compensation
TRANSCRIPT
Term paper on “Compensation Practices of Robi”
Department of Business Administration
University of Information Technology and Sciences
Submitted to
Ethica Tanjeen
Lecturer
Prepared by
SMART
This Term paper is prepared as the regular process of the course
‘Compensation Management’
No Student Name Student ID numberStudent
SignatureDate
1 Ali Zaber Choudhury 09510081
2 MD. Shahadat Hossain 09310010
3 Arifur Rahman 09310058
4 Rezaul Karim Chowdhury 08410012
5 Asfaf Uddin
LETTER OF TRANSMITTAL
Ethica Tanjeen
Faculty Member
Department of Business Administration
University of Information Technology and Sciences
Baridhara, Dhaka-1212
Subject: Submission of Termpaper.
Madam,
It is my pleasure to submit the report on “Compensation Practices of Robi” as a part of our
termpaper. We have enjoyed preparing this termpaper which enriched our practical knowledge
of the theoretical concept. We tried to reflect the practical operational aspects of the
organization which is complementary to the theoretical lessons.
Sincerely yours,
__________________
(Ali Zaber Choudhury)
On behalf of the group
Preface
A good compensation system is very much effective for an organization. It makes an
opportunity for high involvement for the employee in an organization. Employees can compare
themselves with others. It is a great opportunity for a student to understand this compensation
system to understand the course “Compensation Management”.
This termpaper is the outcome of the “Compensation Management” course under the Bachelor
of Business Administration (BBA) Course of the department of Business Administration. Hence,
the termpaper works as link between the theory & the practice.
It’s our pleasure to submit our Termpaper Titled “Compensation Practices of Robi” While
preparing this termpaper, we have tried to gather as much information as possible and to
gather all the information pertaining the subject to enrich it. We believe that it was a
fascination experience to analysis the Job sector and it has enriched both our knowledge &
experience.
ACKNOWLEDGEMENTS
At first, I would like to remember the name of the Almighty Allah Who has created us and given
us knowledge, time and energy for completing our Internship Program.
I am Md. Abul Bashar, thankful to my supervisor, Mostafa Hossan for his kind support and
motivation for conducting this study.
I would like to express my sincere gratitude & appreciation to Khandakar Raihan Sayeed,
Senior Executive, HR for his guidance, encouragement & keen interest in delivering thoughtful
advice during the period of industrial & official training. My heartfelt thanks to, Tanvir Azad,
Manager, HR for allowing me to perform my industrial & official attachment in the Axiata
(Bangladesh) Limited (ROBI). I am also very grateful to Afsana Yeasmin, Senior Asst Manager,
HR, I would also like to thanks Rifat Ferdous, Senior Executive, HR Sifat Huda, Asst. Manager,
HR, & Shahin Mirza, Senior Asst. Manager, HR for their special cooperation.
Finally, I want to thank Mr. Shakil Ahmed, Deputy Manager, HR, of Axiata (Bangladesh) Limited
(ROBI). for his enormous support as well as all Managers & Assistant Managers for helping to
get proper information about every section during industrial training.
EXECUTIVE SUMMARY
The report titled “Compensation practices of Robi”. We have divided the whole report into four
main chapters.
The First chapter contains the introduction part like, The Title of the report, Name of the
organization, Background of the report, Objective of the report, Scope Methodology and
limitations of the report.
The Second chapter includes organizational information. I have projected a short profile of
Axiata (Bangladesh) Limited (ROBI). In this chapter I have mentioned mainly overview of the
company, historical background, department and division, marketing area,the company in
Bangladesh, mission in Bangladesh, the marketing activities, product and service, network, etc
of Axiata (Bangladesh) Limited (ROBI).
The Third chapter contains the main portion of the repot. In this part I have discussed the
human resource policies, Selection and recruitment, Employee relationship of Axiata
(Bangladesh) Limited (ROBI). First I give a short description of human resources division of ROBI,
its function, role and responsibility etc. I also discussed here the recruitment procedure of ROBI
step by step, such as manpower requisition, written exam, first and 2nd interview, then final
selection, after that medical test, reference check, and then provide the appointment letter to
the selected candidate, finally by completing all the joining formalities, the recruitment and
selection process is finished in ROBI.
At last in chapter Four My Achievement & Conclusion is given in this part. And some References
are also given here.
I have given my honest and sincere efforts while preparing this report. All my exertion and
efforts will be successful if it becomes helpful to Axiata (Bangladesh) Limited (ROBI).
TABLE OF CONTENTS
INTRODUCTION 1.1 Background of the Report 021.2 Limitations 021.3 Methodology 04
THEORETICAL FRAMEWORK 2.1 Human Recourse Management 05
OVERVIEW, OBJECTIVE, MISSION AND VISION OF THE COMPANY
3.1 Overview of the Company 063.2 Background Summary 073.3 Objective of ROBI 083.4 The Vision Mission & Theme of ROBI 093.5 Department and Division of ROBI 123.6 Mission in Bangladesh 19
ROBI HUMAN RESOURCE DIVISION 4.1 HR Policies 164.2 Leave 174.3 Language 18
EMPLOYEE SATISFACTION
5.1 Factors 34
IMPORTANCE OF EMPLOYEE SATISFACTION EMPLOYEE SATISFACTION
6.1 For Organization 386.2 For Employee 38
ANALYSIS AND FINDINGS
7.1 SWOT Analysis 407.2 For Employee 40
CONCLUSION & REFERENCES
8.1 Recommendations 438.2 Conclusion 448.3 References 45
Introduction
Background of the Topic
Modern communication plays an important role in the economic development of a
country. Mobile operating companies are the primary contributors to the fulfillment of
the demand. Practical knowledge is fundamental for the application of the theoretical
intelligence. The goal of this analysis is to expose the student in the organizational work
situation also to provide an opportunity for applying classroom learning in practice.
There are some differences in theories and practices.
Limitation of the Termpaper
It is really very difficult to find out every single issue within this limited period of time. Overally
the the limitations those we have faced are:
Time Frame.
Access to more internal information.
It was really difficult for us to accumulate confidential financial data.
Bureaucracy.
Use of biasness and references in the recruitment.
The company does not have sufficient source of secondary data and collecting of Data
was not smooth.
Methodology of the Termpaper
Sources of Information
The scope of the study is limited within telecommunication business in Bangladesh. It is also
limited within the organization of “ROBI”. And for that reason that information was very much
restrictive within the organization as the telecommunication business is going to be very much
Competitive.
The following sources have been used for the purpose of gathering and collecting data as
required.
A. 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
B. Secondary sources:
1) Information from web. 2) Brochures.
3) Newspapers Clips. 4) Journals. & 5) HR Books
Both primary and secondary data sources will be used to generate this report. Primary data
sources are scheduled survey, informal discussion with professionals and observation while
working in different desks. The secondary data sources are different published reports,
manuals, price updates and different publications of “ROBI”.
Theoretical Framework
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. The theoretical
discipline is based primarily on the assumption that employees are individuals with varying
goals and needs, and as such should not be thought of as basic business resources, such as
trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all
wish to contribute to the enterprise productively, and that the main obstacles to their
endeavors are lack of knowledge, insufficient training, and failures of process.
The goal of Human Resources Management is to help an organization to meet strategic goals by
attracting, and maintaining employees and also to manage them effectively.
The basic premise of the academic theory of HRM is that humans are not machines; therefore it
is needed to have an interdisciplinary examination of people in the work place. Fields such as
psychology, industrial and organizational psychology, sociology, and critical theories;
postmodernism, post-structuralism play a major role.
Overview, Objectives, Mission, and Vision of
Robi
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. Later, on
28th March, 2010 the company started its new journey with the brand name Robi.
Robi is truly a people-oriented brand of Bangladesh. Robi, the people's champion, is there for
the people of Bangladesh, where they want and the way they want. Having the local tradition at
its core, Robi marches ahead with innovation and creativity.
To ensure leading-edge technology, Robi has the international expertise of Axiata and NTT
DOCOMO INC. It supports 2G voice, CAMEL phase 2 and GPRS/EDGE service with high speed
internet connectivity. 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. It has the widest International Roaming coverage in Bangladesh
connecting 553 operators across 207 countries. Its customer centric solution includes value
added services (VAS), quality customer care, easy access call centers, digital network security
and flexible tariff rates.
Objectives of Robi
EMPOWERING YOU: Robi is there for people, where they want and in the way they want, in order to help them develop, grow and make the most of their lives through Robi’s services.
Principles:
Axiata (Bangladesh) Limited employees hold themselves accountable to the following guiding Principles for the organization.
Emotional: Passionate, Creative, Respectful, Open
Functional: Simple, Ethical, Transparent, Ownership
No matter what they do in order to realize their purpose, they hold themselves accountable to the following overarching guiding Principles for their 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
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 knowledge and products geared to address the ever changing needs of our budding nation
THEME
Shareholdings
Axiata (Bangladesh) Limited is a Joint Venture company between Axiata Group Berhad (70%) and NTT DOCOMO INC. (30%)
CUSTOMER CUSTOMER FirstFirstCUSTOMER CUSTOMER FirstFirst
EMPLOYEEEMPLOYEEFirstFirst
Axiata Group Berhad
Axiata is an emerging leader in Asian telecommunications with significant presence in Malaysia,
Indonesia, Sri Lanka, Bangladesh and Cambodia. In addition, the Malaysian grown holding
company has strategic mobile and non-mobile telecommunications operations and investments
in India, Singapore, Iran, Pakistan and Thailand. Axiata Group Berhad, including its subsidiaries
and associates, has approximately 50 million mobile subscribers in Asia, and is listed on
Malaysia’s stock exchange (Bursa Malaysia).
NTT DOCOMO INC
NTT DOCOMO INC is the world's leading mobile communications company and the largest
mobile communications company in Japan. DOCOMO serves over 53 million customers,
including 44 million people subscribing to FOMA™, launched as the world's first 3G mobile
service based on W-CDMA in 2001. DOCOMO also offers a wide variety of leading-edge mobile
multimedia services, including i-mode™, the world's most popular mobile e-mail/Internet
service, used by 48 million people. With the addition of credit-card and other e-wallet
functions, DOCOMO mobile phones have become highly versatile tools for daily life. With
cutting edge technology and innovative services, DOCOMO is fast becoming a preferred lifestyle
choice, continuously expanding its role in its users’ lives, growing globally throughout Asia,
Europe and North America. NTT DOCOMO INC is listed on the Tokyo (9437), London (NDCM)
and New York (DCM) stock exchanges.
Management Profile of “Robi”
Michael KuehnerManaging Director / CEO
Izrin Bin HashimHead of Internal Audit
Koji OnoChief Strategy Officer
Nora Junita Dato’ Seri Chief Financial Officer
A.K.M MorshedChief Technical Officer
Segufta Yesmin SamadHead of Corporate Affairs
Bidyut Kumar BasuChief Marketing Officer
Alloisus Mohan RamaiahHead of Regulatory
Matiul Islam NowshadChief HumanResources Officer
Abdur RahmanHead of Transformation
Sania Mahmood Head of Marketing
Zafrul Hassan Head of Business Control, Finance
Monjur-E- Elahi Head of Market Strategy & Pricing
Zahari Abdul Jalil Head of Implementation, Technology
Sadat Adnan Ahmad Head of Transformation
Mohiuddin BabarHead of Communications & Media Relations
Sirajul Huda Zain Head of Corporate Management
Khaledur R. DewanHead of Development, Technology
Md. Anisur Rahman Head of Regional Operations, Technology
Hasan Mehdi Head of Business Development, Corporate Strategy
Md. Mizanul Ghani Milon Head of Central Operation, Technology
Md. Rezaul Karim Head of Compliance, Technology
Tipu AhmedProject Lead- Office Re-location
Md. Zabid Ahsan Head of Consumer Sales & Service
Barna Ahmad Head of CLM, Market Operations
Humayun Kabir Head of Company Affairs
Division & Department of Axiata Bangladesh (AXB) Ltd.
ROBI is operating with following Divisions / Departments having its establishment in
different locations at Dhaka, Chittagong and other regions of Bangladesh.
Finance Division
Commercial Division
Information Technology Division
Technical Division
Human Resources Division
Revenue Assurance Department
Regulatory Affairs Department
Internal Audit Department
Corporate Affairs Department
Corporate Strategy Department
Supply Chain Management Department
Credit Control Department
Legal & Compliance Department
Security & Safety Department
MD’s/CEO’s Office
The Company in Bangladesh
Chain of Command
The organization is headed by it's Chief Executive designated as the Managing Director
entrusted with overall responsibilities of business direction of the organization and leading
dynamically towards the attainment of it's Vision, Mission and Goal. In attaining the above
mission, the MD is assisted by 4 general managers Axiata (Bangladesh) Ltd. has established a
strong and formidable sales channel, which consists of direct dealers and it's own sales force.
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.
Axiata's vision is to continuously monitor its customer’s needs and to plan accordingly. It will
monitor the development of technology and updated self to meet customer demand.
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
Vision crystallizes our employee focus as the cornerstone of everything we do; to help our
customers get the full benefit if communications services in their daily lives. It describes our
ambition for future, sets a common direction across the group, and shall inspire all employees
to imagine how they can contribute. Our values describe what behaviors are necessary to
realize that vision.
HR is a Critical Enable for Axiata Bangladesh Ltd (Robi) in the pursuit of its Strategic Goals. HR is
a key to ensuring
An Organization, that provides a competitive advantage by being simple, aligned and efficient.
A Culture, centered on the employee and characterized by diversity, generosity and an
international mindset.
Leaders, Who have a passion for business, excel at empowering people and never compromise
on Robi ethical standards.
People, Who perform at the peak of heir ability because they feel a sense of mission,
accomplishment and growth.
HR POLICIES
Probation:
All employees recruited on a permanent basis must undergo a period of 6 (six) months as
probationary period to ascertain their capability and suitability for employment and would be
judged with a performance appraisal at the end of 5th month. On successful completion of the
probationary period employee shall be given a letter of confirmation. During probation period
no benefit of provident fund or gratuity will accrue. And employee will be entitled to avail 50%
of entitled annual leave during this period and 7(seven) days for medical leave (subject to
submission of sufficient medical papers) during the period.
During probation employment may be terminated by either party upon 24 hours notice and
confirmed employees are required to give one month notice for resignation or should give up
one month basic salary.
Working Hours & HolidaySunday to Thursday 9.00 a.m. – 5.45 p.m. Lunch Hour 1.00 p.m. – 1.45 p.m.Friday & Saturday Weekly Holiday
** Only customer Care (Call Centre) is serving round the clock.** Customer Care (Front desk) is working 8.00 a.m to 8.00 p.m
Punctuality
Employees are required to arrive at work before 9.00 a.m. and to disregard this will be treated
as late and will be recorded in the Attendance Register accordingly. Similarly leaving the
working place without authorized permission before 5.45 p.m. will be treated as indiscipline.
Leave
Each permanent employee is entitled to the following leaves:
Annual Leave
Management Annual Leave EntitlementGeneral Manager 25 Working DaysDGM & AGM 22 Working DaysSenior Manager 20 Working DaysManager 18 working DaysAsst. Manager 16 Working DaysExecutive 14 Working DaysNon Executive 14 Working Days
50% of the entitlement of the annual leave can be accumulated or carried forward to the next
service year and rest will be lapse if not availed.
Medical Leave
Employee medical leave entitlement is 14 days for all level of executives. Employee must have
to produce medical certificate for medical leave. There is no provision of accumulation of
medical leave.
Quarantine Leave
Quarantine leave is leave of absence from duty necessitated by orders not to attend office in
consequence of the presence of infectious diseases (e.g. Chickenpox, eye diseases & Hepatitis)
in the person, family or household of an employee. Such leave can be granted by the authority
up to maximum 15 working days. However, the employee concerned has to submit a medical
certificate from a registered medical practitioner.
Accident Leave
Employees who get injured by an accident occurred while on duty will be allowed Accident
Leave with full pay for the period required for full recovery and become fit to join duties. If the
accident causes partial or full disablement and the joining to duties is uncertain, then
Management will decide on accident leave.
Maternity LeaveA female employee who has been employed for a period of not less than ninety (90) days during the nine (9) months immediately preceding her confinement shall be granted ninety (90) consecutive days maternity leave on full pay. Maternity leave shall be granted after twenty eight (28) weeks of pregnancy and application for maternity leave shall be made not less than two (2) months prior to date on which it is desired that the maternity leave shall commence. Such entitlement applies for two times during her service with the company.
Leave on account of miscarriage prior to the twenty-eight (28) weeks of pregnancy shall not be considered as maternity leave but as medical leave.
Paternity LeaveMale employees are entitled for 3 working days paternity leave. One employee can avail paternity leave up to two times during his tenure.
Compassionate Leave
Employees are entitled for 3 working days compassionate leave in case of death of their
parents, spouse and children to cope up with the shock.
Hajj Leave
Only permanent employees (service length minimum 2 years) can take Hajj Leave of 20
consecutive days (including holidays) for Holy Hajj with prior approval of the Management. An
employee can avail Hajj Leave once in his/her service tenure with ROBI.
Leave without pay
The company may grant an employee, at its discretion, no pay leave on important personal
ground upon approval of the divisional head, provided that the employee has exhausted
his/her annual leave. Functional Heads will approve such leave depending on the
circumstances.
Compensatory day-off
An employee when required to work on any weekly holiday or Govt. holiday shall be given a
substitute day off which should be taken within one month of that date or will be forfeited.
Employees may take day off leave instead of any weekly or Govt. holiday if he works on that
day for at least eight hours (in one day). The leave must be taken within the following month
and necessary documents (attendance register) must be produced for the approval. On the
other hand, the employees will not be entitled for day off leave if they take holiday allowance
for the day.
Encashment of Annual Leave
If any employee’s leave application is rejected for two times in a year, he will be eligible for
applying for the leave encashment upto a maximum of 10 days. The encashment will be based
only on Basic salary.
Language
English is the official language of AXB. However, employee dealing with customer and vendors can speak in Bengali if requires.
Mobile Handset and ConnectionMobile handset with connection shall be given to employees according to the company rules & policy and employees will be entitled to monthly ceiling according to grade.Employees are eligible for one (1) handset for a period of 2 years. Company will not replace or issue new handset/accessories in case of lost, technical default or other reasons. Employee will own the handset at the end of the two years rather than return it to the store.
ID Card & Business CardAfter joining, Human Resources Division would issue ID Card & Business Card to each employee for ensuring security and proper identity. Only non-executives are not entitled to get business card.
Salary & BenefitsSalary & BenefitsMonthly salary will be transferred to employee individual salary account on 25 th of each month with other allowances less deductions such as income tax, contributory provident fund etc. Each employee will receive a monthly pay statement detailing gross pay & deduction.
AllowancesAllowances are paid with monthly take-home salary; namely house rent, medical, conveyance & utility.
Festival BonusTMIB usually awards two bonuses in a year on occasion of EID/Christmas/, as Festival Bonus. The amount of bonus is normally equal to basic salary.
Other Variable BonusTMIB is offering other variable bonuses like; performance bonus (related with individual performance) & company performance bonus (special bonus for company performance/success) to the employees.
Soft Furnishing AllowanceThis allowance is paid as a part of house maintenance of the staffs. Only Executive and above (permanent) are entitled for the allowance. This allowance shall be paid on yearly basis at the end of the year (with December pay)
Job Level Yearly Allowance (Tk)
To Management 20,000Sr. Management (DGM & AGM)
15,000
Manager 8,000Asst. Manager 6,000Executive 4,000
Overtime Allowance
Only Executives (Grade 17, 18, 19, 20, 21 & 22) and Non-Executives (Grade 1, 2, 3, 4) are eligible for overtime. Maximum ceiling for overtime is 48 hours in a month (except Grade- 1 & 2).
Shift Duty Allowance
Job Level Allowance Per Month (TK)
Remarks
Asst. Manager Tk-1,600/ Only those who are entitled to shifting duty are eligible for the allowance
Executive Tk-1,400/Non-Executive (3 & 4)
Tk-800/
Non-Executive (1 & 2)
Tk-500/
Holiday Allowance
Job Level 3-5 hrs > 5 hrs
Manager & Sr. Manager
Tk- 300/ (per day) Tk- 500/ (per day)
Salary Review Salary is reviewed periodically with consistent with the living standard and competitive salary package offered by other multinational organization.
Provident Fund and GratuityThe contribution in PF fund is 10% of basic salary from both sides. Employee will be eligible for company contribution after 5 years of the membership of the fund. Employee will also be entitled to a gratuity payment.
Group Life Insurance PolicyTMIB management has approved a group life insurance policy under which, death, permanent partial disability & permanent total disability shall cover. And the insured amount for life is 36 times gross salary.
Child Birth BenefitAll regular employees are entitled for Child Birth Allowance as per stated below:
Manager and above: (Both employee and spouse) Tk. 15,000 per delivery
Assistant Manager and below (Both employee & spouse) Tk 10,000 per delivery
Incumbent (regular employee) shall submit: Birth certificate from appropriate authority; Claim Form.
Miscarriage AllowanceFemale employees are entitled to get an allowance in case of any miscarriage happens to them.
Incumbent (regular employee) shall submit:
Application to Head of HR; Medical Certificate from Attending Physician of Attending clinic/Hospital.
Hospitalization Fund PolicyAll employees are entitled for the benefit (All permanent employees and their families, all probationers and their families and all contractual employees & their families including Non Executives) as per the level of emplacement/ Grade. (Family means spouse and children up to 25 years old)
Mode of Benefits: Employee can claim for two hospitalization cost per year. Employee should take prior approval from Head of Human Resources in
advance in writing of any pre-planned hospitalization. In case of any emergencies, employee or any of his dependants should inform HR immediately.
Employee will pay the bills of hospitalization of his/her own and submit the bill copies & money receipts to TMIB for reimbursement of the hospitalization expenses.
In case of any overseas treatment, reimbursement shall be up to respective employee’s entitlement.
Hospitalization expenses include Consultation fees while admitted. Investigation expenses (i.e. ECG, X-Ray, MRI, CT Scan etc.) while admitted. Artificial Limbs, Eyes, casts, braces and crutches Post hospitalization physiotherapy up to two sessions. Rental or Wheel Chair or Hospital bed, if advised by physician. Ambulance Services to & from hospital Treatment by Radiotherapy or Chemotherapy Preadmission testing. Two (2) follow up visits after discharge from Hospital.
Expenses not covered Any hospitalization caused from Maternity ground or cause of miscarriage. Any procedure, which is experimental or not generally accepted by the
medical profession i.e. acupuncture. Any illness or injury sustained as a result of doing any unlawful act. Any illness or injury sustained as a result of misconduct, involvement in
felony or other criminal acts. Any pre-hospitalization expenses. Any congenital infirmity. Mental, emotional or psychiatric disorders, alcoholism or any other narcotic
addiction. Any cosmetic or plastic or plastic treatment/surgery unless required as
reconstructive surgery as a consequence of injury due accidents/burns. Rest, convalescence or rejuvenation cures, thermal baths or confinement of
the purpose of slimming or beautification. Treatment for family planning purpose including termination of pregnancy,
dilatation & curettage or sterility. Illegal abortion, entopic pregnancy, fetal death or any complication and / or
sequel there from. Illness causing from attempting suicide. Health check-ups, radiotherapy, chemotherapy, any form of investigation /
treatment when not incidental or necessary to the treatment of the injury / illness which caused hospitalization.
AIDS and HIV related diseases. Airfare for in case of any overseas treatment.
Claims Submission Procedure for Reimbursement All claims must be submitted to Divisional Head within 15 days after
being released from Hospital. Employees should settle the expenses themselves and apply for reimbursement
attaching all original receipts of payments with the claim form.
Supporting papers necessary for submitting Hospitalization bill Itemized original hospital bill for the total amount paid. Original voucher
of Consultant’s fee. Original voucher of Surgeon’s fee in case of surgery. Prescriptions of medicine used in the hospital along with money receipts
of purchase. Original hospital discharge report/summary.
Subsistence Allowance/ Meal Allowance (Local)
An employee who is required to travel out station on company business beyond a radius of 33 km. From his office (within Bangladesh) shall be entitled to subsistence allowance as follows:
If the work requires a stay of 24 Hours or more inclusive of travel timeDesignation
RateTop Management BDT 1,500/Sr. Management (AGM, DGM) BDT 1,200/Management (Manager) BDT 1,000/Asst. Manager BDT 800/Executive BDT 700/Non-Executive (3 & 4) BDT 400/Non-Executive (1 & 2) BDT 300/
If the work requires a stay of 8 Hours or more but less than 24 hours inclusive of travel time Designation
RateTop Management BDT 800/Sr. Management (AGM, DGM) BDT 700/Management (Manager) BDT 600/Asst. Manager BDT 500/Executive BDT 400/Non-Executive (3 & 4) BDT 250/
Accommodation Allowance
An employee who is required to travel out station on company business beyond a radius of 33 km. From his office (within Bangladesh) and requires a stay of 24 hours or more shall be entitled for following claims:
a) Hotel Rental b) Rental Without Receipts
Designation Hotel Rental With ReceiptsHotel Rental Without Receipts/ Lodging
LocalTop Management Actual cost single deluxe BDT 2000/Sr. Management (DGM & AGM)
Actual cost single room with maximum amount of BDT 3,000/
BDT 1,500/
Manager Actual cost single room with maximum amount of BDT 2,500/
BDT 1,200/
Asst. Manager Actual cost single room with maximum amount of BDT 1,800/
BDT 900/
Executive Actual cost single room with maximum amount of BDT 1,400/
BDT 700/
Non-Executive (3 & 4) Actual cost single room with maximum amount of BDT 600/
BDT 300/
Non-Executive (1 & 2) Actual cost single room with maximum amount of BDT 400/
BDT 200/
Daily Allowance for Overseas Travel
An employee traveling outside Bangladesh, on company business shall be paid Daily meal allowance as per stated below:
Designation
Asia & Rest of the World
Europe/America/Japan/Hong Kong
Meal Allowance
Meal Allowance
Top Management USD 100 USD 150Sr. Management (DGM & AGM)
USD 85 USD 120
Manager USD 70 USD 100Asst. Manager USD 50 USD 70Executive USD 50 USD 70* For all overseas travels, exchange fluctuation loss up to 3% will be considered, subject to the approval of the management.
An employee traveling outside Bangladesh, on company business shall be reimbursed on production of receipts for the Airport Charges, Tax and Transportation Expenses. The mode of transport using hired vehicle must first be approved by the Managing Director. The airfare for such business trip/courses shall be as follows:
Designation Asia & Rest of the world
Europe/America/Japan/ Hong Kong
Air Fare Air FareTop Management Business BusinessSr. Management (DGM & AGM)
Economy Economy
Management Economy EconomyAsst. Manager Economy EconomyExecutive Economy Economy
Accommodation Allowance (Overseas)
An employee traveling outside Bangladesh, on company business shall be paid accommodation allowance as per stated below:
DesignationAsia & Rest of the World
Europe/America/Japan/Hong Kong
Without receipt
Without receipt
Top Management USD 75 USD 100Sr. Management (DGM & AGM)
USD 60 USD 85
Manager USD 45 USD 65Asst. Manager USD 35 USD 60Executive USD 35 USD 60Non- Executive At the discretion of MD
Hotel Rental with Receipt:
Actual cost for single deluxe (Top Management) Actual cost for single room (Executive to Sr. Management)
Transfer Reimbursement
The company shall pay a transfer allowance of TK. 15,000/ for a married employee (Executive & above) and Tk. 9,000/ for a single employee, for the inconvenience caused by such transfer from one station to other. Transfer allowance for non-executive is Tk- 9,000/ (married) & Tk-6000/ (single) respectively. Traveling allowances, Meal allowances and Accommodation allowances shall be paid according to company rules.
Transport & Traveling allowance
Employees authorized to use his/her vehicle in performing the duty, shall be reimbursed
transport expenses:
Description/Vehicle Allowance
Motorcar Tk.8 / Km
Motorcycle Tk-4 /Km
Parking fees and toll
charges
Shall be reimbursed upon
submission of receipt
Wedding Loan
Interest free wedding loan for the confirmed permanent employee. Loan amount is 3 times Gross salary (maximum amount of Tk-100,000/)
Meal Allowance
All confirmed regular employees are entitled for a monthly meal allowance as per their Job Grade which is payable with their salary.
Children Education Allowance
All regular employees are entitled for Children Education Allowance up to maximum 2 children (age should be with in 25 years). Allowance is payable with the monthly salary as per the employee Job Grade.
Gratuity
All confirmed regular employees are entitled for Gratuity as per stated below:
Years of Service Allowance
After 5 years 1 last drawn basis for each
completed year
After 8 years 1.5 last drawn basis for each
completed year
After 10 years 2 last drawn basis for each
completed year
Long Service Award
For all confirmed regular employees the reward will be with the form of Gold medal worth
different values relating with time frame:
Years of Service Reward
After 5 years 2 vhori Gold
After next every 5 years 3 vhori Gold
Leave Fare Assistance
All regular employees are entitled for Leave Fare Assistance on monthly basis as per their Job Grade which is payable with their salary.
One of the prime objectives of ROBI is to develop its individual employee’s career.
Career DevelopmentCareer Development
Through appraising their performances & providing with knowledge & skills through proper training and Development programs.
Induction
After joining, new employee is subject to attend an induction program. This program provides new employee with basic backgroung information about employer, information about company rules and practices, organization’s products and services. This new employee socialization program shall be condunted by HR Division.
Performance Appraisal
To achieve the overall organization goal, each employee is assigned with his induvuidual goals. A periodic (normaly in the month of December) appraisal is conducted with the view to monitoring the employee performances and to find out the training need and developments of each employee. Good performars are awarded accordingly for their contribution to ROBI.
Organizational Development
ROBI Management gives immence emphasis on developing its Human Resources by allocating huge money with yearly training programs (both local and overseas training). Annual training calander is drawn up consisting with the training need assessment of all members of the organization. In-house training is also arranged with ROBI’s own facilitators. Usually trainees are send to Sweden, Egypt, France, Malaysia, Indonesia and India for various training programs.
Promotion
A systametic promotion policy is followed in terms of promoting the deserving employees in line with the succession plan. Promotion is given to an employee when there is vacancy in the higher position and the employee has the required skills, experience to undertake the job. Upgradation is also awarded on the basis of performances and capability of the individuals.
MotivationMotivation
As motivation is a prime factor to job satisfaction, Management is willing to take initiative by offering following schemes:
Performance Bonus
Performance bonus may be given to the good performers with accordance with the company
rules and mangement discrition as a recognition of ones performance through-out the year.
Reward & Recognition
Reward & Recognition policy is introduced to award the outstanding performers of TMIB for
best employee of the year, best employee of the division, outstanding performers, best team
performers & best support staff.
Safety & Security
For confronting contingency or any possible accident in the work places, all ROBI offices contains fire extinguishers and first aid box and ROBI is in the brink of establishing a comprehensive safety and security policy for safeguard of our lives and properties as well.
Punishments
The measurement of punishment should be proportionate to the severity of the offence committed. The punishments could be as follows:
Written Warning; Suspension without pay for a period not exceeding 7 (seven) working days; Defer increment for a period not exceeding two (2) years Degradation to any lower grade; Dismiss the employee without notice; and Termination Impose any other lesser punishment other than (a) to (e)
Right of Appeal
An employee on whom any form of punishment is imposed as provided in the article above shall have right of appeal to the chief Executive officer of the company within 14 (fourteen) days from the date of notification of punishment served on him.
Retrenchment
An employee whose service is terminated on ground of redundancy shall be entitled to a) one month salary for each completed years of service b) payment of outstanding annual leave day. The principle of “ Last in First Out” shall be followed. In the event of vacancy arising within twelve (12) months of the retrenchment, the company shall give preference to applications from ex-employees declared redundant previously
Medically Boarding Out
When an employee is incapable either physically or mentally to under go his job, management may discharge him/her from service upon recommendation of the Government Medical Board.
Retirement
Optional Retirement
Compulsory Retirement
Male 50 Years 58 YearsFemale 45 Years 58 Years
Note: All types of benefits are changeable according to management decision.
Employee Satisfaction
Employee Satisfaction
Employee satisfaction is the terminology used to describe whether employees are happy and
contented and fulfilling their desires and needs at work. Many measures purport that employee
satisfaction is a factor in employee motivation, employee goal achievement, and positive
employee morale in the workplace.
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.
The factors effects employee satisfactions are following:
1. Organization development factors
• Brand of organization in business field and comparison with leading competitor.
• Missions and Vision of organization.
• Potential development of organization.
2. Policies of compensation and benefits factors
• Wage and salary
• Benefits
• Rewards and penalties
3. Promotions and career development factors
• Opportunities for promotion.
• Training program participated or will do.
• Capacity of career development
4. Work task factors
• Quantity of task
• Difficult level of task
5. Relationship with supervisor factors
• Level of coaching
• Level of assignment for employee
• Treatment to employee etc
6. Working conditions and environment factors
• Tools and equipment
• working methods
• Working environment
7. Corporate culture factors
• Relationship with coworkers
• Level of sharing etc
8. Competencies, Personalities and Expectations of employee factors
• Competencies and personalities of employee are suitable for job?
• Expectations of employee are suitable for policies of organization?
Some other factors related with the employee satisfactions are given below:
• Interesting work
• Appreciation of work
• Job security
• Good wages
• Promotion/growth
• Good working conditions
• Personal loyalty
• Tactful discipline
• Sympathetic help with problems
• Preferred incentives
• Flexi-timing
• Telecommuting
• Company paid vacations
• Accident and health insurance benefits
• Retired benefits
• Asset building loans
• Company transport etc
1. Importance of employee satisfaction for organization
• Enhance employee retention.
• Increase productivity.
• Increase customer satisfaction
• Reduce turnover, recruiting, and training costs.
• Enhance customer satisfaction and loyalty.
• More emerge• Improve teamwork.
• Higher quality products and/or services due to more competent energized employees. Tic
employees.
2. Importance of employee satisfaction for employee
• Employ will believe that the organization will be satisfying in the long run
• They will care about the quality of their work.
• They will create and deliver superior value to the customer.
• They are more committed to the organization.
• Their works are more productive.
Analysis and Findings
SWOT analysis of HR division
Strength: The main strength of ROBI HR Division is the authority to work. Robi HR Division has authority to maintain the employee properly. The employees from different division have proper respect for HR division. This respect was gained by the HR division.Types of
Weakness: Still Bangladesh has lack of enough HR personnel in the marker. HR division does not have proper HR person to provide responsibilities. It is important to have employee, who understand HR and can work according to Hr need.
Opportunity: ROBI is a huge organization consisting more than 4000 employee. There are four types of employee; Regular, Contractual, Part time and Internee. ROBI HR Division has to look after all types of employee. HR division can work in several sectors along with those employees. Very few Bangladeshi organization have this kind of opportunity. An additional thing is ROBI alos has enough financial resources for successful implementation of HR policies.
Threat: It is also very difficult for ROBI to handel with such a gigantic number of employees. It is very normal that any process can be bewildered when there is nit enough internal resources. Sometimes the total process can be injudicious.
Conclusion and Recommendations
Recommendations
We want to recommend the followings facts from our view point:
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.
As a multinational company for making the process more effective ROBI should analyze the recruitment and selection process of other multinational company of home and abroad.
Employee should maintain a positive attitude with coworkers and as well as with management and with others departments.
Robi needs more man power for handling it’s huge volume of employee Tactful discipline is required in order to implement sound human resource management
system
CONCLUSION
From the above discussion we can easily understand that Axiata (Bangladesh) Ltd.
(ROBI) is one of the top mobile Company of Bangladesh. It covers the whole Bangladesh by its
network. There are many product and services of ROBI is available in Market. At this moment
the company is in growing position. But the strategies of the company will make the company
“number one” mobile company of Bangladesh.
So we can easily find out the Human resource practice, recruitment and selection
process, employee satisfaction and relations at ROBI is a very developed and effective one. As a
multinational company for making the process more effective ROBI should analyze the
recruitment and selection process of other multinational company of home and abroad. That
can make ROBI perfect in recruiting people and the company will get efficient professionals,
that will increased the productivity as well as revenue.
The most important key source factor of Axiata (Bangladesh) Ltd is it's efficient
human resource. It is using the state-of-the-art GSM technology and continuously monitoring
its network traffic to ensure network quality. Moreover, its decisions are based on facts from
market research and coverage survey. The company also monitors it's competitor's activities
and is proactive in marketing decisions.
REFERENCES
Career Management
By - Jeffery H. Greenhaus
Gerard A. Callanan
Varonicam Godshalk
www.axiata.com
www.telecompaper.com/news/article.aspx
www.linkedin.com/.../axiata-bangladesh-ltd
www. robi .com.bd
www.btrc.gov.bd/
www.btrc.net
www.btrc.org/
www.genecards.org/cgi-bin/carddisp.pl
www.fao.org/sd/.../highlight_37167en.html
en.wikipedia.org/wiki/Axiata_Group_Berhad
en.wikipedia.org/wiki/robi, etc.