Human Resource Management planning including succession planning of Grameenphone. Succession plan for top level management. HR plan is given as a whole.

1. Army Institute of Business Administration

2. Where are you? Want to go?
How to get
there?

3. Sakif Ryhan- 10316026
Tasnim Huda Proma-
10316013
Asfaqujjaman - 10316008
Majharul Wahed -
10316017
Grameenphone

5. Human Resource Strategies
• Human resource planning
Analyzing Organizational Objectives
Inventory of Present Human Resources
Forecasting Demand and Supply of Human Resource
Formulating the Human Resource Action Plan

6. RECRUITMENT & SELECTION of GP
• Recruitment
Internal sources
External Sources
• Selection

7. TRAINING AND DEVELOPMENT
• In-House Training.
• Out-House Training Orientation training Program falls under GP.

8. EMPLOYEE MOTIVATION
• Profit Sharing
• Performance Bonuses
• Reward
• Yearly Picnic/Tours

9. JOB ANALYSIS
• Job Description
• Job Specification
• Job Evaluation

10. Job Description
• Job title.
• All the duties.
• the authority and responsibilities.

11. Job Specification
• There are minimum educational as well as experience
qualification for every post from Managing director to first
line officer.
• There are also required qualifications for promotion in a
certain post.

12. Job Evaluation
•The compensation and benefits provide based on
the job evaluation.
•GP doesn’t provide compensation due to its
confidential and negotiable.

13. Succession Planning
Succession planning means identifying and
developing internal potential personnel to
who can replace old leaders when they leave,
retire or die. It helps organization to prepare
for unexpected vacancies and strengthens
relationship between senior management and
employee.

14. Objectives of Succession Planning
To identify the potential
employees who might be
the next leader.
To ensure smooth
functioning and mitigate
unnecessary hassle when
an employee leaves for
any reason.

15. Organizational Structure of GP
CEO
CFO COO/CTOCHRO
Budget planning
Audit
Financing
Recruiting
T & D
Per. Evaluation
Marketing
Promotion
IT

16. Succession Plan for Chief Executive Officer (C

17. Required employee skills (RECRUITMEN
JobTitle Responsibility Requirements
CEO
• Formulating profitable
business policies and
strategies to meet the goal.
• Ability to see and achieve big
picture.
• Lead and motivate
subordinates to ensure
employee engagement and
develop a productive
•Minimum five (5) years
experiences in managerial
position.
•Master’s in business
administration or relevant field
from a reputed university.
•Strong leadership skills
•Excellent communication &
Problem solving skills.
•Management skills and

18. CEO
CFO CMO CHRO

20. Required employee skills (RECRUITMEN
JobTitle Responsibility Requirements
CFO
• Execute the financial strategy of
the company.
• Manage financial controls and
accounting procedures.
• Ensure full transparency over
the financial performance of the
company.
• Support the CEO with the
preparation of monthly and
•BBA on Finance or Accounting
MBA(preferred).
•Professional accounting
designation.
•5-7 years of senior financial
managerial position
•Understand all the function of
Financial aspects.
•Results-oriented, strategic thinker
and planner.

21. CFO
Head of Finance Head of IT Head of Accounting

23. Required employee skills (RECRUITMEN
JobTitle Responsibility Requirements
CMO
• Execute the marketing strategy
of the company.
• Manage sales controls and
operation procedures.
• Provide advice on how to
increase customer demand.
• Propose action plans to ensure
maximum sales and service over
the year.
• Support the CEO with the
preparation of innovative
marketing plans.
•BBA in Marketing, MBA
(preferred).
•5 years’ experience in a senior
marketing managerial position.
•Exceptional communication skills,
including proficiency in multiple
language.
•Results-oriented, innovative,

24. CMO
Head of Sales Head of IT Head of Marketing

25. Succession Plan
CEO
CFO CMO CHRO
Head of MarketingHead of Finance Head of IT

26. RECOMMENDATIONS
• Grameenphone should give more concentration to attract &
retain employee.
• Recruitment and selection process is time consuming so GP
should review the recruitment & selection policy.
• Grameenphone should have formal employee merit review
process