Negative Human Resource Practice: Telecommunication in Bangladesh

Letter of Transmittal March 25, 2012 Tarana Aziza caravanserai Lecturer (BBA Department) n otherwisen University Bangladesh Subject Sub scation of a report contradict HR Practice in tele conversationmunication Sectors of Bangladesh. Dear Madame, Here is an date on Negative HR Practice in Telecommunication Sectors of Bangladesh. This designation was assigned to us for the purpose of finding the negative dresss in gentlemans gentleman imagination of telecommunication areas. This report concentrates on the telecommunication sector in Bangladeshs Perspectives.We time-tested to gather a collection of information to assoil our report specific. Through, the procedure of prepa solelyt the report we developed a clear ar grazement of total scenario of the negative practices in HR, of telecommunication sectors in Bangladesh. We tried our dispense dress hat to suck in this report as reflective as possible. We deem to provide t emerge ensemble information or classification i f necessary. This assignment was a bang-up learning experience in present organizational environment. distributively aspect is considered and studied as required and as per direction of our die with child(p) instructor.We would like to thank for assigning us such a debt instrument and sustaining us on different aspects of the assignment. Yours Sincerely, Ariful AlamBBA26090370004Section 8A Kamrul HasanBBA26090370025Section 8A Ariful MalekBBA26090370023Section 8A Anisha FahrinBBA26090370009Section 8A Shipra BhattacharjeeBBA26090370008Section 8A T fitted of contents Sl. No. Contents Page no. 1. Acknowledgement 04 2. Abstract 05 3. Introduction 06 4. active Grameen retrieve 07 5. near Banglalink 08 6. Graphical and statistical abridgment ( interrogatory by question) 09-28 7. Review of the HR situation and recommendation 29-30 8. Comments 31 9. Conclusion 32 10. Appendix 33 Acknowledgement The submission of this report of Negative HR Practice in Telecommunicati on Sector of Bangladesh is a keen opportunity for us. The success of this assignment depends on the contributions of number of mass especi all in ally who demand sh atomic number 18d their cargonful focusing, contribution, suggestions and experience to improve this report.This assignment has created a great grow a go at it of gratify in us. We must thank a few people who help and encouraged us to grow our inte heartsease. First of all we would like to thank our honorable course instructor Tarana Aziza Khan for her proper guidance and c be. Without her guidance and suggestions we couldnt hurt completed this assignment properly. She has instructed us how to prep ar a report correctly. Also thanks to Grameen bid and Banglalink Telecom for cosmos patient abundant to co-operate with us and completing out the surveys successfully.We obviously would like to give a special thanks to the Al indexy for giving us such perseverance and power for completing this assignment smoothly. Lastly we butt say that, we father enjoyed in preparing this assignment and presented it for kind judgment. Abstract Purpose of this assignment is to analysis the HR situation in telecommunication companies of Bangladesh, from the Survey d ace with Grameenphone Ltd. , and Banglalink Telecom Ltd. We made human resource questionnaires and got Grameenphone and Banglalink employees to fill them up, and analyzed the statistic with graphs and textually.Because its unachievable for us to survey all 3500 employees (summing up total employees of Banglalink and Grameenphone), we surveyed 33 employees from twain the companies combined. Introduction Our project paper is all astir(predicate) Negative forgiving Resource Practice in Telecommunication Sectors of Bangladesh. For a long period, Grameenphone and Banglalink atomic number 18 ruling the Bangladeshi telecommunication market. Because, on that point was a great deal of opportunity is gradually increasing. For all the competitions u pcoming at that place is a great negative impact on this sector.Thus, at that place argon a cluster of challenges and opportunities today for managers to use HR management. In our project paper we assimilate analyzed the survey reports and statistics, and reviewed them proportionally with the negative HR practices. All the data are collected from the companies, meeting the employees nerve to face or all over personal linkage and the primordial data are collected from the interviewed survey. Our warning size is 33 individuals (both male, female entry/mid level prole and managers). We designed our questioner in a contemporary way.Al just about 90% primary data has collected from the face to face interview with the respondent. Only a 10% data has been collected through the internet. Before Grameenphones inception, the phone was for a selected urbanized few. The cell phone was a luxury a flouting accessory for the select elite. The mass could non contemplate prompt telep hone set as being part of their lives. Grameenphone started its journey with the Village Phone platform a pioneering initiative to empower rural women of Bangladesh. The name Grameenphone translates to Rural phone.Starting its operations on March 26, 1997, the Independence Day of Bangladesh, Grameenphone has come a long way. Grameenphone pioneered the then breakthrough initiative of rambling to unstable phone and became the first and hardly operator to cover 98% of the countrys people with network Since its inception Grameenphone has built the largest cellular network in the country with over 13,000 base stations in more than than 7000 locations. Presently, tight 99 pct of the countrys population is within the coverage area of the Grameenphone network.Grameenphone has incessantly been a pioneer in introducing new products and operate in the light upical anesthetic market. GP was the first company to introduce GSM technology in Bangladesh when it launched its wait ons in March 1997. Grameenphone was similarly the first operator to introduce the pre-paid service in September 1999. It established the first 24-hour Call Center, introduced value-added serve such as VMS, SMS, fax and data transmission services, international roaming service, WAP, SMS-establish push-pull services, EDGE, personal ring back tone and many other products and services.The entire Grameenphone network is also EDGE/GPRS enabled, al get-going access to proud-speed Internet and data services from anyplace within the coverage area. thither are currently nearly 2. 6 million EDGE/GPRS users in the Grameenphone network. Today, Grameenphone is the leading telecommunications service provider in Bangladesh with more than 36 million subscribers as of December 2011. Orascom Telecom Bangladesh hold in (Banglalink) is fully owned by Orascom Telecom Holding S. A.E, Egypt, (OTH) the ultimate name company of the group is Vimpelcom, the 6th largest mobile phone operator in the world. Bangla link was acquired by OTH in 2004, and after a complete overhaul and the deployment of a new GSM Network, its telecommunication services were re-launched under the brand name Banglalink. When Banglalink began operations in Bangladesh in February 2005, its impact was felt immediately overnight mobile telephony became an affordable filling for customers across a wide range of market segments.Banglalinks success was based on a unprejudiced mission bringing mobile telephony to the masses which was the cornerstone of its strategy. Banglalink changed the mobile phone status from luxury to a necessity and brought mobile telephone to the general people of Bangladesh and made a place in their hearts. The mobile phone has become the symbol for the affirmative change in Bangladesh. This collateral change that is quite correctly attributed to Banglalink has become the corporate positioning of Banglalink and is translated in their slogan making a variation or din bodol. hold up a differenc e not only in the telecom industry, but also through its products and services, to the lives of its customers. This corporate stance of making a difference has been reflected in boththing Banglalink does. Banglalink attained 1 million subscribers by December 2005 and 3 million subscribers in October 2006. In less than two years which is by December 2007, Banglalink overtook Aktel to become the second largest operator in Bangladesh with more than 7. 1 million customers. Banglalink currently has 20. 05million subscribers as of April 2011, representing a market share of 27. 3%. Growth over the last years restrain been fuelled with innovative products and services object glassing different market segments, aggressive improvement of network quality and give customer care, creating an extensive distribution network across the country, and establishing a bullnecked brand that emotionally connected customers with Banglalink. Graphical Analysis Options Tally librate Stressed common ch ordI trey 8 Relaxed iiiI IIII III 13 Okay IIII IIII II 12 analytic epitome In the question of how the employees are opinioning, you usher out see most of them selected either they are slackened or okay. 0% + 36% = 76% having the positive respond, we asshole infer that the work in telecommunication sector isnt that much stressful, while about 24% of the employees are stressed on a daily basis. Options Tally numerate fix IIII IIII 10 ain IIII IIII 9 Others IIII IIII IIII 14 analytical scheme In the question of how the employees stress level rises, you can see them selecting e precise option almost equally. However, the stress level rising from their professional life is only 30% from the sample of employees surveyed.Which leads the other 43% + 27% = 70% having the positive respond about their work, we can again infer that the work in telecommunication sector isnt stressful to the legal age. Options Tally find out in that location is IIII IIII IIII IIII IIII IIII III 33 in that location isnt 0 Somewhat 0 Analytical lineation In the question of if at that place is enough employees for every work in their respective organizations, we can see that there is perfect victory in telecommunication sector for the recruitment count, having recruited enough employee for all the works they would necessity to be done.A hundred share of the people that we surveyed have verbalize they are being totally supported by their organizations by distributing their works properly among employees. Options Tally appear Excellent IIII IIII II 12 Average IIII IIII IIII I 16 Flawed III 3 There isnt any II 2 Analytical epitome In the respondents feedbacks, majority (49%) of them having selected the communication among all the employees are average and the 36% of them has rated the communication as excellent, while rest of the minority have rated the communication remains of the organization in a negative way.Thus, we can infer from the majority having rated the com munication system positively, its spot on. The minority probably have lack of interpersonal communication skills, do them not to be able to interact or fit in with others. Options Tally Count Yes IIII IIII IIII IIII IIII III 28 No IIII 5 Analytical digest In the question of how the organizations are supporting the employees with the technological support, we can see that there is prevalent victory in telecommunication sector for the tech support, being based on full on digital works.About 85 pct of the people that we surveyed have say they are being totally supported technologically by their organizations. The other 15% are likely to be chiefly frustrated, and blaming it on the organization. Options Tally Count Really high IIII IIII I 11 Fair IIII IIII IIII 14 No pressure IIII III 8 Analytical Synopsis In the question of how the organizations are pressuring them to reach their monthly target or goal, majority of them have responded with the answer Fair, which means they are sat isfied with the amount of pressure given by their respective organization.However, having a remnant win over the second highest selection Really high rate of pressure could either be unspoilt or a bad thing. It energy be good because the organizations are working to make their employee more, generating more productivity out of them. On the opposite end, another close call for No pressure at all is also a win-lose situation. Win, because the employees will be relaxed, and less fatigued, but at the same time, the hard working employees will get de-motivated as their bring out works arent being appraised as good as they deserve.Options Tally Count Yes IIII 5 No IIII IIII IIII I 16 incertain IIII IIII II 12 Analytical Synopsis This question basically determines how much the employees know about libertys way of conceive ofing about the human resource policy. About 36 per centum of the employees are not confident about confidences mindset about human resource, whereas the rest 64 per centum have confidently answered the question with direct yes and no, having the majority in yes, well take it that authority is quite confident about their HR policy being flawless.Options Tally Count Fair IIII IIII III 13 Average IIII IIII IIII II 17 Flawed III 3 Analytical Synopsis The majority of the employees (52 percent) have responded to it saying that they think the HR polity is average, and another 39 percent have responded saying it is fair, both on positive account. So theyre most likely knowing with the policy the way it is. The rest of the employees think the HR policy is flawed, but for their minority, its not a unfit deal. Options Tally Count No, there isnt IIII IIII II 12 There is IIII I 6Unsure IIII IIII IIII 15 Analytical Synopsis As about 46 percent of the surveyed employees have said there was no biasness in the selection process, 18 percent has confidently said that is biasness in the selection process, and rest 36 percent are fainthearted of it. There s a run across for biasness if theres more people in the critical zone (who think theres biasness and people who are unsure), than people that are saying there isnt any biasness. Options Tally Count There is IIII IIII IIII III 18 There isnt IIII 5 Somewhat IIII IIII 10Analytical Synopsis bulk of the surveyed people have let it be known that theres equity among employees, as far as necessary at least. Although, 15 percent of the employees would beg to differ saying there isnt any equity among employees. Considering minority level on the negative respondents, its potential that the minority could be wrong in any(prenominal) extent. Options Tally Count Excellent IIII IIII IIII 14 Average IIII IIII III 13 Flawed I 1 There isnt any IIII 5 Analytical Synopsis Training is an important process for development of an employee.So we decided to ask them their touch about the effectiveness of the upbringing process that they had gone through. Majority have responded positively saying the tra ining is Excellent (43%), or Average (39%), and about 15 percent havent gone through training yet, and the rest about 3 percent, they think that the training system might be flawed. Options Tally Count Majorly IIII IIII IIII 15 Somewhat IIII IIII 9 nonmaterial IIII IIII 9 Analytical Synopsis This question basically determines how many employees are satisfied with their writ of execution appraisal method.About half the employees of the organizations are well-chosen with their performance appraisal method, and the other half feels the need of better improvising. Options Tally Count Fair IIII IIII IIII IIII 20 Biased IIII II 7 Flawed III 3 Unsure III 3 Analytical Synopsis only if as the selection method question, in this question we have tried to get their opinion about how good their promotion strategy is. 61 percent of them have answered positively, 9 percent were unsure, another 9 percent think the method is flawed and needs change, and about 21 percent thinks theres definitely round biasness corrupting the process.So we can infer, there might actually be some biasness in the promotion strategy, which whitethorn not be too widespread though. Options Tally Count everyplace the top IIII II 7 Pretty much IIII IIII IIII 14 apathetic IIII III 8 Its not IIII 4 Analytical Synopsis This question determines the employees satisfaction level with their compensation, realises and their switching tendency. According to the statistics data and results we can infer that around 43 percent of people are happy with their compensations and benefits and another 21 percent are more than happy with their compensations as they hink theyre getting ploughed better than any company would treat them. Out of the rest, theres another 24 percent who feel the need to be treated better and are kind of in a confused state, where the last 12 percent wouldnt miss a chance to switch to some other organization because they are really unhappy with their compensations. Options Tally Count No IIII III 8 Reasonable IIII IIII I 11 Extreme IIII I 6 Unsure IIII III 8 Analytical Synopsis The majority (34%) of respondents have said the discrimination tendency among same level employees is in a intelligent extent, while 24% have said there was no favoritism tendency.Also, another 24% is unsure about the idea of favoritism in their respective organizations, whereas 18 percent of surveyed people have said there to be an extreme level of favoritism tendency, which could just be some hoax. Options Tally Count Great IIII IIII I 11 Average IIII IIII III 13 Indifferent III 3 Not much IIII I 6 Analytical Synopsis Most of the surveyed respondents (33+40=73%) have replied in positive way saying theres great / average opportunity to learn or grow in their organizations, whereas the other 27 percent would like to disagree saying there may not be as much opportunity out there for them.It could be that those employees are just bored at work because of having to do the same kind of wo rk over and over again. Options Tally Count Over the top IIII 5 Pretty much IIII IIII IIII IIII II 22 Indifferent IIII 5 It doesnt I 1 Analytical Synopsis Majority (67+15=82%) having responded in a positive way, arranges this scenario that the excogitate is completely secured up to their expectation, even 15% among them thinks that its even better than their expectation. Another 15 percent of people think that their prank certificate could be better, and are not really much impressed with their job security.Rest 3 percent responded plain negatively. Options Tally Count Over the top IIII IIII IIII I 16 Pretty much IIII IIII IIII 15 Its not II 2 Analytical Synopsis From the statistic, we can tell the HR Departments of Telecommunication sector doesnt hold back employees from having the chance to relax and let the stress wear off as, 49+45 = 94 percent of statistical population have responded positively, while 6 percent of the employees are probably for some reason left out, maybe f or some biasness or whatsoever. Options Tally Count Always IIII IIII IIII II 17 sometimes IIII IIII 10Rarely IIII I 6 Not at all 0 Analytical Synopsis Since theres 0 percent rate of not at all being reached out to when necessary, there is definitely a make out of support from the authority to their subordinates there, and theres only 18% of employees have said the authority hears them out, it could possibly be for the reason of too much stuff on going for them, having to contrive and implement bigger things. Majority being 52 percent, always having good communication with the authority and 30 percent only reaches them when they have issues in their hands. Options Tally Count slew that added extra comments IIII IIII I 11 People that didnt add extra comments IIII IIII IIII IIII II 22 Analytical Synopsis As one third of the statistical population made comments, generally positive and a few about problems and suggestions, we might infer that the one third of the population are intel lectual, and the majority two third of the statistical population not saying anything to the comment, could either mean that theyre most the time dedicated to their work, or the organizations HR Policy isnt giving them enough freedom to speak out, for which reason they are too timid to speak out.Review of the report and recommendations From the above graphical and statistical analysis, we can get a rough picture of the human resource practices in those telecommunication related organizations. The dimensional analysis puts up the next picture up in my mind. Employees are more relaxed than stressed every day, and the source of the stress is hardly work life, which is a success for HR department. Even with that, HR department may take a lot of stress reducing procedures to help ease the stress level and follow the employees keen on their work.The organizations also have good recruitment system, aggregation enough skilled recruits to cover all the work as per organizational needs. Th ere might be a little biasness in the selection process and promotion strategy, but it isnt as bad as in other sectors, as its not affecting other employees mindset, also because even the worst recruit is skilled there. Theres also enough technical support because the organization wants their employees not to face any kind of frustration not being supported by any way.Authority is very confident about the HR policy being decent, while most of the employees are even aware of it. Theres good employee-to-employee, employee-to-authority, authority-to-employee communication, and most of them have strong interpersonal relationship, and even the acquaintances are friendly there, having affect on the motivation level, uprising it by a sky high level. Theres pretty much a good level on equity among the employees, there could be exception in some cases but still the rate would be very low.The organization sometimes might push the employee too much to touch their monthly targets, but most the time the pressure level is healthy for saying. The training process is quite good and effective but a few employees arent taken on any training program, whereas the employees are somewhat happy with their performance appraisal method. The compensation received is pretty much more than good for the employees, even with this highly priced lifestyle in Dhaka.Favoritism tendency is also in reasonable extent, which is not a big problem as all of them are getting the same chance to learn and grow from working in the organization. The employees are very happy with their job security also. Human Resource Department might be too tight on them sometimes when theyre speaking out, for that they attention to speak out about the organization most the times. I think the HR department and the organization could use some improvement to make the employee satisfaction level even higher to make the most out of them. Recruits shouldnt be selected at all in bias conditions. * forwarding strategy need s improvising. * Hear out the employees more often. * Arrange more training for employees to make sure nones left out. * append the compensation of underrated employees. * Less pressure on employees, as pressure might cause stress, which isnt good. * Appraise performance in more ways. * imply more steps to reduce stress. * Let not the employees fear you, causing them to sit shut still. * Allow employees to speak out. I would rate the telecommunication sector as followingsHR Policy Recruitment Policy selection Process Communication Chance to grow and learn Compensation and benefit Job Security Freedom Support Overall Comment From the data, we can say that most of the employees are pretty much satisfied with their HR policies and they are happy to work with the organization in both Grameenphone and Banglalink. Yes, they would need some improvement, but who doesnt? Theres always way for improvement no matter how good you are.In other words, the telecommunication s ector has one of the best human resource management system comparative to other sectors of Bangladesh. Conclusion In the end, we can say that negative practice in HR in telecommunication is in very low rate, keeping their employees satisfied with adequate compensation and facilities that they expect. If this situation keeps up, we expect the best for the telecommunication business in the future. Appendix * Grameenphone Ltd. * Banglalink Telecom Ltd. * The Internet * Personal References