Develop Recruitment and Selection Process of Grameenphone Under Staffing
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Transcript of Develop Recruitment and Selection Process of Grameenphone Under Staffing
Welcome to our presentation
Group members
1. Bright Costa 09-14293-2
2. Saha Amit 09-14286-2
3. Azad marzan bin 09-13826-2
4. Karim farhana 09-14208-2
5. Awal Saniul 09-13843-2
6. Rahman md. Atikur 09-14231-2
7. Haque s.m Imdadul 09-14120-2
Topic:
Developed recruiting and selection process of Grameenphone.
Introduction
GrameenPhone is a GSM-based cellular operator in Bangladesh.GrameenPhone started operations on March 26, 1997. It is partly owned by Telenor (62%) and Grameen Telecom (38%).GrameenPhone is the largest mobile phone company in Bangladesh with 20.84 million customers as of August, 2008.
Logos of grameenphone:
Old logo:
On the November 16, 2006 GP formally changed this logo
Logos of grameenphone:
Vertical logo:
Horizontal logo:
Key people
Oddvar hesjedal Iqbal Quader (CEO of GP) (Founder of GP)
Company Vision
We are here to HELPWe exist to help our customer get the full
benefit of communication services in their daily life. We want to make it easy for customer to get what they want, when they want it.
Company mission
The vision will be achieved by connecting Bangladesh with ease and care being user-friendly providing value for money providing simple and timely connections having a right understandable process
Purpose of staffing
To establish and maintain sound personnel relation at all levels of the organization.
To make effective use of personnel to attain the objectives of the organization.
Provide Appropriate and acceptable number of workers in each category to perform their work properly.
WHY STAFFING IS IMPORTANT
The activities performed in the staffing process are important to enterprises of all types and sizes because of the relationship these tasks have to the organization’s goals, direct staffing costs, indirect staffing costs, organizational impacts, and legal issues of staffing.
Basic activities regarding staffing
1) Recruiting
The term recruitment is often used to signify employment. Recruitment is only one of the steps in the employment of people. It is the process of attracting good applicants for jobs. It is one of the important functions of management.
Continue…..
2) Selection
Selection means going through the qualifications and experience of the candidate to decide whether he /she fulfils the requirements of the job. Thus selection is the process of matching the candidate, his qualification, experience and skill with the expectations of the job
Process of Recruitment
(1) Job design The first step is to clearly identify and outline the nature of the job
to be performed.
(2) Job descriptionThe second step is to prepare a description of what a job really is
and to enumerate the duties and responsibilities associated with it.
(3) Identifying the source of recruitmentThe third step is to decide from Where suitable candidates will be
available for the job.
SOURCES OF RECRUITMENT
(1) internal Internal sources of recruitment come from people
already employed by the company. A company with good planning will have trained up suitable people to take on any vacancy.
(2) external External Sources are those sources of recruitment that
are found outside the employment.
Advantages & Disadvantages of Internal & External Recruiting
Grameenphone Advertising tools
Newspapers Television Radio Magazines Newsletters Internet
Selection (Selection Procedure)
Continue…
1. Initial Screening Involves screening of inquiries and screening interviews. 2. Completed application formGives a job-performance-related synopsis of what applicants have
been doing, their skills and accomplishments.
3. Employment testOrganizations historically relied to a considerable extent on
intelligence, aptitude, ability, and interest to provide major input to their selection process.
Continue…
4. Comprehensive Interview
Interviews involve a face-to-face meeting with the candidate to probe areas not addressed by the application form or tests.
5. Background investigation
Verify information from the application form
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6. Conditional job offer Offers of employment made contingent upon
successful completion of background check, physical/medical exam, drug test, etc.
7. Medical ExaminationShould be used only to determine if the
individual can comply with the essential functions of the job.
Continue…
8. Permanent job offer
Actual hiring decision generally made by the department manager.
Findings
Other advertising tools used by grameenphone
Television Radio Magazines Newsletters Internet
Recommendation
• Grameenphone should provide application form for those who wants to work in nontechnical areas.
• Recruitement advertising tools should be increase through all advertising areas.
• Selection process is quite good,exept only is that their online application form
• Remove frequent changes in process • Establish strong coordination among segments
Conclusion
Grameenphone is one of the most biggest telecom brands in our country and it has a good recruitment and selection procedures.And it can be measured by their successfulness in their management teams.As we know staffing is not only to fill up the gap,it is to fill up the gap with exact or suitable person.