Hrm practices in banglalink staffing and workforce planning

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Hrm practices in banglalink staffing and workforce planning

  1. 1. HRM Practices in Banglalink: Staffing and Workforce Planning
  2. 2. HRM Practices in Banglalink: Staffing and Workforce Planning Submitted ToMr. Neaz Ahmed Professor IBA University Of Dhaka Submitted ByQazi Arka Rahman (Roll-44) Sadman Prodhan (Roll-47) Riyad Hassan Gourab (Roll- 57) Batch- 48D Date of Submission:- 19th May 2013 Institute of Business Administration University of Dhaka
  3. 3. Letter of Transmittal 19th May 2013 Mr. Neaz Ahmed Professor IBA University of Dhaka Sir, Here is the report on “HRM practices in Banglalink: Staffing and Workforce Planning” that you asked us to prepare. We tried to follow the guidelines that you provided us throughout the semester, in preparing the report. Working with such an interesting report given us the opportunity to achieve knowledge and experience about the HRM functions and practices of a leading telecom company operating in Bangladesh. This task was quite challenging and we thoroughly enjoyed working on preparing this report. In preparing this report we had to take some appointments and interviews of personnel working in Banglalink. We would like to thank MR. and Mr. for their helpful approach towards us. We also would like to extend our gratitude towards Mr. without whom the report wouldn’t had completed. We would be extremely delighted and honored if you accept the report and recognize the hard work and devotion we put on preparing this report. We truly appreciate this assignment, and should you need any assistance, please call on us. Sincerely, Qazi Arka Rahaman (44) Sadman Prodhan (47) Riyad Hassan Gourab (57) Batch- 48D
  4. 4. Introduction Origin of the Study: The report on HRM practices in Banglalink: Staffing and Workforce Planning is to be conducted for Mr. Neaz Ahmed, Course Instructor, Managing people at work, Institute of Business Administration, Dhaka University. Mr. Ahmed orally authorized us to conduct the study of HRM functions in an existing corporate company to develop our understanding of Human Resource Management as for the partial fulfillment of MBA program. During the study we communicated with Mr. and Mr. . We would like to express our warm gratitude to them because without them this report would not have been possible. Their help is highly appreciated and we would be delighted if we could assist them in their work. Objectives: Broad Objective: Understanding the features of HRM in real business situation, going beyond the academic theories to develop our career and education in the professional organization. Specific Objective: Learning and developing the ideas of business practices observing the “Staffing and workforce planning processes” of Human Resource Management under the company “Banglalink”. Identifying the business nature of the HR functions is the core of our study.
  5. 5. Methodology: Primary sources  Structured interviews were conducted to people involved in HR Management Team of Banglalink.  Further, an unstructured interview was conducted to Secondary sources  Annual report  Various publications  Website Scope of the Study: The report cannot say anything about the internal technical matter of the HR Programs of Banglalink as they are confidential information. The report also does not cover elaborately HR planning because every company has its own secret workforce planning recipe. Limitation of the Study:  As we are in our very preparatory part of the HRM course, it is difficult for us to make the assessment more complete.  There were some restrictions to have access to the information confidential by concern authority.
  6. 6. History of the company Banglalink is today the 2nd largest mobile operator in the country and has recently celebrated with 1.5 crore customers. Sheba Telecom (Pvt.) Ltd. was granted license in 1989 to operate in the rural areas of 199 upazilas. Later it obtained GSM license in 1996 to extend its business to cellular mobile, radio telephone services. It launched operation in the last quarter of 1997 as a Bangladesh-Malaysia joint venture. In July, 2004, it was reported that Egypt based Orascom Telecom is set to purchase the Malaysian stakes in Sheba Telecom through a hush-hush deal, as Sheba had failed to tap the business potentials in Bangladesh mainly due to a chronic feud between its Malaysian and Bangladeshi partners. An agreement was reached with Orascom worth US$25 million was finalized in secret. The pact has been kept secret for legal reasons, considering financial fallout and because of the feud. The main reason for the undercover dealing was the joint venture agreement between the Bangladeshi and the Malaysian partners, which dictates that if any party sells its Sheba shares, the other party will enjoy the first right to buy that. Integrated Services Ltd. (ISL), the Bangladeshi partner, was being ‘officially’ shown as purchasing the shares held by Technology Resources Industries (TRI) of Malaysia for $15 million. ISL then paid another $10 million to Standard Chartered Bank to settle Sheba's liabilities. In September, 2004, Orascom Telecom Holdings purchased 100% of the shares of Sheba Telecom (Pvt.) Limited (“Sheba”). It was acquired for US$60 million. Sheba had a base of 59,000 users, of whom 49,000 were regular when it was sold. Afterward it was re-branded and launched its services under the “Banglalink” brand on February 10, 2005. Banglalink’s license is a nationwide 15-year GSM license and will expire in November, 2011. In March, 2008, Sheba Telecom (Pvt.) Limited changed its name as Orascom Telecom Bangladesh Limited, matching its parent company name.
  7. 7. Organizational Structure Structure provided by Banglalink itself. CEO COMMERCIAL FINANCIAL TECHNICAL CCO CFO CTO CUSTOMER CARE DIRECTOR SALES DIRECTOR CASH MANAGEMENT ACCOUNT CONTROLLER REVENUE ASSURANCE ACCESS NETWORK Sr. MANAGER CORE NETWORK Sr. MANAGER HR & ADMINISTRATION INFORMATION TECHONOLOGY DIRECTOR (IT) HUMAN RESOURCE APPLICATION ADMINISTRATION INFRUSTRUCTURE SUPPORT Sr. MANAGER MARKETING DIRECTOR BUDGET CONTROL Sr. MANAGER PROCUREMENT Sr.MANAGER INENTORY CONTROL Sr. MANAGER ORGANIZE & MAINTENENCE BILLING Sr. MANAGER NETWORK QUALITY Sr. MANAGER HELP DESK
  8. 8. It is here by noted that, HR director holds two functional dept. under his direct supervision. HR & ADMINISTRATION DIRECTOR HUMAN RESOURCE ADMINISTRATION COMPENSATION EMPLOYEE RELATIONSHIP ORGANIZATION DEVELOPEMENT COMMERCIAL & SALES ORANIZATION DEVELOPEMENT IT LOGISTICS WARE HOUSE
  9. 9. Employee Overview Employee Portfolio Company Size Common Job Titles 5,000 employees; 2,000 are direct employees and the rest are indirect Manager 11% Executive 10% Engineer 8% Zonal Sales Manager 6% Senior Engineer Median Age Gender 5% 28 years Male 89% Female 11% Management Team managing director & chief executive officer » Ahmed Abou Doma chief financial officer » Mohamed Hassan Osman chief technical officer » Ahmed Fady chief commercial officer » Asher Yaqub Khan sales director » Arif Mehmood Malik customer care director » Muhammad Arshad human resources & administration director » Tarek Beram head of pmo & supply chain » Abdus Saboor regulatory & legal affairs director » Zakiul Islam information technology director » Nizar el-Assad company secretary » M Nurul Alam
  10. 10. List of HRM Functions Here is a list of the HRM functions that are practiced in BANGLALINK. The list was made according to their mentioned categories by asking them specifically.  Workforce planning  Recruitment (sometimes separated into attraction and selection)  Induction, Orientation and On-boarding  Skills management  Training and development  HR Personnel administration  Compensation in wage or salary  Payroll (sometimes assigned to accounting rather than HRM)  Employee benefits administration  Personnel cost planning  Performance appraisal  Labor relations

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