4. COMPENSATION
• Compensation is the remuneration received by an employee in return for
his/her contribution to the organization.
• It is an organized practice that involves balancing the work-employee
relation by providing financial and non-financial benefits to employees.
MAJOR COMPONENTS OF COMPENSATION
•Basic Wage and salary plans.
•Incentives
•Employee benefits.
•Performance-based pay
5. ROBI AT A GLANCE
• 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)
• Its journey started in 1997 under the brand name AKTELL & later, on 28th
March, 2010 the company started its new journey with the brand name
Robi.
• Axiata (Bangladesh) Limited is a dynamic and leading countrywide GSM
communication solution provider.
• It has the widest International Roaming coverage in Bangladesh
connecting 553 operators across 207 countries.
6. Compensation plan of ROBI
• SALARY & BENEFIT
Monthly salary is transferred to employees bank account on 25th of each
month Employee receives a monthly pay statement which shows the
deductions as; income tax and provident fund
• BONUS
• Robi AXIATA 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.
• They are also offering other variable bonuses like; performance bonus
(related with individual performance) & company performance bonus
(special bonus for company performance/success) to the employees.
7. • PROVIDENT FUND
• 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.
• OTHER BENEFITS
• Mobile Handset and Connection
• ID Card & Business Card
• Wedding Loan
• Children Education Allowance
• Career Development
8. • LEAVE
Each permanent employee is entitled to the following leaves
• ANNUAL LEAVE
• MEDICAL LEAVE: Employee medical leave entitlement is 14 days for all
level of executives
• 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 in person. Such leave can be granted by the authority
up to maximum 15 working days.
• 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
Management Annual 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
9. • OTHER LEAVES
• Maternity Leave: Maternity leave shall be granted after twenty eight (28)
weeks of pregnancy and application for maternity leave shall be made not
less than two (2) months prior to date on which it is desired that the
maternity leave shall commence
• Paternity Leave: Male employees are entitled for 3 working days paternity
leave
• Compassionate Leave
• Hajj Leave
• Leave without pay
• Group Life Insurance Policy
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.
10. • ALLOWANCES
Allowances are paid with monthly take-home salary; namely house rent,
medical, conveyance & utility.
• Subsistence Allowance/ Meal Allowance (Local)
If the work requires a stay of 24 Hours or more inclusive of travel time
Designation Rate
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/
Non-Executive (1 & 2) BDT 300/
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/
Non-Executive (3 & 4) BDT 250/
11. • 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:
Designation Hotel Rental With Receipts
Hotel Rental Without
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/
12. • Daily Allowance for Overseas Travel
An employee traveling outside Bangladesh, on company business shall be paid
Daily meal allowance as per stated below
Designation
Asia & Rest of the World Europe/America/Japan/Ho
ng Kong
Meal Allowance Meal Allowance
Top Management USD 100 USD 150
Sr. Management (DGM
& AGM)
USD 85 USD 120
Manager USD 70 USD 100
Asst. Manager USD 50 USD 70
Executive USD 50 USD 70
13. • 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/H
ong Kong
Without receipt Without receipt
Top Management USD 75 USD 100
Sr. Management (DGM
& AGM)
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
14. • NON FINANCIAL BENEFITS OF ROBI
FLEXIBLE
WORKING
HOUR
GOOD
WORKING
ENVIRONMENT
TRAINING
GOOD
EQUIPMENT
15. FINDINGS
• Our findings in Robi industry is that, they are practicing very sophisticated
and well accepted for each and every employee.
• Employee benefit programs are designed in such a way that ensures the
employee and employee’s family wellbeing.
• Compensation consist of two types one is financial and the other one is
non-financial. Robi is very much concern about the both types of
compensation planning for the employee.
• HR policies are well accepted among the employees.
• That compensation management system has a great impact on employee's
efficiency and performance in ROBI
16. RECOMMENDATIONS
• The management authority of ROBI needs to look some major issues like
compensation policies, allowances and transfer policies
• Robi needs more man power for handling it’s huge volume of employee.
• Robi could work more on making the salary and benefits they provide to
make them more attracting as employees find this factor very important to
boost their satisfaction level.
• The company can also provide recognition to their employees through a lot
of activities at minimum cost.
• Robi Axiata limited can provide training on the facilities they provide, such
as benefits,. allowances etc so that employees have more idea on utilizing
the facilities they are receiving in a proper manner.
