recommendations doc

7/29/2019 Recommendations Doc

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Recommendations:

The Recommendation framework has been developed based on the Case Studies, Literature

Review and Key Informants Interview. Each of the Recommendations has been divided into the

following building blocks:

1 Improvement of Human Resource Policy within the organization1.1 Why this is necessary: The Status QuoProblem ImpactsBureaucratic Nature of theOrganization Lack of adaptability Stagnation in the operational flow

Impedes Creative thinking Delayed implementation of a plan Myopic Vision of the Industry

Lack of PerformanceAppraisal Lack of Motivation among the employees Unidentified need gapsPoor Talent Management Lack of talented people within the organization

More focus on technical part of the business Over-crowd of engineering students with little business knowledge

Lack of Complete Skill Sets Top Management with poor business knowledge Incompetent leaders incapable of driving the company towards

success

.

Recommendation Status Quo The Solution

ChallengesSuccess Story

from Case Studies


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1.2 The SolutionIn order to mitigate the ongoing talent crisis within the organization Teletalk needs to take a

holistic approach from two different angles:

1. Restructuring the top Management

2. Designing a complete talent management process

Each of the idea is discussed below:

1.2.1 Restructuring the Top Management

1.2.2 Designing a proper Talent Management Process1.2.2.1 Attracting New Talents

Teletalk should arrange Campus Road Shows at Engineering and Business Schools of

Bangladesh to encourage fresh talents to apply at Teletalk.

Introduction of an innovative organizational culture

The organization must promote innovation and todo so the entire management must believe in the

power of continuous innovation

The top management must focus on the businessstrategies without focusing too much on the

technological part

Proper Training system to reduce bureaucracy

Training programs must be arranged to change the traditional bureacratic system from the organization

Building a strong top management

The top management team must comprise of peoeple with strong experience within the industry andbusiness knowledge

More Autonomy in the Managerial Level

Reduction of Government Authority at the decisionmaking process within the organization

Providing authority to the key managementpersonnel to exercise immediate enactment of any

plan


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Like the top companies in Bangladesh, Teletalk should hire people based on proper

hiring process that assesses a persons intellectual and analytical ability.

After recruiting the fresh talents, the company must arrange for training sessions to

instill the required skills within the employees

1.2.2.2 Retention and Motivation of Employees There should a feedback system where each of the employees will be scored based on peer

evaluation and supervisors reaction towards the performance of the employee.

The company must offer attractive compensation package to retain its best talents

To motivate employees, recognition can be given to the employees for their individual

contribution to the company

On a regular basis, there should be an annual need assessment analysis where the skill

needs among the employees will be identified and proper training and mentoring can be

arranged to meet the need gaps

To ensure the best performance of the employees fair career progress within the

organization must be ensured.

1.3 ChallengesThe management will also fear that the new set of policies will give them less security. However,

change resistance is always a management challenge. This can be addressed by

Motivational Programs,

Job Security Assurance and

Appraisal & Reward Mechanism.

CampusSeminars to

encourage freshtalents

Fair Recruitment

process to hirethe skilledpeople

Proper trainingsystem

EmployeePerformanceApparaisal

System

Attractive

RemunerationPackage

EmployeeMotivation

Need GapAnalysis

Continuous

Training andGrooming

Fair CareerProgress and

Promotion


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1.4 Case Study ExampleTelenor and Singtel are operating global businesses with very limited Human Capital at their home

countries and still making profit. Telenor is a role model for Employee Management and have

changed the HR Corporate Culture in many different host countries including Bangladesh.

Etisalat of UAE was continuously losing Market Share after opening up of the monopoly market andthere operation was also getting stagnant. However, their extension in the Saudi Telecom Market,

they suddenly become very positive, confident and aggressive about their business.

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