Hrm Structure of Robi Axiata Ltd
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[pic 1][pic 2]Table of Contents1 Introduction 1.1 BACKGROUND OF THE COMPANY 1.2 History of the company 1.3 1.4 2 Analysis of HRM Practises 2.1 RECUITMENT PROCESS 2.1.1 2.1.1 Recruiting process of Robi Axiata LTD 2.2 2.2 SELECTION PROCESS 2.2.1 2.1.2 Selection process at Robi Axiata LTD 2.3 2.2 TRAINING AND DEVELOPMENT 2.3.1 2.2.1 Training and development at Robi Axiata LTD 3 3.0 Recommendations 4 Implementation and control measures 5 Works Cited Introduction 1.1 BACKGROUND OF THE COMPANYRobi Axiata LTD Axiata ltd was inaugurated 19 years ago; in 1997 in Bangladesh. It is a joint venture company between Axiata Group Berhad of Malaysia (70%) and NTT DoCoMo Inc. of Japan (30%). (Anon., n.d.). Robi Axiata LTD was the first telecom company in Bangladesh to introduce GPRS .Since Robi Axiata LTD is a subsidary company by axiata group,it gains its expertise from the parent company. Robi Axiata LTD is considered a pioneer in the telecommunicattion sector of Bnagladesh. Robi Axiata LTD provides international roaming services along with 2G voice, CAMEL phase 2 and EDGE/gprs. Robi Axiata LTD also has value added services,good customer care service and flexible tariff rates. (Anon., n.d.)History of the companyWhen Robi Axiata LTD was launched in 1997 it had started out as the brand name “Aktel” which was later changed to Robi Axiata LTD on 28th March 2010.Aktel’s founding chairman was late Zahiruddin Khan, an ex-commerce minister. Even from the beginning Grameenphone, was considered as an industry leader in terms of revenue and subscribers.Aktel’s strategy had been in increasing its fund by increasing network. Despite the efforts it still remained behind GrameenPhone.Aktel then had a revolutionary change under the leadership of Chief Operating Officer, Mr Vijay Watson. He had started to market Aktel all over the media, outdoor and various other marketing strategies. Prior to 2008 Aktel was owned by Telekom Malaysia and A.K.Khan, who sold his 30% share to NTT DoCoMo for $350M USD. (Anon., n.d.)
Vision &Core ValuesVision of Robi Axiata LTD is “To be a leader as a Telecommunication Service Provider in Bangladesh”. Robi Axiata LTD’s purpose is to give their customers empowerment and make their lives better. Robi Axiata LTD’s principle staements enlightens about how the company will value their customers,suppliers and community. Robi Axiata LTD’s employess try to hold these principles which are to be open in communication,respectful towards others,being ethical and transparent,being passionate and creative in all aspects of work.Logo & LanguageThis [[pic 3]] is the logo of the Company,which must be presented in Bengali and requires special permission to be visualized in English.Another representation of the company is in the figure below [pic 4]The logo is represented in Alpona motif.It is designed in such a way to spread the feeling of warmth.Analysis of HRM Practises RECUITMENT PROCESS Recruitment is a process of discovering and hiring a potential candidate for employment who has the necessary qualifications. This process has to be time oriented and be done in a cost effective way. Human resource department develops a company’s strategy and also handles the activities and grievances of employees. Few steps need to be considered while recruiting .First recognizing the need a job position is vacant (Anon., n.d.). A job description needs to be prepared where all details shall be recorded such as position, titile,salary , what qualifications are required,etc. (Anon., n.d.)This will make it easier for the interview to be conducted. A advertisement needs to be places which has various ways but online websites, company websites, newspapers are the most popular ones.It is important to note that while advertising no discriminatory language be used for recruitment and is placed in such a way that it supports equal employment opportunity and is non-discriminatory. After the advertisement is palced,the company will be receiving CVs and resumes.Therefore the HR department must short list the potential candidates before conducting an interview.During the interview,the interviewer must ask questions related to the position applied for.A standard set of questions for all candidates is encouraged.After choosing a right candidate and selecting and contacting them a formal document must be signed by both parties. (Anon., n.d.)2.1.1 Recruiting process of Robi Axiata LTD Firstly the most important step for recruitment is collection of CV’s from candidates. There are two sources of recruitment. When it comes to internal sources, Robi Axiata LTD Axiata Ltd. Advertises about the vacant position to all the employees through email and internal notices. Robi Axiata LTD encourages internal recruitment but does not show partiality/favouritism of internal to external. They want equal opportunity for all. If any internal candidate is selected, they must go through all the formalities and steps which the external candidates also go through.Robi Axiata LTD’s Human resource department efficiently controls the external recruitment process. They prefer in-house recruitment i.e. they do not prefer outside agencies. (Anon., n.d.)Their process is centralized. Robi Axiata LTD uses a lot of external methods.Firstly; Robi Axiata LTD has a CV drop box. Anyone can drop their CV’s in it. It is open for anyone and everyone and they receive up to 500 CVs in a week. Robi Axiata LTD also has a career website where they ‘young talents’ may fill out the application form. If the job requirement is matched with the applicant’s CV they will be selected as candidate. Robi Axiata LTD Axiata Ltd. Also advertises in online newspapers such as “Prothom-alojobs.com” and “BDjobs.com”.They even have a contract with the afore mentioned website for one year where they can post unlimited ads and also have a banner on the website. Selecting interns through universities is quite popular. Universities help send students’ CVs to Robi Axiata LTD for internship. (Anon., n.d.)