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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

[email protected].

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


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


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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


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.


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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