13788309441881_hrm practices in gp.docx

8/10/2019 13788309441881_HRM Practices in GP.docx

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Changing Logo:

On the November 16, 2007 GP formally changed its logo to match its parent company Telenor'slogo. According to GP the new logo symbolizes trust, reliability, quality & constant progress.The name Grameenphone was kept as part of the new identity because the name Grameenphone

carries with it all of the heritage, success & values of the company's past, added the then CEO ofGrameenphone.

Numbering Scheme:

+880 is the ISD code for Bangladesh & are needed only in case of dialing from outsideBangladesh (otherwise, it may be substituted by a 0, making the prefix 017). 17 is the prefix forGrameenphone as allocated by the government of Bangladesh. The rest eight-digit numberABCDEFGH is the subscriber number. For Example:

Grameenphone uses the following numbering Scheme for its users: 01741081558

Network:According to Grameenphone, it has so far invested more than BDT 107 billion (USD 1.6 billion)to build the network communications since 1997. It has invested over BDT 31 billion (USD 450million) during the first three quarters of 2007 while BDT 2,100 crore (USD 310 million) wasinvested in 2006 alone.

Grameenphone has built the largest cellular network in the country with over 10,000 basestations in more than 5700 locations. Presently, nearly 98 percent of the country's population iswithin the coverage area of the Grameenphone network.

The entire Grameenphone network is also EDGE/GPRS enabled, allowing access to dial-upquality speed Internet and data services from anywhere within the coverage area. There arecurrently nearly 3 million EDGE/GPRS users in the Grameenphone network.

To


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HRM Practices in Grameenphone:

Human Resources (HR) Department, an important of Administration Division plays very vitalrole in the total functioning of GP. The traditional management functions Planning, organizing,staffing, leading, controlling all these are conducted by HR division. The informal structure of

HR according to its functions can be classified into three main categories they are:

Human Resource Management (HRM) Human Resource Development (HRD) Human Resource Management Information System (HRMIS)

Here, we will discuss about Human Resource Management (HRM) of Grameenphone limited.Under the HRM function there is:

Job Analysis

Human Resource Planning (HRP) Recruitment & Selection process Training & Development Compensation Performance Appraisal Employee motivation

A) Job An alysis:

Every management job is to have a stated purpose & a list of major responsibilities. These

should be clearly described & agreed between the incumbent and the superior. The job is to begraded according to its nature & the level of responsibility it carries. Whenever any significantchange in the nature of responsibility takes places, the Job Description & specification should beimproved accordingly. In December every year the Job Description & job specification of allmanagement position in the Company is to be reviewed & updated at the time when Action Planmeeting is held. In case the job content of any position is found to have changed significantly, a

job analysis exercise is to be undertaken with the help of HR Department, Head Office. It isimportant that the incumbent is given full opportunity to participate freely in the preparation &

periodic revision of the Job Description. His /Her perception & understanding of what isexpected of him/her as the incumbent is most essential for his/her success in the job. The JobAnalysis & Job design is prepared before the recruitment is done. The contract signed before

joining states the job description of the post the employee is joining. By setting the jobdescription clarifies the tasks he needs to carry on & benefits both the company & the employeehimself.


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B) H uman Resource Planni ng (H RP):

Grameenphone Ltd provides plenty of opportunities growth. Promotion is based both onseniority & performance. The performance of each employee is reviewed every 6 months & theemployees worth in the company depends on that. The employees designation in t he first twoyears is completely time dependant. However, the employees at the same level can be paid moreor less depending on his performance. After the initial two years, the growth of the employee inthe company is mostly dependant on his performance. Grameenphone Ltd believesin performance rather than age. People with potential should be at the top rather than being stuckat the bottom because of the lack of seniority. Grameenphone Ltd thinks it is both fair & goodfor the company as a whole. Grameenphone Ltd arranges various training programs in jobrelated subjects for the development of its employees. This is usually arranged when theemployee is not involved in any active project. This helps to utilize the free time& also comes inthe best interest of the company & the employee. Grameenphone Ltd also encourages itsemployees to appear invidious professional certification exams, which the company also paysfor. The talent sourcing activities begin with effective human resource planning. This planning isunited with the business need forecast, overall organizational growth matrix, structure &direction & is done in yearly basis. R& EB (The Resourcing & employee branding) departmentcoordinates & evaluates people planning process that eventually approved by board consideringthe factors:-

Potential/Expected workload & expertise requirements. Optimum & Effective utilization of the HRM for the entire company, both Present &

future requirements.

Possibilities for greater efficiency through reformation & automation (use of tools &facilities) & making necessary adjustment. Employee turnover. New Business initiatives & projects that require new skills & additional resources.

C) Recru itment & Selection Process:

i) Recruitment: The recruitment practice is done mainly on two standard procedure ofrecruitment. They usually carry out in-house recruitment or post online job add posting.They usually hire fresh graduates & allow them to grow in the company. Applicationsreceived are carefully filtered & usually call a handful of candidates for the post.

ii) The selection Process: The selection process has two steps firstly there is a writtentest. Candidates are tested basically on job related skills & their analytical ability alongwith some open ended questions relating to their psychological behavior. Selectedcandidates are called up for an interview within a week. The candidates must appear infront of an interview panel usually consisting of four members: from the HR department asoverseen by the MD, Chairman, General Manager & Admin Managers. The candidates are


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tested for their basic knowledge about the subject matter, their interpersonal &communication skills, and their abilities to work in a team environment. Candidates afterfinal selection are offered jobs along with the contract, which they need to sign before

joining the job.

D) Tr aini ng & Development:

Grameenphone Provides both local & overseas training on the basis of the need analysis.

i) Local Training: Local training can be both-Inside GP & Outside GP.

Orientation training Program falls under inside GP training category. After joining, it is theresponsibility of the HR to conduct induction/orientation training to the newly recruited

personnel to provide a general introduction of the company. To prepare training plan, participants list, & training schedule for induction training HR department does all.

Inside GP training will cover Management training. It will cover Department training innear future.

Outside GP training means to take part in training programs offered by different traininginstitutions/universities on different subjects.

ii) Overseas Training: After need assessment employees who need overseas training aresent abroad for overseas training. Expenses of overseas training are generally bear by GP.The particular employee who has been selected for training has to sign a surety bond forspecific period of time for overseas training.

E) Compensation:

Compensation refers to all kinds payment & benefits or wages/ salary going to the employeesfor providing their service & contribution. A job is classified according to the skills & experiencerequired for satisfactory performance in the job, the degree of problem-solving involved & thesize of the impact of a decision to be taken as an incumbent in the job. The classification is thenlinked to a salary grade through which a compensation package is made available to theincumbent of a job. Each job makes a contribution to the successful conduct of an activity, whichin turn accrues certain benefit to the company. The compensation package, which is an expenseincurred by the company, is linked to the benefit derived by the company from the job. Each

grade has a minimum level of compensation & a maximum. The minimum is related to themmarket value of the job & is verified through the availability of suitable candidates whoare prepared to join at that level of compensation. The maximum of the grade is the maximumcost the company is prepared to incur for the contribution received from the job.


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The company also started payment of Festival Bonus to the Management Staff from theyear 2000. There will be payment of an amount equal to one months Basic Salary of theemployee on two chosen festivals. Management Staffs those are in the employment of theCompany for at least three months after their confirmation on the date of the festival will bequalified for the Festival Bonus. The major festivals recognized are the following:

1. Eid-ul-Fitr

2. Eid-ul-Azha

3. Durga Puja

4. Christmas

5. Buddha Purnima.

All employees of the Company, irrespective of their religion, will draw one Festival Bonusduring the time of Eid-ul-Fitr.

The other Festival Bonus will be given to the Muslim employees during the time of Eid-ul-Azha.Employees other than Muslim will receive the other bonus according to their festivalmentioned above.

Festival Bonus will be disbursed in cash & will be paid two weeks prior to the festival date.

F ) Perf ormance Appraisal:

The performance of each employee is closely monitored by their immediate managers. Ifthe broad objectives of the job are clearly understood by the Appraiser & the Appraisee & theAction Plan along with the principle of assessment is clearly agreed between them, appraisalshould be a relatively easy task. If both parties are realistic, pragmatic, fair & objective intheir evaluation of performance, there should be very little variation in their scoring &completion of the Performance Appraisal Form. The Appraise has to analytically analyze his/her

performance & fill in the form with an attitude of trust & fairness in the judgment of thesuperior. In rating the overall performance, the Action Plan achievements will have 50% weightage. The quality of performance in accomplishing the overall objectives of the job will have theother 50%weightage. The rating for overall performance will therefore have equal emphasis

between specific tasks & the general objectives of the job. Management Staff Performance

Appraisal Form will be provided in duplicate by the Appraiser to the Appraise. The Appraisewill fill in the requisite places on the form & return one copy to the Appraiser. The Appraiserwill first complete his part of the form & then fix a date for Appraisal Interview. The interviewshould be held in a relaxed & congenial atmosphere & the entries on the form should be gonethrough together item by item. There will no doubt be difference in perception of achievement &of performance on the job but the differences should be discussed in constructive manner so thatany misunderstanding is removed & the gap in perception is narrowed down. The Appraiser willhave the right to modify his remarks or to change his rating in the light of the Appraisal


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Interview but his original remarks & rating must remain clear. The Appraiser will then pass onthe form to his superior who, if necessary, will slip back or else send the form to the GeneralManager, Corporate Services at Head Office for review by the Managing Director &consolidation. It is to be kept in mind by the Appraise that the ability to judge his/her own

performance analytically, both with regard to the Action Plan as well as the overall performance,

will be considered as a good managerial quality called objectivity.

G) Employee M otivation:

Employee motivation can be provided by:

i) Profit Sharing: The most significant employee benefit offered by Grameenphone Ltd isProfit Sharing. The profit sharing takes place once a year: July. Only the senior employeeswho are around two or more years get 20% share of the profit earned. Out of this 20%

profit, 75% is distributed in terms of seniority & designation & the rest 25% is distributed

on performance in that period.

ii) Performance Bonuses: Performance bonuses are given on the basis of performance in agiven year. This happens after the yearly appraisal. The reviewer (usually the immediate

boss) notes down the performance of the employee on a given set of characteristics & sendsit to the MD. The MD then takes the decision on the performance bonus. However, alldecisions regarding performance bonuses by the MD needs to be approved by the Board ofGovernors.

iii) Reward: This reward system does not have any fixed criteria. This is basically anadditional reward system, which provides financial incentives to employees for extraordinary

performance in any area of their job.

iv) Services Benefits: Soft Option has a number of service benefits which is typically notfound in other companies. Among the benefits are flexible working hour: one can start theiroffice on 8am in the morning & leave by 4pm. -provide transport or transport bills whileattending a client meeting;

- Provide lunch from the office which is prepared in the office.

- Have provision for the employees to participate in different training programmed as wellfund any professional certification exam from IBM, Sun, Microsoft, Oracle, etc at

companys own cost.

v) Yearly Picnic/Tours: Grameenphone Ltd bears the expense of one tour/picnic per year foreach employee. The company covers all transport, hotel & food expenses. This usuallyrefreshes the employees a lot and makes room for them to interact & know each other

better.


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Conclusion:

Ensuring management or proper utilization of resources is precondition for achieving theorganizational objectives because resources are limited & the proper utilization of the availableresources can help to achieve the top position. In the competitive situation resources are very

much vital because that can provide competitive edge to the companies. The natural participationof human resource is very essential for increasing the performance. The owner, authority shouldremember that neglecting the human resources in the work place a sustainable development isnot possible. They should not disprove the significant roles of Human Resources rather they haveto generate an idea among the human resources that they are important part of the organization

by providing reasonable wages/salary, incentives, compensation, training & development program, as well as creating morale & maintaining a good relationship with them.

13788309441881_hrm practices in gp.docx

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