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Report on Recruitment Process of GrameenPhone
Prepared for
Khabir Md. Latiful
Faculty of Human Resource Management
American International University-Bangladesh
Prepared ByName ID Signature
Mahbub Sabrina 08-10518-1
Tabassum Saheli 08-10523-1
Palash Dey 08-10628-1
Tamanna Islam 08-10641-1
Nilima Afroz Sweety 06-06583-1
American International University-Bangladesh,
BBA Departmant,
4, Banani Commercial Area,
Kemal Ataturk Avenue,
Dhaka-1213, Bangladesh.
Date of Submission- 14th December, 2009.
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American International University- Bangladesh
4, Banani Commercial Area
Kemal Ataturk Avenue
Dhaka-1213, Bangladesh
14th December, 2009.
Khabir Md. Latiful
Faculty of Human Resource Management
American International University-Bangladesh.
Dear Md.Khabir,Here is the report that we have prepared for our final term exam, which is given by you a few
weeks ago.
As you will see from this report there is the significant information General recruitment processof any organization, sources of recruitment, recruitment policy, Purpose & Importance of
Recruitment, Type of employment, employee Selection and Recruitment, the Interview Plan and
many other informations.
We appreciate having this assignment. If you should need any assistance in interpreting thisreport or in implementing recommendation, please feel free to contact me at
Sincerely Yours,
Sabrina Mahbub Saheli Tabassum Palash Day
Tamanna Islam Nilima Afroz Sweety
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Acknowledgement
At this point we would specially like to thank our friends who do not study in this
university but also had helped me to finish this assignment possible in any ways and
directed me properly in completing my report. We also would like to thank our course
instructor that he gave us this assignment and as well as helped a lot to finish the report.
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Table of contents:
Meaning of Recruitment05
Purpose & Importance of Recruitment..05
Recruitment Process...06
Sources of Recruitment. 06-07
Recruitment Policy of a Company.07-08
Grameenphone08-09
Vacancies and Application Process 09
Type of Employment.. 09-10
Description of job recruitment 11-14
Employee Selection and Recruitment. 14-15
The Interview Plan....16
Other Differences between GrameenPhone Recruitment Process and
General Recruitment Process of any Organization16
References.. .. 17
Recruitment Process of GrameenPhone
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Meaning of Recruitment
A process of finding and attracting capable applicants for employment. The process begins when
new recruits are sought and ends when their applications are submitted. The result is a pool ofapplications from which new employees are selected.
RECRUITMENT NEEDS ARE OF THREE TYPES
Planned: The needs arising from changes in organization and retirement policy.
Anticipated: Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and external environment.
Unexpected: Resignation, deaths, accidents, illness give rise to unexpected needs.
Purpose & Importance of Recruitment
The Purpose and Importance of Recruitment are given below:
Attract and encourage more and more candidates to apply in the organization.
Create a talent pool of candidates to enable the selection of best candidates for the
organization.
Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.
Recruitment is the process which links the employers with the employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants.
Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.
Meet the organizations legal and social obligations regarding the composition of its
workforce.
Begin identifying and preparing potential job applicants who will be appropriate candidates.
Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants
Recruitment Process
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The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the recruitment
strategic advantage for the organizations.Recruitment process involves a systematic procedurefrom sourcing the candidates to arranging and conducting the interviews and requires many
resources and time. A general recruitment process is as follows:
Identifying the vacancy:
The recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company. These contain:
Posts to be filled Number of persons
Duties to be performed
Qualifications required
Prepare job description and person specification
Advertising the vacancy Managing the response
Short-listing
Arrange interviews
Conducting interview and decision making
The recruitment process is immediately followed by the selection process i.e. the final interviews
and the decision making, conveying the decision and the appointment formalities.
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Sources of Recruitment
Every organization has the option of choosing the candidates for its recruitment processes from
two kinds of sources: internal and external sources. The sources within the organization itself tofill a position are known as the internalsources of recruitment. Recruitment candidates from all
the other sources are known as the external sources of The recruitment.
SOURCES OF RECRUITMENT
Recruitment Policy of a Company
In todays rapidly changing business environment, a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time. Therefore, it is
important to have a clear and concise recruitment policy in place, which can be executedeffectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A
clear and concise recruitment policy helps ensure a sound recruitment process.
It specifies the objectives of recruitment and provides a framework for implementation of
recruitment programme. It may involve organizational system to be developed forImplementing recruitment programmes and procedures by filling up vacancies with best
qualified people.
Component of the recruitment policy
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The general recruitment policies and terms of the organization
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions The terms and conditions of the employment
A recruitment policy of an organization should be such that:
It should focus on recruiting the best potential people.
To ensure that every applicant and employee is treated equally with dignity and respect.
Unbiased policy.
To aid and encourage employees in realizing their full potential.
Transparent, task oriented and merit based selection.
Weight age during selection given to factors that suit organization needs.
Optimization of manpower at the time of selection process. Defining the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring and employment relationship. Integrates employee needs with the organizational needs.
Factors affecting recruitment policy
Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization. Recruitment costs and financial implications.
Grameenphone (Bengali: ), widely known as GP, is the leading telecommunications
service provider in Bangladesh. With more than 20 million subscribers (as of June 2008),
Grameenphone is the largest cellular operator in the country. It is a joint venture enterprise
between Telenor and Grameen Telecom Corporation, a non-profit sister concern of theinternationally acclaimed microfinance organization and community development bank Grameen
Bank. Telenor, the largest telecommunications company in Norway, owns 62% shares of
grameenphone and Grameen Telecom owns the remaining 38%.
Grameenphone was the first company to introduce GSM technology in Bangladesh). It alsoestablished the first 24-hour Call Center to support its subscribers. With the slogan Stay Close,
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stated goal of Grameenphone is to provide affordable telephony to the entire population of
Bangladesh.
Vacancies and Application Process
Since all jobs are posted and processed through their automated system, they strongly encouragecandidates to apply online through our career website. This online CV form enables them to
compare and select candidates based on the information they provide. Therefore, it is essential
that candidates provide all information regarding their personal, educational, career, training,extra-curricular, and any other skills that they feel would enhance their chances to be a part of
their (GrameenPhone) family.
Type of EmploymentThere are mainly two types of employment in Grameenphone: Regular and Temporary. Regular
employment at entry-level (officer position) does not require experience; but is preferred in
certain cases depending on job scope. Mid to senior level positions require relevant experience.
There are several categories for non-regular employees that are given below.
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Types of Employment
Temporary employment Regular employment
Internship Part-time Contractual
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Internship
This is usually for three months and can be a paid or non-paid depending on the departmentrequirements. Each year we receive hundreds of applications from students. The hiring process is
highly selective and subject to availability. Students who are on their final semester are
encouraged to apply.
Part-time
Part-time work in Grameenphone is on an hourly basis and based on business needs and
requirements. Part-time employment requires a minimum of two years of undergraduate(Bachelors) education. Competition is intense, and qualifications and skill requirements vary
according to role/scope or work.
Contractual
This is usually project based employment with duration of six-month. Based on organizational
need the tenure may get extended. Applicants need at least a Bachelors degree at the time of
applying. The hiring process is very selective; qualifications and skill requirement vary by
role/scope or work. This also includes consultant recruitment.
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Description of JOB REQUAIRMENT
Job Title Customer Manager
Location Dhaka, BD
Department Overview This is a part-time employment in Customer Service.
Job Description
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Provide one-stop customer services over phone to ensure positive customer
experience.
Proactively aware/inform customer regarding available product or services.
Initial sales through contacts gathered from various sources.
Capture customer insights and escalate critical issues / complaints and provide timely
feedback
Achieve and maintain targeted on a regular basis.
Education & Experience Requirements
Undergraduate students, who fall under the following criteria, are encouraged toapply
Credit hours completed between 30 - 81 C.G.P.A.: 2.80 and above
Special Skill Requirements
Interest in customer orientation and service deliveries
Computer literacy with basic application
Flexible to work in shifts and rotation
Ability to work under pressure Ability to attain set targets & a team player
Recruitment Process for Customer Manager
This job is for the students who seek job as a part-time.
Job Title Head of Business Data Solutions
Location Dhaka, BD
Department Overview
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Enable the Bangla people, businesses and organizations to enjoy the benefits of fixed internet by
developing the fixed internet market and securing GP market-share and profitability through
innovative services & applications that meet customer demands. The position is measured on theavailability of business-solutions, customer satisfaction, market-share and profitability.
Job Description
Develop and Manage Business Solutions including VPN, intranet , Leased Capacity
Develop strategies, plans and business-cases
Product & Service Development
Initiation of new projects
Conduct Product & Market parts of development projects
Job Responsibility
Develop and Manage Business Solutions including VPN, intranet , Leased Capacity Develop strategies, plans and business-cases
Product & Service Development
Initiation of new projects
Conduct Product & Market parts of development projects Manage the product-portfolio
Develop right functionality incl QoS&SLA definitions
Establish right pricing
Establish marketing strategies & follow-up
Establish Distribution-channel strategies & follow up
Monitor market, products and value-chains, initiate and follow up improvement
initiatives Lead, follow up and administer employees
Education & Experience Requirements
Business Graduate from a reputed University Proven track record in related within the telecom industry
Experience in project leadership
Knowledge on:
Technical ICT
Business ICT solution requirements
Internet, Broadband and telecommunication know how
Product Development & Management
Marketing and value chains
Business management
Strategic and tactical pricing
Special Skill Requirements
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Excellent communication and interpersonal Skills
Strong negotiation, analytical and problem solving skills
Strong leadership and team building skills
Ability to lead and motivate a big team
Result oriented and positive mindset
Job Title Head of Dhaka South Business Market
Location Dhaka, BD
Job Responsibility
Manage acquisition, retention and win-back activities of key and profitablebusiness customers within the Business Market
Analyze the business market and formulate effective planning and execution to
serve target market through quality sales visits, customer targeting, product
positioning and effective Account Management Achieve Annual Business Targets for the Business Market in terms of selling
quality subscriptions and value-added solutions
Develop the Zone Managers and Account Managers through intensive on-the-
job coaching, mentoring and effective supervision in achieving their respective
business targets on Quality Sales
Provide multi-level support to the Zone Managers and Account Managers in
terms of achieving their respective Business targets
Work closely with key Business Customers within the Business Market in
order to boost up and facilitate expanded usage of mobile phone subscriptionsand value-added features within the respective organizations
Effectively and efficiently coordinate and align with other concerned
stakeholders within the Company in order to ensure smooth and efficient aftersales service delivery for the Business Customers
Ensure efficient and effective implementation of different interactive events
and activities with the important Customers in the Business Market from timeto time
Analyze competitive scenario within the Business Market and provide quality
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feedback and inputs to the Company in effectively counteracting competition
Ensure smooth and effective implementation of Companys businessstrategies from time to time
Education & Experience Requirements
Business Graduate from a reputed University
Proven track record in the realms of Direct / Corporate Sales with at least 5 years ofdirect sales working experience including experience in team leadership role.
Special Skill Requirements
Excellent communication and interpersonal Skills
Strong negotiation, analytical and problem solving skills
Strong leadership and team building skills Ability to lead and motivate a big team
Result oriented and positive mindset
High level of career commitment
High level of initiatives demonstrated
Ability to work extended hours and under pressure
Strong ability to manage internal and external stakeholders
Employee Selection and Recruitment
For the selection process there are some steps which are given bellow:
Inviting CVs: Like any other organization Gremeenphone at first invite CVs for the
selection process. This invitation is mainly given by the HRM department of theorganization. This invitation is done through Newspaper and online. Now a days online
is the most popular way to invite CVs.
Reviewing CVs Screen out unqualified CVs: After the candidates submitted their CVs
the section manager review those CVs and serene out those CVs which are unqualified.
Which means if there are any information which does not fulfill their requirements, theydeclare that CV as unqualified and they just screened it out.
CVs checked by the line manager: Then the selected CVs are checked by the linemanager who filters those CVs for next level of employment.
Interview with the Employee selection manager: After the line manager checked the
CVs, they are proceeding to the employee section manager for an interview or test.
Interview with the line manager: Then finally the line manager checked the CVs for
final interview or test.
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For the Recruitment process there are some steps which are given bellow:
After the selection process is done the HR manager send e-mail to the selected candidates
that they are qualified for the written exam. Written exam is different for eachdepartment.
For the written exam there are some questions which are asked very frequently:
1. How are placement opportunities created in Grameenphone?
2. Where would I find job advertisements or vacancy announcements for
Grameenphone?
3. What are the criteria for being called for an interview?
4. I have joined as a part-time / contractual employee. What are my career options?
5. What do you look for in a candidate in an interview?
After the written exam the manager will thank the candidates for their effort and applying
for the post. He/she will also inform them that they will be notified of the exam.
Here is the hard part. The HR manager has to select employees according to their
intelligence which is the written exam, previous educational background, workingexperiences etc.
After the result is done, each and every applicant will receive an e-mail. If anyone isselected then the mail will be for the next level which is an interview with the managers.
If someone is not selected then he /she will get regret later, in which they said that they
are sorry that he / she did not get the job and thank the candidates to try their best.
In the interview board the candidates are asked mainly logical questions. The
management mainly observes how much smart the candidates are. They also observe how
the candidates handle any situation by what answers they give. After the interview isdone they confirm that the candidates will get the result through mail or they will call
them (candidates).
The candidates who get through the interview board are called for an Assessment Test.
This assessment test takes place in different department of the organization.
After the assessment test is done the candidates have to go through a medical test. This
test is mandatory for each and every employee of the organization. If the test result seems
ok then the candidates will receive their appointment later to join the Grameenphonefamily.
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The Interview Plan
All the preparation having been done (job analysis and criteria definition, application processingetc), applicants can now be invited to meet the "selectors" - representatives of the organization -
who will make the judgments. They discriminate between candidates and deciding on suitability
for the job and whether he/she should be offered a job contract
A programmed and plans are needed if we are to be systematic. Generally we have to invite
candidates to
An interview program generally two interview structures are used - the
one-to-one interview and a panel interview. These are central activitieswhich may be supplemented by ...
site/departmental tours,
lunches
Tests (presentations, discussion groups, ability and psychometric tests andmedicals).
Interviewer Briefing/Preparation
This section largely assumes that the interviewer will follow a sequence based on a biographical
examination of the candidate. The interviewer "should have"
Analyzed the job properly and understand its demands, critical
success factors, skills/competences and constraints. If the job is new, reviewed and agreed on job requirements. conceived of the characteristics of an ideal appointee may present
i.e. construct a model against which candidates can be compared for fit
Scrutinized application forms or curriculum vitae. This is no meantask if there are twenty applicants for a complex job.
Other Differences between GrameenPhone Recruitment Process and General Recruitment
Process of any Organization
Grameenphone follows the rule of General Recruitment Process and there are almost no
differences between the two process.
For internal recruitment grameenphone transfers employees from one branch to another
branch. Promotion process in GP is very slow. But some students who have done theirinternship in GP get a chance to join as a member of GrameenPhone family if they have done
a good job on their internship. Otherwise Grameenphone management does not recruit from
their own family members or friends. It is very rare for grameenphone to hair internal
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employee. On the other hand some other companies recruit their family members and friends
as employees.
References
1. www.grameenphone.bd.com/
2. www.gprecruitment.com/
3. Sajjad Sarwar
Customer Manager, Grameenphone.
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