Professional Documents
Culture Documents
CHAPTER-1:
INTRODUCTION
The cost of the recruitment is significant. So, proper planning on recruitment and
implementing the plan is the task that requires more focus and improvement. Equal
opportunity and sourcing is also a vital part. Realizing this need, I have tried to find the
difference and similarities between theoretical aspects with the practical steps taken by the
company. I have taken an attempt to demonstrate the feature for the further improvement
after finding out some laggings.
1.2 OBJECTIVE
To be specific, the objectives of this internship report are:
1. To focus on major elements and process of the recruitment and selection process;
2. To find out shortcomings and their solution of the recruitment and selection process.
1.3 SCOPE
This report deals with the recruitment and selection process in terms of theoretical point of
view and the practical use. The study will allow to learn about how the process of recruitment
and selection actually takes place in multi-national organizations, what kind of medium and
methods they use, how they attract candidates for a vacant position, how they recruit and
select the right candidate for a specific position, how they ensure quality work by supplying
the qualified candidates and so on. Moreover, this report will help to understand why
recruiting and selecting candidates is very important for any organization.
1.4 METHODOLOGY
Primary Sources: Primary data sources are informal discussion with professionals and
observation while working in different tasks.
Secondary Sources: The secondary data sources are website, different published reports, and
different publications of Robi.
1.5 LIMITATION
The main limitation of the study is the collection of information as most of the information is
confidential. So they did not want to disclose any internal issue of the company. And I am not
able to show any forms which they use in the time of joining or what kind of information they
keep in the personnel file.
CHAPTER-2:
COMPANY INFORMATION
+
(70%)
= (10
(30%)
Fig No.1: Shareholdings
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 knowledge and products geared to
address the ever changing needs of our budding nation.
Purpose:
Empowering you means, we are there for you, where you want and in the way you want,
in order to help you develop, grow and make the most of your lives through our services.
Principles:
No matter what Robi does in order to realize its purpose, it holds itself accountable to the
following overarching guiding Principles for the organization:
1. Being respectful towards everyone.
2. Being trustworthy by action. Being passionate and creative in all we do.
3. Keeping things simple in the way we do things.
4. Being ethical and transparent.
5. Demonstrating individual and collective ownership.
6. Practicing an open culture in communication and interaction.
Robi promises, To provide relevant and affordable solutions supported by exceptional
customer service and availability, continuously improving our network coverage and
quality.
Brand
GP
Banglalink
Robi
Citycell
Teletalk
Warid/
Airtel
Total
100.00%
Source: Bangladesh Telecommunication Regulatory Committee (BTRC) website in April 30, 2010
On the mentioned figure, it is seen that the total market of the mobile phone is with 56.36
million subscriber where Grameenphone still dominating the market with 43.56% market
share which is far higher than its immediate follower Banglalink, with 26.51%, and Robi,
with 19.20%. The rest of the operators are not in competition with these three operators and
hold much low market share compared to them.
The Weekly Financial Mirror Samsung Mobile & Robintex Business Award 20082009 as the best Telecommunication company
TeleLink Telecommunication Award 2007 TeleLink Telecommunication Award
2007" for its excellence in service, corporate social responsibilities and dealership
management for the year 2006 in commemoration of WORLD Telecommunication
Day 2007
Arthakantha Business Award Given by the national fortnightly business magazine of
Bangladesh for its excellence in service in telecom sector
To ensure leading-edge technology, Robi draws from the international expertise of Axiata
and NTT DOCOMO INC. Its GSM service is based on a robust network architecture and
cutting edge technology such as Intelligent Network (IN), which provides peace-of-mind
solutions in terms of voice clarity, extensive nationwide network coverage and multiple
global partners for international roaming. Its customer centric solution includes value added
services (VAS), quality customer care, easy access call centers, digital network security and
flexible tariff rates.
CHAPTER-3:
ORGANIZATIONAL PART
(HUMAN RESOURCES DIVISION)
3.1 ORGANOGRAM
Human Resources Division of Robi Axiata Limited has 4 (Four) departments. Each of them
has small units. I have done my internship in Resourcing Management which is under
department of HR Operations. The total picture is given below as an organogramHuman
Resources
Division
Organizational
Development
HR
Operations
Talent
Management
Business
Partner
Compensation
& Benefits
Managements
Resourcing
Management
Culture
Management
HR Analyst
Payroll
Management
Competence
Development
(CD)
Employee
Relations &
Compliance
CD - Function
Specific
Process
Improvement
CD Management
Employees
Relations
Transformation
& Change
Support
HR
Services
Compliance &
EHS
(Environmental
Health &
Safety)
Internship
Program
Fig No.2: Organogram of Human Resources Division (Robi Axiata Ltd.)
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(EVP) and Vice president (VP) are in the top level management. Then, General Manager
(GM) and Manger are associated in the mid level management. Finally, in the low level
management there are Specialist, Officer and Assistant Officer. Their hierarchical positions,
management levels and chain of command can be shown as-
CHRO
Top Level
EVP
VP
GM
Mid Level
Manager
Specialist
Officer
Entry Level
Asst. Officer
Fig No.3: Hierarchy, Management Levels & Chain of Command
Overall organizational decision is taken by the Chief Executive Officer (CEO). But, for any
HR decision or activity CHRO is authorized to take decision. CHRO passes his decision to
his/ her immediate subordinate, who is EVP of particular department of HR Division. Then
the total process ends to Assistant Officer.
The decision making process is quite centralized. To take any decision most of the time they
need to wait for their immediate supervisor to approve. Considering the hierarchy and chain
of command; for entry level employees it takes a long to have proper instructions.
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CHAPTER-4:
HR FUNCTIONAL DEPARTMENTS
12
As mentioned earlier, Human Resources Division of Robi Axiata Limited has following 4
(Four) major functional departments in Operation. And their activities are listed below:
Organizational
Development
Align and support
Human Capital
requirement to
Strategic Business
Objectives
HR Operations
Competence
Development
Identify, prepare,
propose and execute
competence
development
activities to
continuously
upgrade skill set of
available resources
to excel in their
roles
Employee Relations
& Compliance
Ensure effective and
efficient roll-out of
HR processes for
employee satisfaction.
Facilitate
implementation of HR
Policies, employee
engagement activities
throughout the
organization
Support Organization
in nurturing talents by
creating a transparent
environment for
performance
management
Facilitate effective
and efficient
implementation of
HR processes and
management of
staff lifecycle
Support
implementing
Change Projects
through people
engagement
Ensure
implementation and
compliance of all
statutory requirements
HR Strategy analysis
& periodic review of
HR effectiveness.
Review and propose
changes in HR policy.
Drive Employee
Satisfaction Index
through periodic
surveys and follow up
action plans
Implement and
comply with
Headcount Plans,
Policies and Work
Codes
Represent
organization in
employers
organizations, and all
relevant inspectorates.
To lead HR
Business Partners
for providing
Employee Services.
Ensure minimum
downtime due to
employee shortage
in approved
positions within
divisions
Drive performance
management culture
Provide support to
Internal Audit from
HR
Lead EHS
(Environmental
Health & Safety)
services
Drive collective
leadership agenda
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maintains payroll related records. It prepares and timely provides tax computation for
employees for income tax purpose.
HR Services: HR Services deliver standard staff records management, fund Management,
leave and attendance management, management of board of trustees, expatriate management,
staff transition management.
Resourcing Management: Resourcing Management facilitates recruitment processes along
with HRBPs (HR Business Partner) by consistently applying recruitment policy across all
divisions. It effectively manages job portal and campaign employment brand together with
OD (Organizational Development). It also represents the company to all university placement
offices for graduate hires.
recruitment process ends, with the applicant pool. Selecting is actually the process of
choosing from a group of applicants that individual deemed to be best qualified for particular
job. Recruitment and selection of candidates is very important for any organization as
qualified employees can lead an organization to its success.
Internal
External
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Internal Source: Robi Axiata Ltd. usually does not follow any separate internal
recruitment process. Robi believes in equal opportunity for all. If there is any vacant position
in the company and someone who is currently working in the company and is interested to
apply for that position, he or she has to go through all the steps of general recruitment process
of Robi Axiata Ltd. They can apply for the vacant post through the internal job portal of the
website of Robi.
External Source: Robi Axiata Ltd. prefers recruiting through online. HR Division
collects
CVs
of
the
external
candidates
from
www.prothom-alojobs.com
and
www.bdjobs.com. It also takes part in job fairs, and also uses Word of Mouth to attract
competent candidates. Occasionally they take help from employment agencies. These
agencies only provide CVs of competent candidates.
Requisition of
Employee
Recruitment
Advertisement
of the Vacant
Position
CV Sorting
Written
Test
Selection of the
Candidate(s)
Final
Interview
First
Interview
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Employee Pool
(Potential &
preferable for
another position)
iv. Written Test: Those who are shortlisted have to sit for a written exam. Here the
candidates are asked questions on general knowledge, work related questions etc. The
questionnaire is usually designed by HR personnel of HR operations. However,
sometimes the questionnaire can be designed by the personnel of the respective
department where there is an opening of vacancy.
v. First Interview: Those who qualify the written exam are then called for 1st interview.
The interview is taken by the divisional representative and HR representative. After the
1st Interview the interview board eliminates some candidates who are unable perform up
to the mark. The remaining candidates then face Final Interview. But if they have only a
few qualified candidates they go for only one interview.
vi. Final Interview: After having the 1st interview the interview board selects the top
performers for the Final Interview. Final Interview of upper level employees is critical
compare to entry level candidates. Sometimes candidates are evaluated by asking them
to solve a case study. Occasionally candidates have to do a presentation on it. Often
candidates are evaluated by a competency evaluation.
Step (iv), (v) and (vi) are not always remain in the same sequence. Basically, step (iv) is
taken place for entry level candidates. Those who perform well in this step they are
carried out to step (v). If a good number of candidates performs well then the step (vi) is
taken place. But for the candidates of top level management, only step (vi) is performed
among all these 3 steps, as number of eligible candidates are less in most of the times.
vii. Selection of the Candidate(s): HR Operations of Robi Axiata Ltd. always selects those
whom it thinks is most preferable. Once it has selected a candidate, it carries out
reference check and background investigation. If everything is alright, for entry level
position, it offers the standard salary according to the company policy. And for top level
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position, it asks the selected candidate to e-mail them his pay slip of his present
organization in which he is working. HR Operations analyze the pay slip and send
him/her offer letter via e-mail. If the selected candidate agrees with the offer letter then
he/ she let the HR operations department know that he/she has accepted the offer letter.
Once the salary negotiation is done, the HR Operations then closes the position. After
that it prepares an approval note. This approval note is signed by the Chief Human
Resource Officer and the respective divisional head. Next, the candidate is sent for
medical test in their prescribed medical center which is Medinova Medical Services
Ltd. This is done to ensure that the selected candidate is physically capable of
performing the work. The medical test reports are directly sent to the HR Operations
department. However, it is mandatory to pass the physical examination. If the selected
candidate passes the medical examination then he is provided with a joining letter. But
if the candidate fails to meet the physical requirements, the second best candidate from
other participants is selected.
viii. Employee Pool: After finishing Final Interview, if the interview board finds more than
one capable candidates then the interview board creates an Employee Pool and keeps
the second best candidate on that. If the number one selected candidate denies to join
for any reason or fails in medical test then the second best candidate is call the for the
job. In general, the second best candidate is called for similar position for which the
person has given the interview before.
It is always a big challenge for HR Division to hire the right person for the right job at the
right time with proper remuneration, to make the person compatible through training and
development with proper documentation. As a consequence, HR Division of Robi is doing it
quite successfully.
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CHAPTER-5:
MY ASSIGNED UNIT/DEPARTMENT
AND RESPONSIBILITIES
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5.2 MY EXPERIENCES
My respective supervisor Mr. Khandakar Raihan Sayeed asked me to do work in Resourcing
Management under HR Operations as its under the Human Resources Division. Being an
intern I was not assigned to handle any major responsibility. Things that I did there are
mentioned below:
Called candidates for written test or interview time, date, position and location
Coordinated written test and interview
Assisted new employees in their joining process with forms like Joining Letter, Form
2 (Gratuity), Employee Disclosure Form, Certificate of Compliance etc.
Created personal file of new employees
Assisted in personal file automation process through scanning the personal files of
employees
Activated or replaced SIM card for employees
Created user name in ITS (Incident Tracking System) to claim for benefits
Updated the files of existing employees with different updated papers
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5.4 RECOMMENDATION
From my observation the problems what I found out they are listed in the above paragraph.
Now I would like to recommend some steps which can be taken to overcome this situation.
And they are listed below:
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CHAPTER-6:
CONCLUSION
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In performing the internship, I was specially introduced to the real life experience. I also feel
that it is a unique opportunity for me to learn about the practical work and Human Resource
Management system in a reputed organization. This internship has improved my knowledge
and attitude about the field to a large extent. During my internship period, I have learned a lot
of things which I have mentioned earlier. Robi Axiata Limited has always emphasized on
developing a good guidance system in order to achieve its desired corporate objectives. From
the origin of the company, Robi has come to a long way in reaching these objectives by
listening to clients needs, learning real time lessons from past projects, innovating and
partnering. Finally, Robi Axiata Limited has become one of the leading position holders in
telecommunication Sector of Bangladesh. As a result, Robi is still in this competitive market.
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REFERENCE
Asif Ahmed. An Analysis of Market Performance of Mobile Phone Operators in Bangladesh.
University of Dhaka. November, 2010.
Khandaker. Sayed, Manager, HR Operations, Human Resources Division. personal
communication. February 24, 2011.
Upama Khayer. Recruitment and Selection Process of Robi Axiata Ltd. Brac University.
December, 2010.
Unknown. (n.d). About Robi. Robi Axiata Ltd.
http://www.robi.com.bd/index.php/page/view/98, February 20, 2011
Unknown. (n.d). Key Achievement. Robi Axiata Ltd.
http://www.robi.com.bd/index.php/page/view/103, February 20, 2011
Unknown. (n.d). Principle & Purpose. Robi Axiata Ltd.
http://www.robi.com.bd/index.php/page/view/99, February 20, 2011
Unknown. (n.d). Shareholders. Robi Axiata Ltd.
http://www.robi.com.bd/index.php/page/view/101, February 20, 2011
Unknown. (n.d). Wikipedia.com. http://en.wikipedia.org/wiki/Robi, February 26, 2011
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