Term paper on “Compensation Practices of Robi”

Department of Business Administration

University of Information Technology and Sciences

Submitted to

Ethica Tanjeen

Lecturer

Prepared by

SMART

This Term paper is prepared as the regular process of the course

‘Compensation Management’

No Student Name Student ID numberStudent

SignatureDate

1 Ali Zaber Choudhury 09510081

2 MD. Shahadat Hossain 09310010

3 Arifur Rahman 09310058

4 Rezaul Karim Chowdhury 08410012

5 Asfaf Uddin

LETTER OF TRANSMITTAL

Ethica Tanjeen

Faculty Member

Department of Business Administration

University of Information Technology and Sciences

Baridhara, Dhaka-1212

Subject: Submission of Termpaper.

Madam,

It is my pleasure to submit the report on “Compensation Practices of Robi” as a part of our

termpaper. We have enjoyed preparing this termpaper which enriched our practical knowledge

of the theoretical concept. We tried to reflect the practical operational aspects of the

organization which is complementary to the theoretical lessons.

Sincerely yours,

__________________

(Ali Zaber Choudhury)

On behalf of the group

Preface

A good compensation system is very much effective for an organization. It makes an

opportunity for high involvement for the employee in an organization. Employees can compare

themselves with others. It is a great opportunity for a student to understand this compensation

system to understand the course “Compensation Management”.

This termpaper is the outcome of the “Compensation Management” course under the Bachelor

of Business Administration (BBA) Course of the department of Business Administration. Hence,

the termpaper works as link between the theory & the practice.

It’s our pleasure to submit our Termpaper Titled “Compensation Practices of Robi” While

preparing this termpaper, we have tried to gather as much information as possible and to

gather all the information pertaining the subject to enrich it. We believe that it was a

fascination experience to analysis the Job sector and it has enriched both our knowledge &

experience.

ACKNOWLEDGEMENTS

At first, I would like to remember the name of the Almighty Allah Who has created us and given

us knowledge, time and energy for completing our Internship Program.

I am Md. Abul Bashar, thankful to my supervisor, Mostafa Hossan for his kind support and

motivation for conducting this study.

I would like to express my sincere gratitude & appreciation to Khandakar Raihan Sayeed,

Senior Executive, HR for his guidance, encouragement & keen interest in delivering thoughtful

advice during the period of industrial & official training. My heartfelt thanks to, Tanvir Azad,

Manager, HR for allowing me to perform my industrial & official attachment in the Axiata

(Bangladesh) Limited (ROBI). I am also very grateful to Afsana Yeasmin, Senior Asst Manager,

HR, I would also like to thanks Rifat Ferdous, Senior Executive, HR Sifat Huda, Asst. Manager,

HR, & Shahin Mirza, Senior Asst. Manager, HR for their special cooperation.

Finally, I want to thank Mr. Shakil Ahmed, Deputy Manager, HR, of Axiata (Bangladesh) Limited

(ROBI). for his enormous support as well as all Managers & Assistant Managers for helping to

get proper information about every section during industrial training.

EXECUTIVE SUMMARY

The report titled “Compensation practices of Robi”. We have divided the whole report into four

main chapters.

The First chapter contains the introduction part like, The Title of the report, Name of the

organization, Background of the report, Objective of the report, Scope Methodology and

limitations of the report.

The Second chapter includes organizational information. I have projected a short profile of

Axiata (Bangladesh) Limited (ROBI). In this chapter I have mentioned mainly overview of the

company, historical background, department and division, marketing area,the company in

Bangladesh, mission in Bangladesh, the marketing activities, product and service, network, etc

of Axiata (Bangladesh) Limited (ROBI).

The Third chapter contains the main portion of the repot. In this part I have discussed the

human resource policies, Selection and recruitment, Employee relationship of Axiata

(Bangladesh) Limited (ROBI). First I give a short description of human resources division of ROBI,

its function, role and responsibility etc. I also discussed here the recruitment procedure of ROBI

step by step, such as manpower requisition, written exam, first and 2nd interview, then final

selection, after that medical test, reference check, and then provide the appointment letter to

the selected candidate, finally by completing all the joining formalities, the recruitment and

selection process is finished in ROBI.

At last in chapter Four My Achievement & Conclusion is given in this part. And some References

are also given here.

I have given my honest and sincere efforts while preparing this report. All my exertion and

efforts will be successful if it becomes helpful to Axiata (Bangladesh) Limited (ROBI).

TABLE OF CONTENTS

INTRODUCTION 1.1 Background of the Report 021.2 Limitations 021.3 Methodology 04

THEORETICAL FRAMEWORK 2.1 Human Recourse Management 05

OVERVIEW, OBJECTIVE, MISSION AND VISION OF THE COMPANY

3.1 Overview of the Company 063.2 Background Summary 073.3 Objective of ROBI 083.4 The Vision Mission & Theme of ROBI 093.5 Department and Division of ROBI 123.6 Mission in Bangladesh 19

ROBI HUMAN RESOURCE DIVISION 4.1 HR Policies 164.2 Leave 174.3 Language 18

EMPLOYEE SATISFACTION

5.1 Factors 34

IMPORTANCE OF EMPLOYEE SATISFACTION EMPLOYEE SATISFACTION

6.1 For Organization 386.2 For Employee 38

ANALYSIS AND FINDINGS

7.1 SWOT Analysis 407.2 For Employee 40

CONCLUSION & REFERENCES

8.1 Recommendations 438.2 Conclusion 448.3 References 45

Introduction

Background of the Topic

Modern communication plays an important role in the economic development of a

country. Mobile operating companies are the primary contributors to the fulfillment of

the demand. Practical knowledge is fundamental for the application of the theoretical

intelligence. The goal of this analysis is to expose the student in the organizational work

situation also to provide an opportunity for applying classroom learning in practice.

There are some differences in theories and practices.

Limitation of the Termpaper

It is really very difficult to find out every single issue within this limited period of time. Overally

the the limitations those we have faced are:

Time Frame.

Access to more internal information.

It was really difficult for us to accumulate confidential financial data.

Bureaucracy.

Use of biasness and references in the recruitment.

The company does not have sufficient source of secondary data and collecting of Data

was not smooth.

Methodology of the Termpaper

Sources of Information

The scope of the study is limited within telecommunication business in Bangladesh. It is also

limited within the organization of “ROBI”. And for that reason that information was very much

restrictive within the organization as the telecommunication business is going to be very much

Competitive.

The following sources have been used for the purpose of gathering and collecting data as

required.

A. Primary sources:

1) Observation

2) Personal interview

3) Through personal acquaintance with the people at HR Division

4) By participate in the recruitment and selection process

B. Secondary sources:

1) Information from web. 2) Brochures.

3) Newspapers Clips. 4) Journals. & 5) HR Books

Both primary and secondary data sources will be used to generate this report. Primary data

sources are scheduled survey, informal discussion with professionals and observation while

working in different desks. The secondary data sources are different published reports,

manuals, price updates and different publications of “ROBI”.

Theoretical Framework

Human resources management

Human resources management (HRM) is both an academic theory and a business practice that

addresses the theoretical and practical techniques of managing a workforce. The theoretical

discipline is based primarily on the assumption that employees are individuals with varying

goals and needs, and as such should not be thought of as basic business resources, such as

trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all

wish to contribute to the enterprise productively, and that the main obstacles to their

endeavors are lack of knowledge, insufficient training, and failures of process.

The goal of Human Resources Management is to help an organization to meet strategic goals by

attracting, and maintaining employees and also to manage them effectively.

The basic premise of the academic theory of HRM is that humans are not machines; therefore it

is needed to have an interdisciplinary examination of people in the work place. Fields such as

psychology, industrial and organizational psychology, sociology, and critical theories;

postmodernism, post-structuralism play a major role.

Overview, Objectives, Mission, and Vision of

Robi

Background of “Robi”

Axiata (Bangladesh) Limited is a dynamic and leading countrywide GSM communication

solution provider. 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), commenced its operation in 1997 under the brand name ROBI

among the pioneer GSM mobile telecommunications service providers in Bangladesh. Later, on

28th March, 2010 the company started its new journey with the brand name Robi.

Robi is truly a people-oriented brand of Bangladesh. Robi, the people's champion, is there for

the people of Bangladesh, where they want and the way they want. Having the local tradition at

its core, Robi marches ahead with innovation and creativity.

To ensure leading-edge technology, Robi has the international expertise of Axiata and NTT

DOCOMO INC. It supports 2G voice, CAMEL phase 2 and GPRS/EDGE service with high speed

internet connectivity. Its GSM service is based on a robust network architecture and cutting

edge technology such as Intelligent Network (IN), which provides peace-of-mind solutions in

terms of voice clarity, extensive nationwide network coverage and multiple global partners for

international roaming. It has the widest International Roaming coverage in Bangladesh

connecting 553 operators across 207 countries. Its customer centric solution includes value

added services (VAS), quality customer care, easy access call centers, digital network security

and flexible tariff rates.

Objectives of Robi

EMPOWERING YOU: Robi is there for people, where they want and in the way they want, in order to help them develop, grow and make the most of their lives through Robi’s services.

Principles:

Axiata (Bangladesh) Limited employees hold themselves accountable to the following guiding Principles for the organization.

Emotional: Passionate, Creative, Respectful, Open

Functional: Simple, Ethical, Transparent, Ownership

No matter what they do in order to realize their purpose, they hold themselves accountable to the following overarching guiding Principles for their organization:

1. Being respectful towards everyone.

2. Being trustworthy by action. Being passionate and creative in all we do.

3. Keeping things simple in the way we do things.

4. Being ethical and transparent.

5. Demonstrating individual and collective ownership.

6. Practicing an open culture in communication and interaction

Vision & Mission of “Robi” Vision

To be a leader as a Telecommunication Service Provider in Bangladesh

Mission

ROBI aims to achieve its vision through being number ‘one’ not only in terms of market share, but also by being an employer of choice with up-to-date knowledge and products geared to address the ever changing needs of our budding nation

THEME

Shareholdings

Axiata (Bangladesh) Limited is a Joint Venture company between Axiata Group Berhad (70%) and NTT DOCOMO INC. (30%)

CUSTOMER CUSTOMER FirstFirstCUSTOMER CUSTOMER FirstFirst

EMPLOYEEEMPLOYEEFirstFirst

Axiata Group Berhad

Axiata is an emerging leader in Asian telecommunications with significant presence in Malaysia,

Indonesia, Sri Lanka, Bangladesh and Cambodia. In addition, the Malaysian grown holding

company has strategic mobile and non-mobile telecommunications operations and investments

in India, Singapore, Iran, Pakistan and Thailand. Axiata Group Berhad, including its subsidiaries

and associates, has approximately 50 million mobile subscribers in Asia, and is listed on

Malaysia’s stock exchange (Bursa Malaysia).

NTT DOCOMO INC

NTT DOCOMO INC is the world's leading mobile communications company and the largest

mobile communications company in Japan. DOCOMO serves over 53 million customers,

including 44 million people subscribing to FOMA™, launched as the world's first 3G mobile

service based on W-CDMA in 2001. DOCOMO also offers a wide variety of leading-edge mobile

multimedia services, including i-mode™, the world's most popular mobile e-mail/Internet

service, used by 48 million people. With the addition of credit-card and other e-wallet

functions, DOCOMO mobile phones have become highly versatile tools for daily life. With

cutting edge technology and innovative services, DOCOMO is fast becoming a preferred lifestyle

choice, continuously expanding its role in its users’ lives, growing globally throughout Asia,

Europe and North America. NTT DOCOMO INC is listed on the Tokyo (9437), London (NDCM)

and New York (DCM) stock exchanges.

Management Profile of “Robi”

Michael KuehnerManaging Director / CEO

Izrin Bin HashimHead of Internal Audit

Koji OnoChief Strategy Officer

Nora Junita Dato’ Seri Chief Financial Officer

A.K.M MorshedChief Technical Officer

Segufta Yesmin SamadHead of Corporate Affairs

Bidyut Kumar BasuChief Marketing Officer

Alloisus Mohan RamaiahHead of Regulatory

Matiul Islam NowshadChief HumanResources Officer

Abdur RahmanHead of Transformation

Sania Mahmood Head of Marketing

Zafrul Hassan Head of Business Control, Finance

Monjur-E- Elahi Head of Market Strategy & Pricing

Zahari Abdul Jalil Head of Implementation, Technology

Sadat Adnan Ahmad Head of Transformation

Mohiuddin BabarHead of Communications & Media Relations

Sirajul Huda Zain Head of Corporate Management

Khaledur R. DewanHead of Development, Technology

Md. Anisur Rahman Head of Regional Operations, Technology

Hasan Mehdi Head of Business Development, Corporate Strategy

Md. Mizanul Ghani Milon Head of Central Operation, Technology

Md. Rezaul Karim Head of Compliance, Technology

Tipu AhmedProject Lead- Office Re-location

Md. Zabid Ahsan Head of Consumer Sales & Service

Barna Ahmad Head of CLM, Market Operations

Humayun Kabir Head of Company Affairs

Division & Department of Axiata Bangladesh (AXB) Ltd.

ROBI is operating with following Divisions / Departments having its establishment in

different locations at Dhaka, Chittagong and other regions of Bangladesh.

Finance Division

Commercial Division

Information Technology Division

Technical Division

Human Resources Division

Revenue Assurance Department

Regulatory Affairs Department

Internal Audit Department

Corporate Affairs Department

Corporate Strategy Department

Supply Chain Management Department

Credit Control Department

Legal & Compliance Department

Security & Safety Department

MD’s/CEO’s Office

The Company in Bangladesh

Chain of Command

The organization is headed by it's Chief Executive designated as the Managing Director

entrusted with overall responsibilities of business direction of the organization and leading

dynamically towards the attainment of it's Vision, Mission and Goal. In attaining the above

mission, the MD is assisted by 4 general managers Axiata (Bangladesh) Ltd. has established a

strong and formidable sales channel, which consists of direct dealers and it's own sales force.

The way Axiata (Bangladesh) Ltd. defines business

Axiata (Bangladesh) Ltd. is the Digital Cellular Telephony Business. With a technological

development in future, Axiata (Bangladesh) Ltd. will adopt any cost effective and more

efficient technology to provide state of the art and comprehensive service to its customers.

Axiata's vision is to continuously monitor its customer’s needs and to plan accordingly. It will

monitor the development of technology and updated self to meet customer demand.

ROBI Human Resource Division

Robi Human Resource system is one of the best systems in Bangladesh. The strategy of Human

Resource Division is followed from AXIATA strategy. The strategy that followed by HR is

described bellow.

Vision

Vision crystallizes our employee focus as the cornerstone of everything we do; to help our

customers get the full benefit if communications services in their daily lives. It describes our

ambition for future, sets a common direction across the group, and shall inspire all employees

to imagine how they can contribute. Our values describe what behaviors are necessary to

realize that vision.

HR is a Critical Enable for Axiata Bangladesh Ltd (Robi) in the pursuit of its Strategic Goals. HR is

a key to ensuring

An Organization, that provides a competitive advantage by being simple, aligned and efficient.

A Culture, centered on the employee and characterized by diversity, generosity and an

international mindset.

Leaders, Who have a passion for business, excel at empowering people and never compromise

on Robi ethical standards.

People, Who perform at the peak of heir ability because they feel a sense of mission,

accomplishment and growth.

HR POLICIES

Probation:

All employees recruited on a permanent basis must undergo a period of 6 (six) months as

probationary period to ascertain their capability and suitability for employment and would be

judged with a performance appraisal at the end of 5th month. On successful completion of the

probationary period employee shall be given a letter of confirmation. During probation period

no benefit of provident fund or gratuity will accrue. And employee will be entitled to avail 50%

of entitled annual leave during this period and 7(seven) days for medical leave (subject to

submission of sufficient medical papers) during the period.

During probation employment may be terminated by either party upon 24 hours notice and

confirmed employees are required to give one month notice for resignation or should give up

one month basic salary.

Working Hours & HolidaySunday to Thursday 9.00 a.m. – 5.45 p.m. Lunch Hour 1.00 p.m. – 1.45 p.m.Friday & Saturday Weekly Holiday

** Only customer Care (Call Centre) is serving round the clock.** Customer Care (Front desk) is working 8.00 a.m to 8.00 p.m

Punctuality

Employees are required to arrive at work before 9.00 a.m. and to disregard this will be treated

as late and will be recorded in the Attendance Register accordingly. Similarly leaving the

working place without authorized permission before 5.45 p.m. will be treated as indiscipline.

Leave

Each permanent employee is entitled to the following leaves:

Annual Leave

Management Annual Leave EntitlementGeneral Manager 25 Working DaysDGM & AGM 22 Working DaysSenior Manager 20 Working DaysManager 18 working DaysAsst. Manager 16 Working DaysExecutive 14 Working DaysNon Executive 14 Working Days

50% of the entitlement of the annual leave can be accumulated or carried forward to the next

service year and rest will be lapse if not availed.

Medical Leave

Employee medical leave entitlement is 14 days for all level of executives. Employee must have

to produce medical certificate for medical leave. There is no provision of accumulation of

medical leave.

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 (e.g. Chickenpox, eye diseases & Hepatitis)

in the person, family or household of an employee. Such leave can be granted by the authority

up to maximum 15 working days. However, the employee concerned has to submit a medical

certificate from a registered medical practitioner.

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 and become fit to join duties. If the

accident causes partial or full disablement and the joining to duties is uncertain, then

Management will decide on accident leave.

Maternity LeaveA female employee who has been employed for a period of not less than ninety (90) days during the nine (9) months immediately preceding her confinement shall be granted ninety (90) consecutive days maternity leave on full pay. 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. Such entitlement applies for two times during her service with the company.

Leave on account of miscarriage prior to the twenty-eight (28) weeks of pregnancy shall not be considered as maternity leave but as medical leave.

Paternity LeaveMale employees are entitled for 3 working days paternity leave. One employee can avail paternity leave up to two times during his tenure.

Compassionate Leave

Employees are entitled for 3 working days compassionate leave in case of death of their

parents, spouse and children to cope up with the shock.

Hajj Leave

Only permanent employees (service length minimum 2 years) can take Hajj Leave of 20

consecutive days (including holidays) for Holy Hajj with prior approval of the Management. An

employee can avail Hajj Leave once in his/her service tenure with ROBI.

Leave without pay

The company may grant an employee, at its discretion, no pay leave on important personal

ground upon approval of the divisional head, provided that the employee has exhausted

his/her annual leave. Functional Heads will approve such leave depending on the

circumstances.

Compensatory day-off

An employee when required to work on any weekly holiday or Govt. holiday shall be given a

substitute day off which should be taken within one month of that date or will be forfeited.

Employees may take day off leave instead of any weekly or Govt. holiday if he works on that

day for at least eight hours (in one day). The leave must be taken within the following month

and necessary documents (attendance register) must be produced for the approval. On the

other hand, the employees will not be entitled for day off leave if they take holiday allowance

for the day.

Encashment of Annual Leave

If any employee’s leave application is rejected for two times in a year, he will be eligible for

applying for the leave encashment upto a maximum of 10 days. The encashment will be based

only on Basic salary.

Language

English is the official language of AXB. However, employee dealing with customer and vendors can speak in Bengali if requires.

Mobile Handset and ConnectionMobile handset with connection shall be given to employees according to the company rules & policy and employees will be entitled to monthly ceiling according to grade.Employees are eligible for one (1) handset for a period of 2 years. Company will not replace or issue new handset/accessories in case of lost, technical default or other reasons. Employee will own the handset at the end of the two years rather than return it to the store.

ID Card & Business CardAfter joining, Human Resources Division would issue ID Card & Business Card to each employee for ensuring security and proper identity. Only non-executives are not entitled to get business card.

Salary & BenefitsSalary & BenefitsMonthly salary will be transferred to employee individual salary account on 25 th of each month with other allowances less deductions such as income tax, contributory provident fund etc. Each employee will receive a monthly pay statement detailing gross pay & deduction.

AllowancesAllowances are paid with monthly take-home salary; namely house rent, medical, conveyance & utility.

Festival BonusTMIB 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.

Other Variable BonusTMIB is offering other variable bonuses like; performance bonus (related with individual performance) & company performance bonus (special bonus for company performance/success) to the employees.

Soft Furnishing AllowanceThis allowance is paid as a part of house maintenance of the staffs. Only Executive and above (permanent) are entitled for the allowance. This allowance shall be paid on yearly basis at the end of the year (with December pay)

Job Level Yearly Allowance (Tk)

To Management 20,000Sr. Management (DGM & AGM)

15,000

Manager 8,000Asst. Manager 6,000Executive 4,000

Overtime Allowance

Only Executives (Grade 17, 18, 19, 20, 21 & 22) and Non-Executives (Grade 1, 2, 3, 4) are eligible for overtime. Maximum ceiling for overtime is 48 hours in a month (except Grade- 1 & 2).

Shift Duty Allowance

Job Level Allowance Per Month (TK)

Remarks

Asst. Manager Tk-1,600/ Only those who are entitled to shifting duty are eligible for the allowance

Executive Tk-1,400/Non-Executive (3 & 4)

Tk-800/

Non-Executive (1 & 2)

Tk-500/

Holiday Allowance

Job Level 3-5 hrs > 5 hrs

Manager & Sr. Manager

Tk- 300/ (per day) Tk- 500/ (per day)

Salary Review Salary is reviewed periodically with consistent with the living standard and competitive salary package offered by other multinational organization.

Provident Fund and GratuityThe 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. Employee will also be entitled to a gratuity payment.

Group Life Insurance PolicyTMIB management has approved a 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.

Child Birth BenefitAll regular employees are entitled for Child Birth Allowance as per stated below:

Manager and above: (Both employee and spouse) Tk. 15,000 per delivery

Assistant Manager and below (Both employee & spouse) Tk 10,000 per delivery

Incumbent (regular employee) shall submit: Birth certificate from appropriate authority; Claim Form.

Miscarriage AllowanceFemale employees are entitled to get an allowance in case of any miscarriage happens to them.

Incumbent (regular employee) shall submit:

Application to Head of HR; Medical Certificate from Attending Physician of Attending clinic/Hospital.

Hospitalization Fund PolicyAll employees are entitled for the benefit (All permanent employees and their families, all probationers and their families and all contractual employees & their families including Non Executives) as per the level of emplacement/ Grade. (Family means spouse and children up to 25 years old)

Mode of Benefits: Employee can claim for two hospitalization cost per year. Employee should take prior approval from Head of Human Resources in

advance in writing of any pre-planned hospitalization. In case of any emergencies, employee or any of his dependants should inform HR immediately.

Employee will pay the bills of hospitalization of his/her own and submit the bill copies & money receipts to TMIB for reimbursement of the hospitalization expenses.

In case of any overseas treatment, reimbursement shall be up to respective employee’s entitlement.

Hospitalization expenses include Consultation fees while admitted. Investigation expenses (i.e. ECG, X-Ray, MRI, CT Scan etc.) while admitted. Artificial Limbs, Eyes, casts, braces and crutches Post hospitalization physiotherapy up to two sessions. Rental or Wheel Chair or Hospital bed, if advised by physician. Ambulance Services to & from hospital Treatment by Radiotherapy or Chemotherapy Preadmission testing. Two (2) follow up visits after discharge from Hospital.

Expenses not covered Any hospitalization caused from Maternity ground or cause of miscarriage. Any procedure, which is experimental or not generally accepted by the

medical profession i.e. acupuncture. Any illness or injury sustained as a result of doing any unlawful act. Any illness or injury sustained as a result of misconduct, involvement in

felony or other criminal acts. Any pre-hospitalization expenses. Any congenital infirmity. Mental, emotional or psychiatric disorders, alcoholism or any other narcotic

addiction. Any cosmetic or plastic or plastic treatment/surgery unless required as

reconstructive surgery as a consequence of injury due accidents/burns. Rest, convalescence or rejuvenation cures, thermal baths or confinement of

the purpose of slimming or beautification. Treatment for family planning purpose including termination of pregnancy,

dilatation & curettage or sterility. Illegal abortion, entopic pregnancy, fetal death or any complication and / or

sequel there from. Illness causing from attempting suicide. Health check-ups, radiotherapy, chemotherapy, any form of investigation /

treatment when not incidental or necessary to the treatment of the injury / illness which caused hospitalization.

AIDS and HIV related diseases. Airfare for in case of any overseas treatment.

Claims Submission Procedure for Reimbursement All claims must be submitted to Divisional Head within 15 days after

being released from Hospital. Employees should settle the expenses themselves and apply for reimbursement

attaching all original receipts of payments with the claim form.

Supporting papers necessary for submitting Hospitalization bill Itemized original hospital bill for the total amount paid. Original voucher

of Consultant’s fee. Original voucher of Surgeon’s fee in case of surgery. Prescriptions of medicine used in the hospital along with money receipts

of purchase. Original hospital discharge report/summary.

Subsistence Allowance/ Meal Allowance (Local)

An employee who is required to travel out station on company business beyond a radius of 33 km. From his office (within Bangladesh) shall be entitled to subsistence allowance as follows:

If the work requires a stay of 24 Hours or more inclusive of travel timeDesignation

RateTop 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

RateTop 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/

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:

a) Hotel Rental b) Rental Without Receipts

Designation Hotel Rental With ReceiptsHotel Rental Without Receipts/ Lodging

LocalTop 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/

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/Hong Kong

Meal Allowance

Meal Allowance

Top Management USD 100 USD 150Sr. Management (DGM & AGM)

USD 85 USD 120

Manager USD 70 USD 100Asst. Manager USD 50 USD 70Executive USD 50 USD 70* For all overseas travels, exchange fluctuation loss up to 3% will be considered, subject to the approval of the management.

An employee traveling outside Bangladesh, on company business shall be reimbursed on production of receipts for the Airport Charges, Tax and Transportation Expenses. The mode of transport using hired vehicle must first be approved by the Managing Director. The airfare for such business trip/courses shall be as follows:

Designation Asia & Rest of the world

Europe/America/Japan/ Hong Kong

Air Fare Air FareTop Management Business BusinessSr. Management (DGM & AGM)

Economy Economy

Management Economy EconomyAsst. Manager Economy EconomyExecutive Economy Economy

Accommodation Allowance (Overseas)

An employee traveling outside Bangladesh, on company business shall be paid accommodation allowance as per stated below:

DesignationAsia & Rest of the World

Europe/America/Japan/Hong Kong

Without receipt

Without receipt

Top Management USD 75 USD 100Sr. Management (DGM & AGM)

USD 60 USD 85

Manager USD 45 USD 65Asst. Manager USD 35 USD 60Executive USD 35 USD 60Non- Executive At the discretion of MD

Hotel Rental with Receipt:

Actual cost for single deluxe (Top Management) Actual cost for single room (Executive to Sr. Management)

Transfer Reimbursement

The company shall pay a transfer allowance of TK. 15,000/ for a married employee (Executive & above) and Tk. 9,000/ for a single employee, for the inconvenience caused by such transfer from one station to other. Transfer allowance for non-executive is Tk- 9,000/ (married) & Tk-6000/ (single) respectively. Traveling allowances, Meal allowances and Accommodation allowances shall be paid according to company rules.

Transport & Traveling allowance

Employees authorized to use his/her vehicle in performing the duty, shall be reimbursed

transport expenses:

Description/Vehicle Allowance

Motorcar Tk.8 / Km

Motorcycle Tk-4 /Km

Parking fees and toll

charges

Shall be reimbursed upon

submission of receipt

Wedding Loan

Interest free wedding loan for the confirmed permanent employee. Loan amount is 3 times Gross salary (maximum amount of Tk-100,000/)

Meal Allowance

All confirmed regular employees are entitled for a monthly meal allowance as per their Job Grade which is payable with their salary.

Children Education Allowance

All regular employees are entitled for Children Education Allowance up to maximum 2 children (age should be with in 25 years). Allowance is payable with the monthly salary as per the employee Job Grade.

Gratuity

All confirmed regular employees are entitled for Gratuity as per stated below:

Years of Service Allowance

After 5 years 1 last drawn basis for each

completed year

After 8 years 1.5 last drawn basis for each

completed year

After 10 years 2 last drawn basis for each

completed year

Long Service Award

For all confirmed regular employees the reward will be with the form of Gold medal worth

different values relating with time frame:

Years of Service Reward

After 5 years 2 vhori Gold

After next every 5 years 3 vhori Gold

Leave Fare Assistance

All regular employees are entitled for Leave Fare Assistance on monthly basis as per their Job Grade which is payable with their salary.

One of the prime objectives of ROBI is to develop its individual employee’s career.

Career DevelopmentCareer Development

Through appraising their performances & providing with knowledge & skills through proper training and Development programs.

Induction

After joining, new employee is subject to attend an induction program. This program provides new employee with basic backgroung information about employer, information about company rules and practices, organization’s products and services. This new employee socialization program shall be condunted by HR Division.

Performance Appraisal

To achieve the overall organization goal, each employee is assigned with his induvuidual goals. A periodic (normaly in the month of December) appraisal is conducted with the view to monitoring the employee performances and to find out the training need and developments of each employee. Good performars are awarded accordingly for their contribution to ROBI.

Organizational Development

ROBI Management gives immence emphasis on developing its Human Resources by allocating huge money with yearly training programs (both local and overseas training). Annual training calander is drawn up consisting with the training need assessment of all members of the organization. In-house training is also arranged with ROBI’s own facilitators. Usually trainees are send to Sweden, Egypt, France, Malaysia, Indonesia and India for various training programs.

Promotion

A systametic promotion policy is followed in terms of promoting the deserving employees in line with the succession plan. Promotion is given to an employee when there is vacancy in the higher position and the employee has the required skills, experience to undertake the job. Upgradation is also awarded on the basis of performances and capability of the individuals.

MotivationMotivation

As motivation is a prime factor to job satisfaction, Management is willing to take initiative by offering following schemes:

Performance Bonus

Performance bonus may be given to the good performers with accordance with the company

rules and mangement discrition as a recognition of ones performance through-out the year.

Reward & Recognition

Reward & Recognition policy is introduced to award the outstanding performers of TMIB for

best employee of the year, best employee of the division, outstanding performers, best team

performers & best support staff.

Safety & Security

For confronting contingency or any possible accident in the work places, all ROBI offices contains fire extinguishers and first aid box and ROBI is in the brink of establishing a comprehensive safety and security policy for safeguard of our lives and properties as well.

Punishments

The measurement of punishment should be proportionate to the severity of the offence committed. The punishments could be as follows:

Written Warning; Suspension without pay for a period not exceeding 7 (seven) working days; Defer increment for a period not exceeding two (2) years Degradation to any lower grade; Dismiss the employee without notice; and Termination Impose any other lesser punishment other than (a) to (e)

Right of Appeal

An employee on whom any form of punishment is imposed as provided in the article above shall have right of appeal to the chief Executive officer of the company within 14 (fourteen) days from the date of notification of punishment served on him.

Retrenchment

An employee whose service is terminated on ground of redundancy shall be entitled to a) one month salary for each completed years of service b) payment of outstanding annual leave day. The principle of “ Last in First Out” shall be followed. In the event of vacancy arising within twelve (12) months of the retrenchment, the company shall give preference to applications from ex-employees declared redundant previously

Medically Boarding Out

When an employee is incapable either physically or mentally to under go his job, management may discharge him/her from service upon recommendation of the Government Medical Board.

Retirement

Optional Retirement

Compulsory Retirement

Male 50 Years 58 YearsFemale 45 Years 58 Years

Note: All types of benefits are changeable according to management decision.

Employee Satisfaction

Employee Satisfaction

Employee satisfaction is the terminology used to describe whether employees are happy and

contented and fulfilling their desires and needs at work. Many measures purport that employee

satisfaction is a factor in employee motivation, employee goal achievement, and positive

employee morale in the workplace.

Employee satisfaction, while generally a positive in your organization, can also be a downer if

mediocre employees stay because they are satisfied with your work environment.

management,

understanding of mission and vision,

empowerment,

teamwork,

communication, and

coworker interaction.

The factors effects employee satisfactions are following:

1. Organization development factors

• Brand of organization in business field and comparison with leading competitor.

• Missions and Vision of organization.

• Potential development of organization.

2. Policies of compensation and benefits factors

• Wage and salary

• Benefits

• Rewards and penalties

3. Promotions and career development factors

• Opportunities for promotion.

• Training program participated or will do.

• Capacity of career development

4. Work task factors

• Quantity of task

• Difficult level of task

5. Relationship with supervisor factors

• Level of coaching

• Level of assignment for employee

• Treatment to employee etc

6. Working conditions and environment factors

• Tools and equipment

• working methods

• Working environment

7. Corporate culture factors

• Relationship with coworkers

• Level of sharing etc

8. Competencies, Personalities and Expectations of employee factors

• Competencies and personalities of employee are suitable for job?

• Expectations of employee are suitable for policies of organization?

Some other factors related with the employee satisfactions are given below:

• Interesting work

• Appreciation of work

• Job security

• Good wages

• Promotion/growth

• Good working conditions

• Personal loyalty

• Tactful discipline

• Sympathetic help with problems

• Preferred incentives

• Flexi-timing

• Telecommuting

• Company paid vacations

• Accident and health insurance benefits

• Retired benefits

• Asset building loans

• Company transport etc

1. Importance of employee satisfaction for organization

• Enhance employee retention.

• Increase productivity.

• Increase customer satisfaction

• Reduce turnover, recruiting, and training costs.

• Enhance customer satisfaction and loyalty.

• More emerge• Improve teamwork.

• Higher quality products and/or services due to more competent energized employees. Tic

employees.

2. Importance of employee satisfaction for employee

• Employ will believe that the organization will be satisfying in the long run

• They will care about the quality of their work.

• They will create and deliver superior value to the customer.

• They are more committed to the organization.

• Their works are more productive.

Analysis and Findings

SWOT analysis of HR division

Strength: The main strength of ROBI HR Division is the authority to work. Robi HR Division has authority to maintain the employee properly. The employees from different division have proper respect for HR division. This respect was gained by the HR division.Types of

Weakness: Still Bangladesh has lack of enough HR personnel in the marker. HR division does not have proper HR person to provide responsibilities. It is important to have employee, who understand HR and can work according to Hr need.

Opportunity: ROBI is a huge organization consisting more than 4000 employee. There are four types of employee; Regular, Contractual, Part time and Internee. ROBI HR Division has to look after all types of employee. HR division can work in several sectors along with those employees. Very few Bangladeshi organization have this kind of opportunity. An additional thing is ROBI alos has enough financial resources for successful implementation of HR policies.

Threat: It is also very difficult for ROBI to handel with such a gigantic number of employees. It is very normal that any process can be bewildered when there is nit enough internal resources. Sometimes the total process can be injudicious.

Conclusion and Recommendations

Recommendations

We want to recommend the followings facts from our view point:

The Human Resources Management system of ROBI is up to mark. But the management authority needs to look some major issues like compensation policies, allowances and transfer policies.

In the selection and recruitment process the responsible personnel should be more transparent as some of the internal and external applicants mentioned.

As a multinational company for making the process more effective ROBI should analyze the recruitment and selection process of other multinational company of home and abroad.

Employee should maintain a positive attitude with coworkers and as well as with management and with others departments.

Robi needs more man power for handling it’s huge volume of employee Tactful discipline is required in order to implement sound human resource management

system

CONCLUSION

From the above discussion we can easily understand that Axiata (Bangladesh) Ltd.

(ROBI) is one of the top mobile Company of Bangladesh. It covers the whole Bangladesh by its

network. There are many product and services of ROBI is available in Market. At this moment

the company is in growing position. But the strategies of the company will make the company

“number one” mobile company of Bangladesh.

So we can easily find out the Human resource practice, recruitment and selection

process, employee satisfaction and relations at ROBI is a very developed and effective one. As a

multinational company for making the process more effective ROBI should analyze the

recruitment and selection process of other multinational company of home and abroad. That

can make ROBI perfect in recruiting people and the company will get efficient professionals,

that will increased the productivity as well as revenue.

The most important key source factor of Axiata (Bangladesh) Ltd is it's efficient

human resource. It is using the state-of-the-art GSM technology and continuously monitoring

its network traffic to ensure network quality. Moreover, its decisions are based on facts from

market research and coverage survey. The company also monitors it's competitor's activities

and is proactive in marketing decisions.

REFERENCES

Career Management

By - Jeffery H. Greenhaus

Gerard A. Callanan

Varonicam Godshalk

www.axiata.com

www.telecompaper.com/news/article.aspx

www.linkedin.com/.../axiata-bangladesh-ltd

www. robi .com.bd

www.btrc.gov.bd/

www.btrc.net

www.btrc.org/

www.genecards.org/cgi-bin/carddisp.pl

www.fao.org/sd/.../highlight_37167en.html

en.wikipedia.org/wiki/Axiata_Group_Berhad

en.wikipedia.org/wiki/robi, etc.