Topics: Robi Network Background of the Report Modern communication plays an important role in the economic development of a country. we placed by business department at Axiata (Bangladesh) Limited (ROBI) as a part of our study program consisting of a major in depth study of the major activities of the telecommunication industry like ROBI. Practical knowledge is fundamental for the application of the theoretical intelligence. Objectives of the Report To analyze Employee Satisfaction of “ROBI” To analyze Employee Relationship of “ROBI” To analyze Employee Branding of “ROBI” To analyze the Recruitment Process of “ROBI”. Methodology of the Report Sources of Information Primary sources 1) Observation 2) Personal interview 3) Through personal acquaintance with the people at HR Division 4) By participate in the recruitment and selection process Secondary sources 1) Information from web. 2) Newspapers Clips. 3) Journals. & 4) HR Books Limitation of the Report Time Frame. Access to more internal information. It was really difficult for me to accumulate confidential financial data. Bureaucracy. Use of biasness and references in the recruitment. Background of “Robi” Axiata (Bangladesh) Limited is a dynamic and leading countrywide GSM communication solution provider. It is a joint venture company between Axiata Group Berhad, Malaysia and NTT DOCOMO INC, Japan. Axiata (Bangladesh) Limited, formerly known as Telekom Malaysia International (Bangladesh), commenced its operation in 1997 under the brand name ROBI among the pioneer GSM mobile telecommunications service providers in Bangladesh. Vision & Mission of “Robi” Vision To be a leader as a Telecommunication Service Provider in Bangladesh Mission ROBI aims to achieve 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 knowl edge Shareholdings Axiata (Bangladesh) Limited is a Joint Venture company between Axiata Group Berhad (70%) and NTT DOCOMO INC. (30%) Management Profile of “Robi” Michael Kuehner Managing Director / CEO Izrin Bin Hashim Head of Internal Audit Nora Junita Dato’ Seri Mohd Hussaini Chief Financial Officer Koji Ono Chief Strategy Officer A.K.M Morshed Chief Technical Officer Segufta Yesmin Samad Head of Corporate Affairs Bidyut Kumar Basu Chief Marketing Officer Alloisus Mohan Ramaiah Head of Regulatory Matiul Islam Nowshad Chief Human Resources Officer Sania Mahmod Head of Marketig Mohiudd in Babar Head of Communi cations & Media Relations Nishat Husain Transfor mation Project Manager Division & Department of Axiata Bangladesh (AXB) Ltd. Finance Division Commercial Division Information Technology Division Technical Division Human Resources Division Revenue Assurance Department Marketing Mix: Product Price Promotion Place/ Distribution The way Axiata (Bangladesh) Ltd. defines business Axiata (Bangladesh) Ltd. is the Digital Cellular Telephony Business. With a technological development in future, Axiata (Bangladesh) Ltd. will adopt any cost effective and more efficient technology to provide state of the art and comprehensive service to its customers Long-Term Vision of the Company: ROBI strongly believes that subscribers are their most valuable assets. They have a strong Customer Service Center. To always be with their customers the ROBI "Help Line' is there. Products & Services of ROBI Pre-paid Post-paid International roaming Music Entertainment Downloads Internet & Data Services Messaging Human resources management Human resources management (HRM) is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. ROBI Human Resource Division Robi Human Resource system is one of the best systems in Bangladesh. The strategy of Human Resource Division is followed from AXIATA strategy. The strategy that followed by HR is described bellow Vision An Organization, A Culture, Leaders Language People Salary & Benefits Monthly salary will be transferred to employee individual salary account on 25th of each month with other allowances less deductions such as income tax, contributory provident fund etc. Other Variable Bonus Allowances Festival Bonus Career Development Through appraising their performances & providing with knowledge & skills through proper training and Development programs. • • • • • • • • Induction Performance Appraisal Organizational Development Promotion Motivation Performance Bonus Reward & Recognition Safety & Security Social & Voluntary Activities Donation ROBI provided charity Mobile Plus connection to the ABlood Donation for their outstanding contribution to the society. njuman Mufidul Islam, Lions Eye Hospital and Shandhani Scholarship Program students for high quality academic programs in Multimedia University (MMU) of Malaysia. Every year, we send three students for studying in IT, Engineering and BBA under the scholarship program. Discipline ROBI follows systematic methods (Show cause, personal hearing, suspension, enquiry, and punishment) while taking disciplinary action against any accused employee as per law of the land. Punishments: The measurement of punishment should be proportionate to the severity of the offence committed. The punishments could be as follows: Written Warning; the employee without notice Suspension without pay for a period not exceeding 7 (seven) working days; Retirement Optional Retirement Male 50 Years Female 45 Years Compulsory Retirement 58 Years 58 Years Recruitment & Selection at ROBI As we know, Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. Recruitment and selection is one of the most important for every employee. Cause by this company makes a person as the member of it Role of Human Resources in Recruitment & Selection Process: In recruitment and selection process the main role is played by HR division. The process is start with manpower requisition and end with appointment. For a better recruitment and selection process HR arrange done some task like Collecting suitable and better CVs arranging written exam arranging interviews ensure medical tests appointment letter and others Basic Rule of Recruitment in ROBI Human Resource planning Recruitment and Selection are not simply mechanisms for filling vacancies rather they are viewed as the key factor for suitable placements. With a view towards placing the right person at the position, Manpower Requisition: Requisition form contain some information like Name of the position Status of the employment Job description Job specification Approval of the MD Recruitment Sources Internal Sources Recruitment from the internal source may be through Promotion or delegating individuals with new assignments. In internal source ROBI consider mainly three types of employees: Contractual Part-Time Interns Recruitment Sources The external job market. In short external sources mean collecting CVs from outside. ROBI collect a lot of CVs from outside. Recruitment from external sources will be through • Executive search – for Senior Managers and Above Positions. • Advertisements - managers and below positions. The CVs are collect by following ways: HR CV Box Advertisement Internet Job Sites Employee Reference Universities Career Fair or Job Fair Other CV Box of ROBI HR: There is a Box for CV in ROBI HR. In that box anyone can drop his or her CV in anytime Advertisement Advertisement is a well known and world wide accepted source of recruitment. Like other company ROBI also use this source for recruitment. The main rules for advertisement in ROBI are Newspaper Advertisement will be posted on the national dailies Internet: Internet advertisement is another new source of Recruitment. Now a day every employee has a website and they collect CVs by internet. Ever there is lots of job website and company can send advertisement over there Employee Reference: The internal employees know how to do the work so he can easily understand who can do the work. Employee Referrals may be collected through circulation of advertisement to all employees. ROBI consider employees reference because it got some advantage, Universities: Universities are big sources of recruitment. There are many public as well as privet universities send CVs for job. When students completed their courses, universities send their CVs to ROBI for internship. And sometimes they send CVs for job also. Career or Job Fair: This is another big source of recruitment. By participating in fair or sponsoring fair ROBI gets a lot of CVs. ROBI participate in many fair like Screening of Candidates Following publication of Job Vacancy, concerned Divisional/ Department Head and HR Division will scrutinize the applications and short list candidates for inviting to oral interviews or written tests where applicable. Written Exam For every job ROBI HR arrange a written exam for candidates. The written exam is must for each and every candidate Oral Interview Preliminary Interview: • Conducted by the respective immediate Manager, another member from cross functional area & HR. Second Interview or Final Interview: • Conducted by next level managers along with the respective Divisional/ Departmental Heads. Pre-interview Form A Pre-Employment Form generally contain the following Personal Information Name Father’s Name Mother’s name Permanent address Present address Date of birth Contact number Educational Background Job experience Reference Practical Test: ROBI take some practical for the technical candidates. Basically technicians have to face this test. This test is called “tower Test”. Final Selection This time HR discuss about few things like: Terms and condition of company Salary and benefit Joining Final Approval: Like the requisition for appointing candidate the approval of MD is needed. This time HR sends the approval to MD that these candidates are selected in interview for this position and they are going to appoint these candidates for the post. Medical Test: When the MD approved the appointment of the candidate HR call the candidate for a medical check up. The candidates have to collect a letter for medical from HR and go for the medical test. Reference Checks When a candidate is selected for the job, his or her given reference has been checked by HR. Reference check may be conducted by HR Division upon acceptance of offer. Appointment or Offer Letter: At last the after the medical test and reference checked, the offer letter for the candidate has been issued. After that the candidate gets the call that he or she has been appointed and he or she has to collect the letter from HR. Acceptance of Offer Letter & Joining Procedure: The joining also has some procedure. In time of joining at first the candidates have accept the offer letter by signing it. Then he or she has to fill up some forms like, - HRIS form ID Card form Declaration Recruitment Cycle: Human Resources Division will take maximum 50 days to complete a recruitment process. The break down of the 50 days as follows: Recruitment for Internship: Internship is one of the parts of graduation for student. In case of Bachelor of Business Administration and Master of Business Administration, it is an obligatory. For this reason Universities send CVs of student to ROBI for internship Employee Relationship: Axiata Bangladesh (AXB) Ltd, Robi try to maintain their employee Relations under following ways Try to develop & maintain cohesiveness among employees, different departments and management. Inter-departmental relation is very smooth, well defined & well structured. Employee Satisfaction: Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment. Management, Understanding of mission and vision, Empowerment, Teamwork, Communication, and Coworker interaction SWOT analysis of HR division: Strength: The main strength of ROBI HR Division is the authority to work. Weakness: Still Bangladesh has lack of enough HR personnel in the marker. Threat: It is also very difficult for ROBI to handel with such a gigantic number of employees. Opportunity: ROBI is a huge organization consisting more than 4000 employee Recommendations: The Human Resources Management system of ROBI is up to mark. But the management authority needs to look some major issues like compensation policies, allowances and transfer policies. In the selection and recruitment process the responsible personnel should be more transparent as some of the internal and external applicants mentioned.