’t concentrate on off the job training. Senior employee specially the aged employees don’t have sufficient idea about the changing environment of technology. Recommendation and ways to implement those: - In order to solve the problems with the existing training and development system. As a result it becomes quite difficult to understand how effective the training was. The ways of implementing those recommendations is also discussed. But AKTEL should provide off the job training. We would not recommend to implement action learning training. we become able to know that AKTEL don’t follow action learning training and off the job training.  Review system is not strong enough. Some of the problems are listed below: -  They don’t have action-learning program. The sub-ordinates try to give suggestions through brainstorming using the knowledge provided in the initial coaching. 27 . Problems with the training and development programs of AKTEL: - Though AKTEL follows most of the rules and regulations of standard training programs but still they have some problems with their existing training and development programs.suggestions regarding a decision.

case study method. management games. AKTEL can provide them various incentives. # The progress of the trainee should be checked. but it helps to the employees to learn rapidly. The reason is that motivations don’t cost enough money. In order to provide training for the senior employees AKTEL may need to provide different sessions like action learning. We already mentioned that in AKTEL senior employees do not get enough facilities and time to develop themselves. it may cost AKTEL. It will be selected by the discussion with the employees. at the same time they will serve the company with their best effort. So. c) Senior employees should also be developed always. If they are motivated and learn the job then not only they will be benefited. They don’t need to hire new trainer for this. like- informing them about the benefit of the training. they will be benefited. 28 . # Sufficient training materials should be provided to the employees. b) They should motivate employee to give more concentration on their training. But in the long run. As a result they always have lack of idea about the technological change. how it will help them. they can provide off the job training with their existing trainer. In order to motivate them. for some sectors or jobs off the job training is more valuable than on the job training. In order to implement off the job training in the company they can follow those steps: - # Select the sectors and employee for this training # A time horizon for the training. etc. # Then the trainer would be selected.

Though they have high pay scale but there may be some internal reasons. 29 . So that they get the right person for the right position. They don’t follow action-learning process that may be very effective to develop the employees. which is not enough for development. (3) Corporate culture Their corporate culture is so well developed that all the employees in AKTEL have a friendly environment in their workplace Weakness (1) Turnover ratio High turnover ratio is found in some previous years. which causes the employees to leave the job. (2) Development process is not well organized Development process in AKTEL is not so well organized. (3) Some lacks of training program They also don’t follow off the job training (4) Some lacks in recruiting and selection process # They do not follow any personnel replacement chart.SWOT Analysis Strength (1) Skilled personnel AKTEL has skilled personnel so that their operations are performed efficiently (2) High pay scale AKTEL claims that they have the highest pay scale among the all-cellular companies in Bangladesh. Every senior employee gets only 40 hours development program each year.

30 .# They do not promote work samples testing to evaluate a candidate. # AKTEL doesn’t use any method to test each employee’s personality. Opportunity Huge candidates As the unemployment rate is high in Bangladesh AKTEL get many more candidates when they advertise to recruit people Threats (1) Political instability In our country political parties call HARTALs and other activities that hamper the HR operations of AKTEL (2) HR departments of other cellular companies: AKTEL always face competition with the other companies’ HR department because every cellular company always tries to improve their HR operations according to the necessity. # AKTEL doesn’t follow background checking for selecting candidates as it becomes expensive for the company. # They do not follow appraisal interview as well as situational interview.