The document provides information about the training and development practices of Grameenphone, the largest mobile network operator in Bangladesh. It discusses Grameenphone's various on-the-job and off-the-job training programs, as well as safety training. It also describes Grameenphone's development process for employees and compensation and benefits packages. The document aims to evaluate Grameenphone's training and development practices.

1. EAST WEST
UNIVERSITY
Report
Topic: Training and Development of Grameenphone.
.
Course Title: Human Resource Management.
Course Code: HRM-501 (Sec-3)
Submitted to:
AHM Kamal.
Doctoral Candidate, IBA, Dhaka University
EVP & Head of HR, Community Bank Bangladesh Ltd.
Department of Business Administration
East West University
Prepared By:
Date of Submission: 09th
May 2020
NAME ID
Niloy Saha 2018-2-95-019
Md.mahfuzur rahman 2018-1-95-056
Sirajus Salekin 2017-3-95-051
Md. Adil Al Rahman 2019-1-95-090
Samanta Habiba Oyshi 2019-1-95-010
K.G. Erfan Uddin 2019-1-95-093
East West University
Department of Business Administration
Program – MBA

2. Letter of Transmittal
09th
May, 2020
AHM Kamal.
Department of Business Administration,
East West University.
Subject: Submission of the Report on Training and Development of Grameenphone.
Sir,
It is an enormous pleasure to submit the report on Training and Development of
Grameenphone. It was a great opportunity to work on such a project which helped us to
understand and also evaluate the general trend of this project.
We tried our level best to arrange this report to the requisite standard even facing few
obstacles while collecting data information. We all thoroughly enjoyed and efficiently put all
efforts to successfully complete the report. Throughout the whole report we gained immense
knowledge and experience which would enhance our career development.
Therefore, we request fervently to accept our report and enlighten us with your valuable
suggestions. We sincerely thank you for giving us the opportunity and support.
Sincerely yours,
On Behalf of Group
Niloy Saha.

3. Acknowledgement
We, the group members of HRM 501 course are sincerely thankful to all those people who
have been giving us any kind of assistance to work on this report.
We express our gratitude to our honourable faculty AHM Kamal, who through her vast
experience and knowledge has been guiding us to accomplish this report. She gave us this
golden opportunity to do this wonderful report on the topic which also helped us in doing a
lot of analysis and we came to know about so many new things.
Thanks, and appreciations go to Manager, Communication Department, and “Mr. Showkat
Imam” at Grameenphone, who gives us all kind of information about Grameenphone for
doing this report.
Thanks, and appreciations also to group members in developing the project and people who
have willingly helped us out with their abilities.

4. Executive Summary
In this project work the topic was to “Training and Development of Grameenphone.”
Training and Development is a vital issue of Human Resource Management. By practicing
Training and Development process, any organization can improve its performance and also
activity level. Employee can survive and they have the opportunity to overcome any obstacles.
As a big company they are continuously offer training to the employee to keep them
competence in the working environment. Even though employee might face difficulties with
the schedule of training apart from this, they have categorized different kinds of training
which will definitely help them to re shape their skills and competency to survive in the long
run. Grameenphone believes that employee is the asset for the company so they do care and
provide all types of training related workshop, seminars just to motivate them.
Grameenphone thinks that, Training is the part of development and this development can be
done by Experience, education and exposure, apart from that functional training, if
employees do well in their growth of career they send them to Telenor academy to have a
unique training from them for the leaders. Finally, we would like to mention that, company
will arrange training but it will be successful if the behaviour will have changed after the
tainting and this will be implemented in the workplace.
Besides that, there are some area of improvements when Grameenphone should work then
their training process will be flawless in terms of performance.

5. Contents
No: Items Name:
Page
No:
1.
Company Profile
01
2.
Product description
04
3.
Call Center Services
05
4.
SWOT Analysis of Grameenphone
06
5.
Organization Structure
08
6.
Cultural orientation in GP
08
7.
Culture followed in GP
09
8.
Training process
11
9.
On the job Training
11
10.
Off the job Training
14
11.
Safety Training
16
12.
Trainer in GrameenPhone
17
13.
Development process
18
14.
Observation
18
15.
Development Steps for employees
19
16.
Compensation and Benefits
19
17.
Competitiveness
20
18.
Cash and non-cash benefits
20
19.
Performance based pay
20
20.
Consistency
20

6. 21.
Provident Fund
20
22.
Bonus
20
23.
Exchange in employee
21
24.
Reward system
21
25.
Recommendation
22
26.
Conclusion
23
27.
Reference
24

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Company Profile
Grameenphone Ltd. is the largest mobile telecommunications operator in Bangladesh in terms of
revenue, coverage and subscriber base. The company was incorporated on 10 October 1996 as a
private limited company. Grameenphone converted to a public limited company on 25 June 2007.
The company became stock listed and started its trading at Dhaka and Chittagong Stock
Exchanges from 16 November 2009. The shareholding structure comprises of mainly two
sponsor Shareholders namely Telenor Mobile Communications AS (55.80%) and Grameen
Telecom (34.20%). The rest 10.00% shareholding includes General public & other Institutions.
Grameenphone Ltd. is a leading provider of telecommunications services of Bangladesh. The
company operates a digital mobile telecommunications network based on the GSM standard in
the 900 MHz, 1800 MHz and 2100 Mhz frequency bands, under license granted by the
Bangladesh Telecommunication Regulatory Commission (BTRC). The table below gives an
overview of the mobile spectrum licenses held by Grameenphone Ltd.
Spectrum Bandwidth (MHz) Expiry
900 MHz 2×7.4 2026
1800 MHz 2×7.2 + 2×7.4 2026
1800 MHz 2×5 2033
2100 MHz 2×10 2028
Grameenphone Ltd. serves both rural and urban customers across Bangladesh, where mobile
telephony is a major driver of socioeconomic development. The company envisions to provide
the power of digital communication, enabling everyone to improve their lives, build societies
and secure a better future for all. The company also has always been a pioneer in introducing
new products and services in the local telecom market.
Grameenphone Ltd. built its network on a nationwide basis. As of December 2017, the
company‟s network covered more than 99% of Bangladesh‟s population with 2G services and
more than 92% population with high speed 3G networks. The company was awarded with
license of 4G/LTE cellular mobile phone services on 19 February 2018. Grameenphone Ltd. has
so far invested more than BDT 313 billion to build the network infrastructure. It is one of the
largest taxpayers in the country, having contributed more than BDT 585 billion in direct and
indirect taxes to the Government Exchequer since inception.

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The shareholders:
Telenor Mobile Communications AS (TMC)
TMC is an indirectly wholly-owned subsidiary of Telenor ASA. Telenor ASA is the leading
Telecommunications Company of Norway listed on the Oslo Stock Exchange. TMC owns
55.80% shares of Grameenphone Ltd. Telenor was founded in 1855 and builds on over a 160
years of telecom experience from Norway. Through international expansion, Telenor today has
mobile operations with solid market positions in Scandinavia, Central and Eastern Europe and
Asia. Telenor had, as of 31 December 2017, 178 million mobile subscribers across its footprint,
as well as 2 million fixed broadband and 2 million TV customers in Scandinavia.
In addition to Norway and Bangladesh, Telenor owns mobile telephony companies in Sweden,
Denmark, Hungary, Serbia, Montenegro, Bulgaria, Thailand, Malaysia, Pakistan and Myanmar.
Telenor uses the expertise it has gained at its home and international markets for the
development of emerging markets like Bangladesh.
As part of the conversion of Grameenphone from a private limited to a public limited company,
Telenor Mobile Communications AS transferred ten (10) shares each on 31 May 2007 to its
three (3) affiliate organizations, namely Nye Telenor Mobile Communications II AS, Norway;
Telenor Asia Pte. Ltd., Singapore; and Nye Telenor Mobile Communications III AS, Norway.
Grameen Telecom (GTC)
Grameen Telecom, which owns 34.20% of the shares of Grameenphone Ltd., is a not-for-profit
company in Bangladesh established by Professor Muhammad Yunus, winner of the Nobel Peace
Prize 2006.
GTC‟s mandate is to provide easy access to GSM cellular services in rural Bangladesh and
create new opportunities for income generation through self-employment by providing villagers,
mostly the poor rural women, with access to modern information and communication-based
technologies.
Grameen Telecom, with its field network, administers the Village Phone Program, through
which Grameenphone provides its services to the fast growing rural customers. Grameen
Telecom trains the operators and handles all service-related issues.
GTC has been acclaimed for its innovative Village Phone Program. GTC and its Chairman,
Nobel Peace Prize laureate, Professor Muhammad Yunus have received several awards which

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include; First ITU World Information Society Award in 2005; Petersburg Prize for Use of the IT
to improve Poor People‟s Lives” in 2004; GSM Association Award for “GSM in Community
Service” in 2000.
As part of the conversion of Grameenphone from a private limited to a public limited company,
Grameen Telecom transferred one (1) share each on 31 May 2007 to Grameen Kalyan and
Grameen Shakti.
GP CUSTOMER CARE CENTER ADDRESS IN DHAKA:
GRAMEENPHONE CUSTOMER CARE CENTER Bashundhara City
Address: Grameenphone Center, 3, West Tejtury Bazar, Shop # 15/16, Block # B, Level # 1,
Bashundhara City, Dhaka
Open: 10:30 AM – 7:30 PM
Weekly Holiday: Tuesday & Wednesday 1st Half
GRAMEENPHONE CUSTOMER CARE CENTER Dhanmondi
Address: Grameenphone Center, H # 38/2, R # 16 (New), 27(old), Dhanmondi R/A, Dhaka
Open: 9.00 AM – 7.00 PM
Weekly Holiday: NA
GRAMEENPHONE CUSTOMER CARE CENTER Gulshan
Address: Grameenphone Center, Delvistaa Tower, H #1/A, R # 113, Gulshan -2, Dhaka
Open: 9.00 AM – 7.00 PM
Weekly Holiday: NA
Grameenphone Experience Center
Address: Shop # 4C-16 & 4C-17, Level-4, Jamuna Future Park, Ka-244, Pragati Sharani,
Kuril, Baridhara, Dhaka
Open: 11:00 AM – 8:00 PM
Weekly Holiday: Wednesday (Mobile Selector, 2019)

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Product description

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Call Center Services
GP Customer Care! All the users who want to talk with the customer manager can easily
complete the task with too much Process. At Present, Multiple Contact info available like the
121 Call Center, Alternative Call Center Number for others operator Number, Live Chat, the
Email Support, Create Complaint and Website. As a GP user, you need to have sufficient
concept about the Communication Method to GP Customer Care. (Telecom offer, 2017)
But now all the calls and conversation are controlled by a third Party, supervised by
Grameenphone.

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SWOT Analysis of Grameenphone
 Strengths:
Good Ownership Structure
Grameenphone has the widest network coverage
Brand name of Grameen Image
Effective Support Organization: Bangladesh Railway and Grameen Bank
Financial Soundness
Market Leader
Largest Geographical Coverage (Assignmentpoint, 2017)
 Weaknesses:
Mixture of different cultures is used as an excuse not to solve problems
Sometimes different ideas may create problems
Different departments not working together
Complicated Pricing Structure
Poor interconnection with BTTB (Assignmentpoint, 2017)

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 Opportunities:
Economic growth of Bangladesh
Huge need for telecom services
Increased intentional activities in Bangladesh
New international gateway (Assignmentpoint,
2017)
 Threats:
More rigid government regulations
More influence of competitors on the fixed network
Devaluation of Taka
Non-co-operation of government and fixed Public Service Telephone Network
BTTB has limited capacity for interconnections (Assignmentpoint, 2017)

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Organization Structure
The structure of an organization can be either centralized or decentralized. Organization
structure of GP is decentralized. Management doesn‟t impose their own decision on employees
without their concern. Rather employees get the privilege to share their opinion, idea,
experience anything for betterment of GP. Each and every employee has the right and
opportunity to say any correction or suggestion in any decision or process at GP. It really
doesn‟t matter whether the
employee is CEO or a usual
employee.
Cultural orientation in GP
People’s quality as individuals: employees at GP are very open minded, friendly and
cooperative.
Relationship to the nature and world: GP employees face challenges regularly. They are used
to the dynamic nature of work. There are several number of competition programs in which they

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participate and face the challenge. They are ready to cope up with any kind of difficulty. Thus,
they have gained control over nature.
Relationship to other: generally, GP employees are extrovert. They meet new people and work
with people from different background and place of Bangladesh.
Primary type of activity: GP employees are fun loving. Most of the times they spend their
leisure by outing in team including their supervisors to hangout. It is not mandatory. Employees
arrange such events by themselves forming individual teams.
Orientation in space and time: GP employees have freedom in workplace. They can have
break whenever they need. But they use this freedom in such a way so that their performances
don‟t get down and they can meet their target within this freedom.
Culture followed in GP
We know that there are four types of culture in organization. This are-
Entrepreneurial culture
Bureaucratic culture
Mission culture
Clan culture
Among those GP mainly implements clan culture. Clan culture is a team based culture.
Teamwork is the main essence in GP to meet their objective. Team leader‟s guideline the team
members. This doesn‟t mean that the leaders only order the members and team members
comply. Rather team leaders are also part of assigned task and the whole team work in
collaborative way. Through the teamwork, members are concerned about their contribution in
the task. Working in a team also lets them to learn skill from others and explore their own
potential.
Attracting Applicants:
Attracting a huge number of candidates is not an easy task. Each and every time, during
recruitment period, GP finds lots of application above its capacity and before the deadline of
submitting the CV and other required materials. The question is how they make it possible to
attract so many people.

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First of all, it is because of the GOLDEN HELLO. For general people, GP creates a positive
impression in their mind. The beautiful architecture of GP is eye-catching which firstly
magnetize people. Interior design is partially seen as it is surrounded by glasses. Anyone will be
eager to work in such a stunning office.
Secondly, they have flexible working environment. Because of its flexibility applicants want to
be a part of it. GP provides it‟s all employees annual leave, planned leave, unplanned leave and
especially for part timers, GP provides exam leave. Employees in customer service get more
flexibility in working hour.
Also during the phases of recruitment, selected candidates go through several learning and tests
which create enthusiasm to be in GP.
Methodology:
Interview – Study and information gathering through interviewing employees and personnel
involved in the ACI‟s interventions, administration and other activities.
Field visits – Visit to the field level activities to generated vital information and enhanced the
study.
Discussion – Discussion with the staffs and other related persons to generated benchmark
information for the study as a comprising tool and also important instructions from the project
supervisor. (Grameenphone, 2017)

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Training process
Training/Probationary Period:
Usually the first six months act as the probationary period for the fresh recruit. This also acts as
the training period for the employee. In these 6 months, the employee is usually not allowed to
work in any real-life projects and based on the level of expertise they are induced to the real-life
projects. In these 6 months, the employee is tested indirectly and monitored and his/her caliber
judged and hence the management takes the decision of where to place him.
Training = Teaching New Skills Development = Perfecting Existing Skills
According to the Thomas N. Garavan, BridieBarnicle, Noreen Heraty, (1993) Intraining and
development (T&D), it is helpful for competencies to focus on knowledge, skills and/or abilities.
But neither the field of T&D, nor competency within the field, is static.
The employees get two types of training:
 On the job training
 Off the job training
On the job Training
On the job training normally focus on giving the training within the normal working
environment which can help employee to experience practical sense of the job. Along with that,
practical or real world can give the actual level of learning which can‟t be accrued by the other
methods of training. Through on the job training, employee can face or habituated the
workplace environment which is another great
advantage of On the Job training.
In Grameen phone follows some sort of
on the job training program for their
employee but not for all the employee. Its
depending on the behavior and types of
working they categorized the
training methods. On the job Training is for
the Call Center Agent, Territory officer,
technology department so on. (DESSLER,
2018-2019)
On the
Job
Training
Mentoring
Job
Rotation
Job
Instruction
Techniques
Coaching

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Among the category of the on the job training Grameen phone usually follow three categories of
on the job training methods, Coaching, Mentoring and job rotation (DESSLER, 2018-2019)
Coaching: coaching, particularly more collaborative and participative rather than other
training methods, there is a friendly and cooperative relationship between the supervisor and the
trainee which encourage skills development.in the coaching process Grameen Phone usually do,
to give the opportunity to the employee to think and solve the problems.
(DESSLER, 2018-2019)
Mentoring: Mentoring particularly continuous relationship between senior and junior level
employee with guides provided by the organizations polices and systems. Basically, mentoring
focusing on the environmental adaptability. In the process of mentoring Grameenphone usually
do to explore the sharing with the fellow colleagues on different issue, make them capable to
solve their issues. (DESSLER, 2018-2019)
Job Rotation: Job rotation is necessary to reduce the monotony between the employees. In
GrameenPhone, this can be done for two reasons, one is if employee is not fit for the job such as
employee is not capable to continue their job duties due to sickness or performance so there is a
chance that he or she may allow to change their job duties. Another area is to make employee
capable of exploring and learn different knowledge in the area of different department.
Advantage of on the job training:
 Generally on the job is most cost-effective
 Employees can again productive training through on the job training process
 Opportunity to learn by doing in real workplace
 Attain Training beside real colleagues so can increase the opportunity of sharing.
 Immediate feedback on performance from supervisor
 Job rotation can be done, if employee can‟t perform well Disadvantages
 Quality depends on ability of trainer and time available
 Learning might not happen or required in the working environment
 Learning environment may not be conducive
 Can slow down production for the trainer
 Can disrupt the workflow due to this training

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Education : Finally comes the educational part, though , Grameen Phone believes that only
10% related to the educational section so it “basically individual development category that can
be improved and enhanced by getting training, work shop, seminar, conference ,knowledge
sharing and most importantly reading different categorize of books. According to the Grameen
phone, as we can easily understand that to develop our skills and knowledge books is really
important factors.
E-learning: A very popular method of
learning is E-learning .according to the
CIPD‟ s 2013 Learning and Talent
Development Study, 74% of companies
reported using some level of e-learning with
91% of companies reporting it to be very useful
when combined with other methods and nearly
¾ of respondents saying it is essential for
learning. Another important initiative that has
to be taken by the Grameen phone that is E-
Learning, which is initiated in 2014 but not
executed that time due to some difficulties after
that they have overcome and decided to launch
E- Learning sessions which will be more
organized and categorized.
Taking these new kinds of learning, they do
believes that, Grameen Phone will have some
of the advantage to giving their training to the
employee.
Advantages
/724
Accessibility
Suitable For
Millennial
More Flexible
Mobility
Lower cost
Lower cost
Tailoring
According to the
Participants
Technological
Possibilities
Disadvantages
Lack of Control
Learning
Approach
Isolated
Technology
Issues
Computer
Competency
Advantages and disadvantages of E-Learning

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Off the job Training
Orientation Training:
When a new employee joins the company, s/he needs to be introduced to his/her job as well as
to the company. The objectives of the orientation are to welcome the incumbent, orient him/her
about the company‟s vision, purpose, values, shareholders, service rules, divisional activities etc.
This makes a new recruit feel s/he is part of the Company.
Orientation program includes brief ideas about the company, its vision, mission and goal which
is very important for the employees to understand because the goal of different department and
ultimately the goal or target of the employees are set according to the goal of the organization.
They are also introduced with the Customer Service (CS) department and given a brief idea
about the department. (DESSLER, 2018-2019)
Code of Conduct (COC) Training
A Code of Conduct is clearly defined regulations adapted by the company and are approved by
the board of directors for securing good business ethics and conduct all aspects of company‟s
activities. The code of conduct is properly communicated to all the employees, the very day
they join in the organization who are strictly required to abide by it. (DESSLER, 2018-2019)
Training on Corporate Culture:
In this segment of the training session, the trainees are given idea about the corporate culture of
Grameenphone. They are also notified about formal dress code for males from Saturday to
Wednesday and „Smart Casual‟ in Thursday and for females there is no fixed dress code but one
thing they have to maintain is that the dress must be „Modest‟ according to our local values and
customs. (DESSLER, 2018-2019)
Product and Service Training:
Since the newly recruited customer managers have to serve the valued customers over the phone,
answer various questions about products, services and their costs, at first, they need to have a
very clear idea about the products and services the company offers. This training is conducted
throughout the whole training session. (DESSLER, 2018-2019)
Training on Different Software’s:

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The trainees, when they will be on productions, will have to operate different types of tools and
software‟s to execute the subscribers‟ query and requests. So, there is computer training in
between the two weeks. The CS Department uses various types of tools and software‟s to
control or view the profile of the subscribers. For example, MINSAT and CCAS for controlling
prepaid subscribers, BSCS and CCAPS for postpaid subscribers. Moreover, they use CRM for
keeping track of the subscriber‟s query, complain and request. So, software training is a crucial
part of the whole training session. (DESSLER, 2018-2019)
Miscellaneous Training:
The training session, taken by CS Department also encompasses some miscellaneous issues,
which are directly related with the health, safety, security and environment of both the
employees and the organization. For example –training session on Fire Extinguishing is
conducted where the employees are taught particularly how to use fire extinguisher equipment.
They are given training on how to perform physical relaxation during work to minimize work
stress. They are also given training on first-aid related issues. (DESSLER, 2018-2019)
Local training:
Local training can be both-Inside GP and Outside GP.
Orientation training Program falls under inside GP training category. After joining, it is the
responsibility of the HR to conduct induction/orientation training to the newly recruited
personnel to provide a general introduction of the company. To prepare training plan,
participant‟s list, and training schedule for induction training – HR department does all.
Inside GP training will cover Management training. It will cover Department training in near
future.
Outside GP training means to take part in training programs offered by different training
institutions/universities on different subjects. (DESSLER, 2018-2019)
Overseas training:
After need assessment employees who need overseas training are sent abroad for overseas
training. Expenses of overseas training are generally borne by GP. The particular employee who
has been selected for training has to sign a surety bond for specific period of time for overseas
training. (DESSLER, 2018-2019).

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Safety Training
Now a day, it is our duty to ensure safety in the workplace. This is also the right of the
employee to get a Full security regarding Health and Security, safety purpose. As a result
both the sectors play a great role in the context of Bangladesh. Due to nature of the work,
different kinds of hazards might be faced by the employee. Therefore, specific guidelines
should be followed to be safe. Before ensure safety, it is require to know, what are the
risk factors associated with the job. As a result they follow a strategy or process to find
out the risky factors.
Grameenphone believes that telecommunication enables the exchange of ideas and access
to information. We also recognize that we do face human rights challenges in our market.
Respect and continuous improvement are therefore important parts of our approach to
human rights. We believe we can contribute to the fulfillment of rights through many
opportunities that connectivity and mobile services bring. We also observe that potential
negative impact may rise from our business activities. Our commitment to human rights is
long standing and integrated in our top governing document – the Code of Conduct. Our
main focus is understanding risks and integrating mitigating actions into our business
processes through continuous improvement. In order to do so, we have conducted human
rights due diligence to identify potential human rights related risks and mitigations.
Safety Training process.
Safety Training and Workshop
• Training on Safety Tower Climbing
• Training on Snake bite protection and necessary First Aid
Identify the hazards
Decide who might
be harmed and how
Evaluate the risks
And decide on
Precautions
Record your
Findings and
Implement them
Review your
Assessment and
Update if necessary

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• Training on Safe Motorbike Riding
• General Safety And First Aid Training
Trainer in GrameenPhone
GrameenPhone always ensure that employee will get the best output from the training so they
do offer best trainer for them who can make them understand and prepared for the future and
develop their skills. In addition, GrameenPhone have pool of trainer among them they choose
their best trainer. Trainer can be from in-House trainer from GP House or select trainer from the
outside as well.it is basically depends on the requirement of the training materials.

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Development process
Training and Development is a vital issue of Human Resource Management. By practicing
Training and Development process, any organization can improve its performance and also
activity level. Grameenphone believes that employee is the asset for the company so they do
care and provide all types of training related workshop, seminars just to motivate them.
Grameenphone thinks that, Training is the part of development and this development can be
done by Experience, education and exposure, if employees do well in their growth of career
they send them to Telenor academy to have a unique training from them for the leaders. Their
training process is flawless in terms of performance. They provide flawless training in case of
development, if the employee‟s performances have satisfying consistent growth over previous
trainings. Participants are expected to have behavior change after training in their work fields.
However, promotion is based both on seniority and performance. The performance of each
employee is reviewed every 6 months. This determines whether the employee is fit enough for
the company or not. Employees designation in the first 2 years is completely time dependent.
Employees at the same level can be paid more or less depending on his/her performance. After
the initial two years into the job, the growth of the employee is mostly dependent on
performance. Grameenphone believes in performance rather than age.
Observation
Corporate office of Grameenphone ltd is located in GP House, Bashundhara R/A, Dhaka,
Bangladesh 1229.
We were visiting GP House and had a conversation with Manager, Communication Department,
“Mr. Showkat Imam” at Grameenphone.
We are all like their whole system of working. Especially we liked their open desk office room
culture. All the employees of the office including senior and junior works under same
environment in open desk, none of them have their personal room or office. They follow
updated & modern technology. No paper work system, they are all working in online. There is
well established cafeteria for the employees to relax.

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Development Steps for employees
Workplace Environment:
Frank Lloyd once wrote, “Show me your workplace and I know how you work”. As a global
company, GP always keep in mind that the design, layout, color inside the office space will
affect the minds of its employees and customers. To influence and motivate the employees to
work efficiently and to give them a healthy working environment, GP took extra concern.
The layout of the office has been used to develop organizational forms that are team oriented.
Gives better communication and better interaction among all of the employees. GP want to
create harmony, among its people and with its technology. Everything inside contributes to
GP‟s corporate image. GP is showcasing its communication and networking system, power
distribution process, backup power supply process, building automation system, security system,
lightning system and complementary fixtures all under one roof.
Employee Motivation Factors:
Provident fund, overtime, Health facilities, eight working hours, Medical Insurance fund etc. are
positive trends continued over the years in developing & enabling flexibility for the employees.
Today, a job at GP has become attractive to most of the people in Bangladesh, among students
as well. There are some facilities that the company provided for employee motivation through
Reward System, Performance Appraisal Programs, Employee Events and suitable Promotion/
Career path etc.
Compensation and Benefits
Compensation is what an employee receives in exchange for his/her physical and mental works,
and contribution to the company. Compensation does not represent only salary but a wide range
of benefits and service are part of the total compensation package. Grameenphone wishes to pay
rewarding and competitive salaries to attract, retain and motivate competent and skilled
employees at all levels of the Company. By rewarding and competitive salaries, we mean that
each employee should be rewarded in accordance with:
What the post requires,

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How skilled the employee is and?
What the market pays for work of the same type.
Grameenphone wishes to design a compensation system that has strong positive impact on
employees and ultimately on the Company's performance. Keeping Company's strategic
objectives and unique characteristics and environment in mind, Grameenphone determines a
number of criteria for designing a compensation system.
The criteria are –
Competitiveness: There is obvious effect of market forces on compensation. Compensation
must respond to the supply of and demand for employees in the market since employers
compete for work force.
Cash and non-cash benefits: Cash payment motivates employees through monetary rewards
such as salary and allowances. The Company pays cash benefits according to ability to pay.
Non-cash benefits such as job security and making the job interesting is also taken into account.
Performance based pay: Employee productivity, skills and performance are also important
determinants of the compensation system of the Company.
Consistency: All-out efforts are made to ensure that compensation system is consistent with HR
policies and it is uniform and stable. (DESSLER, 2018-2019)
Provident Fund: The permanent employees of the Company are eligible to become members of
the Provident Fund. Employee contributes 10% of their basic to the provident fund and the
Company makes equal contribution to the fund. The Company's contribution starts once the
employee has become permanent employee of the Company.
The PF maturity period is three years. Employee has to serve minimum three years for being
eligible for both employee and company contribution.
Bonus: All employees are eligible for two bonuses in a calendar year which is an amount
equivalent to their two months basic salary.
One bonus is paid during Eid-ul-Fitr at a flat rate to all employees irrespective of the religion.
Another bonus is paid as per the following festival of different religious affiliation.

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Exchange in employee: (DESSLER, 2018-2019) We know that there are four types of
relations in exchange in employee which are –
 Active sense making relationship
 Passive recipient
 Actively influence
 Shaping behavior
GP focuses on active sense making relationship. From the interview we came to know that
superior – subordinate both are committed and complement each other. They believe that
collaboration in all level brings the best outcome.
Reward system: Employees can be rewarded in four ways. It can be by rewarding the job, the
performance, the person or level. GP rewards the employees based on performance. If the
employee can show excellence in performance and meet KPI (Key Performance Indicator), they
are rewarded.
The immediate supervisors observe behavior, whether they meet their target, excellence of their
subordinate. Then they choose whom to be rewarded and let the HR to know about this.

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Recommendation
During rejecting any candidate in interview, they can tell him why he is not selected or suggest
the candidate to work on those things which will help them to do well in future.
It can improve vacancy notices on print media by giving more information about the
organization as well as about the job they are offering and what type of work one has to do for
the job.
Except formal letters and phone call, e-mails can be sent to the selected candidates, which will
be more effective.
They may follow self-appraisal method though it is not so popular in Bangladesh. In this
method the employees are asked to evaluate their own performance. This method avoids the
feeling among employees that they are being judged by unfairly high standards. And also, they
actually realize how efficient they are.
Customized training process: Training requires a huge cost, so company is investing too much
money on it .so it‟s their responsibility to utilize the employees learning in different sectors .as it
is important to deliver customized training for the employees and continuously utilized the
valuable learning to the betterment of the company to reach the company‟s missions.
Rescheduling training Calendar: Another important thing is that, employee might have the
capability or know the content of the training but, I have noticed sometimes they have to attend
the training ignoring the schedule work which is the great problem that can be done by HRIS. As
GrameenPhone employees are too busy with the day to day activity so they might not interested
in the training process.
Feedback report analysis: Even though after training, GrameenPhone provide feedback form
and analysis this report. Sometimes external trainer does the analysis but not submitted the report
to the company so there might be area of improvement to collect and take initiatives to solve the
issues.

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Conclusion
An organization culture and values represent the organization. GP depends a lot on their culture
and their value. GP have a unique way of doing things – The GP Way. This is how they
innovate, collaborate, operate and deliver value – for their clients, their shareholders and their
business communities around the world. It is grounded in their core values, shared business
ethics, and uncompromising standers for high performance. The GP Way if brought to their life
every day, in everything they do, through their unique passion, energy and style. GP‟s strategy
is focused on helping their clients, improve their operational performance, deliver their products
and services more effectively and efficiently, and grow their business in existing and new
markets.

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11. Grameenphone Annual report of 2018,2019
12. https://en.wikipedia.org/wiki/Grameenphone