A-Report-“Human-Resource-Management-Practices-of-Robi”

A Report

On

“Human Resource Management Practices of Robi”

www.AssignmentPoint.com

University of Information Technology and

Sciences

Submitted to

Ayesha Binte Shafiullah

Lecturer

Department of Business Administration

Prepared by

1. Ali Zaber Choudhury ________________________

2. Md. Shahadat Hossain ________________________

3. Sadi Mohammad Naved _______________________


LETTER OF TRANSMITTAL

Ayesha Binte Shafiullah

Faculty Member

Department of Business Administration

University of Information Technology and Sciences

Baridhara, Dhaka-1213

Subject: Submission of Report.

Madam,

It is my pleasure to submit the report on “Practices of Human Resource Management

System of Robi” as a part of our course. We have enjoyed preparing this report which

enriched our practical knowledge of the theoretical concept. I tried to reflect the practical

operational aspects of the organization which is complementary to the theoretical lessons.

Should you need any further information to evaluate the report, it would be my

Immense pleasure to furnish you the same.

Sincerely yours,

(Ali Zaber Choudhury)

Program: BBA,

Id: 09510081



Date: 19th December, 2011

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 Ali Zaber Choudhury, thankful to my supervisor, Ayesha Binte Shafiullah 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.

Ali Zaber Choudhury

(Behalf of the group)

Program: BBA, Id: 09510081



EXECUTIVE SUMMARY

The report titled “Practices of Human Resource Management System of Robi” is

prepared to fulfill the requirement of BBA program of UITS. I 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 report. 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 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

EXECUTIVE SUMMARY

CHAPTER 1: INTRODUCTION

1.1 Introduction of the Report 01

1.3 Origin of the Report 01

1.4 Background of the Report 01

1.5 Scope of the Report 02

1.6 Limitation of the Report 02

1.7 Methodology 02

CHAPTER 2: ORGANIZATIONAL PROFILE

2.3 Background/Historical Summary 03

2.4 Objectives of ROBI 03

2.5 The Vision Mission & Theme of ROBI 04

2.6 Department and Division of ROBI 05

2.8 The Marketing Area of Axiata (Bangladesh) Limited 06

2.8.1 Marketing Strategies 06

2.8.2 Product Positioning 06

2.8.3 Marketing Mix 06

2.9 The Company in Bangladesh 07

2.9.1 Chain of Command 07

2.9.2 The way Axiata (Bangladesh) Ltd. Defines Business 07

2.9.3 Long Term Vision of the Company 07

2.12 Products and Services 08

2.13 Theoretical discussion 09

ROBI Human Resorce Division 10

2.14 SWOT analysis of HR division 23

CHAPTER 4: CONCLUSION & REFERENCES

4.2 Conclusion 24

4.3 References 25


Introduction

Background of the Report

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.

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. Internship program is a system by which we can

accustom ourselves with a practical situation through the application of theoretical

knowledge into real life; the gap between these two can be bridged up through the

internship procedure.

Rational of Study

To Stakeholders

The report is done to find out whether the how satisfied the Employees are on ROBI.

Findings of this research will not only help “ROBI”; it is also going to help the whole telecom.

To Employers

Findings of this report will be supportive for the employers of the “ROBI”. From this report

they will be able to find out whether their Employee are serving the desired purpose or not.

Based on the findings they will be able to take vital decisions that may bring constructive.

To Employees

Along with the employers the employees will also be benefited from the findings of this

report. From the report they will be able to know about the quality of their service as well as

where they need to improve themselves.

Objectives of the Report


The study has been undertaken with the following objectives:

To fulfill the requirement of the internship program under BBA program.

To analyze Employee Relationship of “ROBI”

To analyze Employee Branding of “ROBI”

To analyze the Recruitment Process of “ROBI”.

To have a better orientation and practical knowledge about the HR practice of the

organization.

To analyze Employee Satisfaction of “ROBI”

To guide “ROBI” with my suggestions for its further improvement.

To get an overall idea about the performance of “ROBI””.

Scope

The Axiata (Bangladesh) Ltd have great potential to become the leading telecommunication

company. Therefore the recruitment and selection policy, human resource policies has to be

very well designed and planned. And therefore the purview of this report would be more

concentrated on the process of recruitment and selection and human resources police.

Limitation of the Report

It is really very difficult to find out every single issue within this limited period of time.

Overally the the limitations those I have faced are:

Time Frame.

Access to more internal information.

It was really difficult for me 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 Report

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”.

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.


With its strengths and competencies developed over the years, Robi aims to provide the

best quality service experience in terms of coverage and connectivity to its customers all

over Bangladesh. Together with its unique ability to develop local insights, Robi creates

distinct services with local flavor to remain close to the hearts of its customers.

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%)

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.


CUSTOMER CUSTOMER

FirstFirst

CUSTOMER CUSTOMER

FirstFirst

EMPLOYEEEMPLOYEE

FirstFirst

Management Profile of “Robi”

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.

ROBI has following divisions and departments:

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 Marketing Area of Axiata (Bangladesh) Limited

Marketing Strategies:

AXB always wants to achieve the desired sales growth and customer base. AXB wants to

encourage the existing customers to use more of their services. They launched a package

called "ROBI EID DOUBLE BONUS" which was one of their successful initiatives for obtaining

potential customers.

Product Positioning

Initially AXB's target was to reach the top, but other mobile operators are also targeting to

the grass roots level and thus increasing their customer base. AXB wants to be the leader

with good quality and designing products for the middle and lower middle class range too.

Marketing Mix:

Product

Continuous improvement of quality

Repositioning of slow moving products to different target markets

Always branding ROBI with all packages with a GSM service

Price

Necessary changes in tariff structure, and changes and terms and conditions.

Penetration pricing in the face of competition

Skimming policy possible

Promotion

Brochures with all necessary info

Press ads


TV commercials

Billboards

Place/ Distribution

Make effective use of distribution

Make product service delivery system more effective and less time consuming

Wider distribution network to make service more accessible.

The Company in Bangladesh

Chain of Command

The organization is headed by its Chief Executive designated as the Managing Director

entrusted with overall responsibilities of business direction of the organization and leading

dynamically towards the attainment of its 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.

Long-Term Vision of the Company:

(ROBI) is its efficient human resource. Moreover, its decisions are based on facts from

market research and coverage survey. Moreover, the above objectives can only be

achieved through the right people. ROBI has put its keen eyes in developing its employees

through proper training, as they believe that the most important asset for Axiata


(Bangladesh) Ltd. (ROBI) is its staff members. So they are ensuring quality services by

quality people. Axiata has the plan to give opportunity to every household in using cellular

service in the country at the competitive price providing unparalleled quality service and

customer care. In achieving this goal, they can't wait for more interconnection facilities

with the fixed network. ROBI is planning to enforce their strong efforts to create their own

independent network. They have already started the Dhaka-Chittagong ROBI backbone.

The future plan is to vigorously expand the network, which was called cell to cell

expansion, covering almost all the regions of Bangladesh within the year 2005.

Products & Services of ROBI

There are various products and services available in ROBI.

There is some Product listed bellow:

Pre-paid

Post-paid

International roaming

Robi Corporate

Current Promotions

International Calling Charges

There are some Services listed bellows:

Music


Entertainment

Downloads

Internet & Data Services

Messaging

Community & Chat

Information & Services

Mobile Assistance

Education & Career

Islamic Info

Lifestyle

M-Ticket

Finance

Balance Transfer Request

Call Management


Theoretical discussion

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.

HR is seen by parishioners in the field as more innovative view of workplace management

that the traditional approach. It’s techniques force the managers of an enterprise to express

their goals with specificity so that they can be understood and undertaken by the workforce

and to provide the resources needed for them to successfully accomplish their assignments.

As such, HRM techniques, when properly practiced, are expressive of the goals and

operating practices of the enterprise overall.

Nowadays, the more traditional synonyms such as personnel management are often used in

a more restricted sense to describe those activities that are necessary in the recruiting of a

workforce, providing it’s members with payroll and benefits, and administrating their work-

life needs. These activities can require regulatory knowledge and effort, and enterprises can

benefit from the recruitment and development of personnel with these specific skills.

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.


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.

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.

Working Hours & Holiday

Sunday 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

ManagementAnnual Leave

Entitlement

General Manager 25 Working Days

DGM & AGM 22 Working Days

Senior Manager 20 Working Days

Manager 18 working Days

Asst. Manager 16 Working Days

Executive 14 Working Days

Non 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.

Maternity Leave

A 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.

Paternity Leave

Male 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.

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).

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 Connection: Mobile 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 Card: After 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 & Benefits: Salary & Benefits: Monthly salary will be transferred to employee individual salary account

on 25th 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.

Allowances: Allowances are paid with monthly take-home salary; namely house rent,

medical, conveyance & utility.

Festival Bonus: TMIB 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 Bonus: TMIB 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 Allowance: This 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 20,000

Sr. Management (DGM &

AGM)

15,000

Manager 8,000

Asst. Manager 6,000

Executive 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 Gratuity: The 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 Policy: TMIB 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 Benefit: All 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 Allowance: Female 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 Policy: All 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 time

DesignationRate

Top 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/


If the work requires a stay of 8 Hours or more but less than 24 hours inclusive of travel time

Designation Rate

Top Management BDT 800/

Sr. Management (AGM, DGM) BDT 700/

Management (Manager) BDT 600/

Asst. Manager BDT 500/


Executive BDT 400/


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 Receipts Lodging

Local

Top 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:

Designation Asia & Rest of the World

Europe/America/Japan/Hong Kong


Meal Allowance

Meal Allowance

Top Management USD 100 USD 150


USD 85 USD 120

Manager USD 70 USD 100

Asst. Manager USD 50 USD 70

Executive USD 50 USD 70

* For all overseas travels, exchange fluctuation loss up to 3% will be considered.

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:

DesignationAsia & Rest of the world

Europe/America/Japan/ Hong Kong

Air Fare Air Fare

Top Management Business Business


Economy Economy

Management Economy Economy

Asst. Manager Economy Economy

Executive Economy Economy

Accommodation Allowance (Overseas)

An employee traveling outside Bangladesh, on company business shall be paid

accommodation allowance as per stated below:


Designation

Asia & Rest of the World

Europe/America/Japan/Hong Kong

Without receipt

Without receipt

Top Management USD 75 USD 100


USD 60 USD 85

Manager USD 45 USD 65

Asst. Manager USD 35 USD 60

Executive USD 35 USD 60

Non- 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 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 Development: Career 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.


Motivation: Motivation: 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.

DisciplineDiscipline

ROBI follows systematic methods (Show cause, personal hearing, suspension, enquiry, and

punishment) while taking disciplinary action against any accused employee as per law of the

land. The following acts/omissions shall be treated as misconduct for which Management

may decide to take disciplinary action against any employee:

a. Willful insubordination or disobedience, whether alone or in combination with others, to

any lawful or reasonable order of a superior/colleagues.

b. Habitual absenteeism (unauthorized absent or desertion of duties)

c. Habitual late attendance.

d. Habitual negligence or neglect of work.

e. Theft, fraud or dishonesty in connection with the organizations business or property.

f. Behavior causing severe damage to customer relations.

g. Habitual breach of any law or rule or regulation applicable to the organization.


h. Resorting to illegal strike or ‘go slow’ or inciting others to resort to illegal strike or ‘go

slow’.

i. Falsifying, tampering with, damaging or causing loss of official records

j. Possession or use of drugs, alcohol or illegal substances and drunkness or gambling while

on duty.

k. Use of bad language

l. Riotous or disorderly behavior in the office premises or any act subversive of discipline.

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 Years

Female

45 Years 58 Years

Note: All types of benefits are changeable according to management decision.

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.

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.

Employee Relations

As a multinational telecom organization Axiata Bangladesh (AXB) Ltd, Robi try to maintain

their employee relations in their own way. The ways they are following is absolutely right

from my view point.

Employee Satisfaction

Axiata Bangladesh (AXB) Ltd, RObi maintain a positive relation with employees. But after

my observation of employee satisfaction I have found that some of the employees are still

not satisfied with the current situation of the organization. They want additional benefits and

more allowances for various factors like children education, Medical allowance, Marriage

allowances.


Recommendations

I want to recommend the followings facts from my 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.


Bibliography

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/Aktel, etc.

Dessler, Gary, Human Resource Management, Prentice–Hall, Inc., New Jersey,

2005.

Fisher, D. Cynthia, et al., Human Resource Management, Houghton Mifflin co.,

USA, 2004.

Lippert, K. Susan and Swiercz, Paul Michael, “Human resource information

systems (HRIS) and technology trust,” Journal of Information Science, Vol. 32,

2006, pp. 434-448


http://www.fao.org/sd/.../highlight_37167en.html

http://www.genecards.org/cgi-bin/carddisp.pl

http://www.btrc.org/

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http://www.btrc.gov.bd/

http://www.aktel.com/

http://www.linkedin.com/.../axiata-bangladesh-ltd

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A-Report-“Human-Resource-Management-Practices-of-Robi”

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