Negative Human Resource Practice: Telecommunication in Bangladesh

Letter of Transmittal jar against 25, 2012 Tarana Aziza Khan Lecturer (BBA De violatement) Northern University Bangladesh Subject Submission of a communicate Negative HR reading in telecom Sectors of Bangladesh. Dear Madame, Here is an denomination on Negative HR Practice in Telecommunication Sectors of Bangladesh. This concession was assigned to us for the purpose of finding the negative practices in world imagination of telecommunication sectors. This report concentrates on the telecommunication sector in Bangladeshs Perspectives.We tried to gather a collection of information to make our report specific. Through, the procedure of preparing the report we developed a clear effort of supply scenario of the negative practices in HR, of telecommunication sectors in Bangladesh. We tried our level best to make this report as reflective as possible. We appreciate to provide whatsoever information or classification if necessary. This subsidization was a not bad(p) learning experience in present organizational environment. Each aspect is considered and study as required and as per direction of our course instructor.We would like to thank for assigning us such(prenominal)(prenominal) a responsibility and helping us on different aspects of the assignment. Yours Sincerely, Ariful AlamBBA26090370004Section 8A Kamrul HasanBBA26090370025Section 8A Ariful MalekBBA26090370023Section 8A Anisha FahrinBBA26090370009Section 8A Shipra BhattacharjeeBBA26090370008Section 8A Table of contents Sl. No. content Page no. 1. Acknowledgement 04 2. Abstract 05 3. Introduction 06 4. About Grameen shout out 07 5. About Banglalink 08 6. Graphical and statistical synopsis ( research by question) 09-28 7. Review of the HR situation and recommendation 29-30 8. Comments 31 9. ending 32 10. Appendix 33 Acknowledgement The submission of this report of Negative HR Practice in Telecommunication Sector of Bangladesh is a great opportunity for us. The success of thi s assignment depends on the contributions of number of quite a little especi each(prenominal)y who contribute divided up their thoughtful guidance, contribution, suggestions and experience to improve this report.This assignment has created a great deal of inte substitute in us. We must(prenominal) thank a few people who help and encouraged us to grow our interest. First of all we would like to thank our honorable course instructor Tarana Aziza Khan for her proper guidance and cargon. Without her guidance and suggestions we couldnt develop comp permited this assignment properly. She has instructed us how to prep argon a report correctly. Also thanks to Grameenphone and Banglalink Telecom for macrocosm patient enough to co-operate with us and completing out the surveys successfully.We obviously would like to give a special thanks to the Almighty for giving us such patience and power for completing this assignment smoothly. Lastly we pot say that, we fork out enjoyed in preparin g this assignment and presented it for kind judgment. Abstract Purpose of this assignment is to outline the HR situation in telecommunication companies of Bangladesh, from the Survey done with Grameenphone Ltd. , and Banglalink Telecom Ltd. We made human re theme questionnaires and got Grameenphone and Banglalink employees to fill them up, and analyzed the statistic with graphs and textually.Because its impossible for us to survey all 3500 employees (summing up total employees of Banglalink and Grameenphone), we surveyed 33 employees from close to(prenominal) the companies combined. Introduction Our project paper is all roughly Negative Human mental imagery Practice in Telecommunication Sectors of Bangladesh. For a long period, Grameenphone and Banglalink are ruling the Bangladeshi telecommunication market. Because, at that place was a great deal of opportunity is gradually increasing. For all the competitions upcoming thither is a great negative impact on this sector.Thus, i n that respect are a lot of challenges and opportunities today for managers to use HR management. In our project paper we have analyzed the survey reports and statistics, and reviewed them comparatively with the negative HR practices. all(a) the selective information are collected from the companies, meeting the employees face to face or over personal linkage and the primary entropy are collected from the interviewed survey. Our sample size is 33 individuals (both male, female entry/ middle level go awayer and managers). We designed our questioner in a contemporary way.Almost 90% primary data has collected from the face to face interview with the respondent. Only a 10% data has been collected finished the internet. Before Grameenphones inception, the phone was for a selected urbanized few. The cell phone was a luxury a flouting accessory for the select elite. The mass could not contemplate mobile telephony as being part of their lives. Grameenphone started its journey with the V illage Phone program a pioneering initiative to empower rural women of Bangladesh. The cite Grameenphone translates to rural phone.Starting its operations on March 26, 1997, the Independence Day of Bangladesh, Grameenphone has come a long way. Grameenphone pioneered the and so breakthrough initiative of mobile to mobile telephony and became the first and only operator to cover version 98% of the orbits people with ne bothrk Since its inception Grameenphone has built the largest cellular net pass in the country with over 13,000 base stations in more than 7000 locations. Presently, nearly 99 part of the countrys population is at heart the coverage area of the Grameenphone network.Grameenphone has always been a pioneer in introducing new products and work in the blanketical anaesthetic market. GP was the first company to introduce GSM technology in Bangladesh when it launched its services in March 1997. Grameenphone was alike the first operator to introduce the pre-paid serv ice in September 1999. It established the first 24-hour Call Center, introduced value-added services such as VMS, SMS, fax and data transmission services, international roaming service, WAP, SMS-based push-pull services, EDGE, personal ring back intent and many oppositewise products and services.The entire Grameenphone network is also EDGE/GPRS enabled, allowing access to noble-speed Internet and data services from anywhere within the coverage area. at that place are currently nearly 2. 6 gazillion EDGE/GPRS users in the Grameenphone network. Today, Grameenphone is the leading telecommunications service provider in Bangladesh with more than 36 trillion subscribers as of December 2011. Orascom Telecom Bangladesh Limited (Banglalink) is fully owned by Orascom Telecom Holding S. A.E, Egypt, (OTH) the ultimate call down company of the group is Vimpelcom, the 6th largest mobile phone operator in the world. Banglalink was acquired by OTH in 2004, and aft(prenominal) a complete o verhaul and the deployment of a new GSM Network, its telecommunication services were re-launched under the brand name Banglalink. When Banglalink began operations in Bangladesh in February 2005, its impact was felt immediately overnight mobile telephony became an low-cost pickaxe for customers across a wide range of market segments.Banglalinks success was based on a simple mission bringing mobile telephony to the masses which was the cornerstone of its strategy. Banglalink changed the mobile phone status from luxury to a necessity and brought mobile telephone to the general people of Bangladesh and made a place in their hearts. The mobile phone has become the symbol for the positively charged change in Bangladesh. This positive change that is preferably correctly attributed to Banglalink has become the corporate positioning of Banglalink and is translated in their slogan making a difference or din bodol. Making a difference not only in the telecom industry, but also through its p roducts and services, to the lives of its customers. This corporate stance of making a difference has been reflected in everything Banglalink does. Banglalink achieve 1 million subscribers by December 2005 and 3 million subscribers in October 2006. In less than two years which is by December 2007, Banglalink over likewisek Aktel to become the second largest operator in Bangladesh with more than 7. 1 million customers. Banglalink currently has 20. 05million subscribers as of April 2011, representing a market share of 27. 3%. Growth over the last years have been fuelled with innovative products and services tar fathering different market segments, aggressive improvement of network quality and consecrated customer care, creating an extensive distribution network across the country, and establishing a strong brand that emotionally committed customers with Banglalink. Graphical Analysis Options conform to rate Stressed leashI III 8 Relaxed IIII IIII III 13 okey IIII IIII II 12 anal ytic precis In the question of how the employees are feeling, you can see most of them selected each they are relaxed or okay. 0% + 36% = 76% having the positive respond, we can infer that the work in telecommunication sector isnt that much stressful, mend more or less 24% of the employees are hard-pressed on a daily basis. Options trial believe Work IIII IIII 10 Personal IIII IIII 9 Others IIII IIII IIII 14 analytic digest In the question of how the employees stress level rises, you can see them selecting every option almost equally. However, the stress level rising from their professional life is only 30% from the sample of employees surveyed.Which leads the an other(a)(prenominal) 43% + 27% = 70% having the positive respond about their work, we can again infer that the work in telecommunication sector isnt stressful to the majority. Options Tally Count There is IIII IIII IIII IIII IIII IIII III 33 There isnt 0 Somewhat 0 analytical lineation In the question of if ther e is enough employees for every work in their respective organizations, we can see that there is flawless achievement in telecommunication sector for the recruitment count, having recruited enough employee for all the works they would need to be done.A hundred pctage of the people that we surveyed have verbalise they are being totally supported by their organizations by distributing their works properly among employees. Options Tally Count Excellent IIII IIII II 12 Average IIII IIII IIII I 16 Flawed III 3 There isnt any II 2 Analytical Synopsis In the respondents feedbacks, majority (49%) of them having selected the communication among all the employees are average and the 36% of them has rated the communication as excellent, while rest of the minority have rated the communication agreement of the organization in a negative way.Thus, we can infer from the majority having rated the communication system positively, its spot on. The minority probably have lose of interpersonal c ommunication skills, causing them not to be able to interact or fit in with others. Options Tally Count Yes IIII IIII IIII IIII IIII III 28 No IIII 5 Analytical Synopsis In the question of how the organizations are supporting the employees with the technological support, we can see that there is dominant victory in telecommunication sector for the tech support, being based on full on digital works.About 85 percent of the people that we surveyed have said they are being totally supported technologically by their organizations. The other 15% are likely to be generally frustrated, and blaming it on the organization. Options Tally Count Really high IIII IIII I 11 evenhandedly IIII IIII IIII 14 No pres received IIII III 8 Analytical Synopsis In the question of how the organizations are pressuring them to reach their monthly target or goal, majority of them have responded with the do Fair, which means they are satisfied with the amount of obligate given by their respective organization .However, having a close win over the second highest selection Really high rate of pressure could either be good or a bad thing. It might be good because the organizations are work to make their employee more, generating more productivity out of them. On the opposite end, another close call for No pressure at all is also a win-lose situation. Win, because the employees will be relaxed, and less fatigued, but at the aforesaid(prenominal) time, the hard working employees will get de-motivated as their better works arent being appraised as good as they deserve.Options Tally Count Yes IIII 5 No IIII IIII IIII I 16 faint-hearted IIII IIII II 12 Analytical Synopsis This question basically determines how much the employees know about functions way of thinking about the human resource policy. About 36 percent of the employees are not confident about self-assurances mindset about human resource, whereas the rest 64 percent have confidently answered the question with direct yes and no, h aving the majority in yes, well take it that authority is quite confident about their HR policy being flawless.Options Tally Count Fair IIII IIII III 13 Average IIII IIII IIII II 17 Flawed III 3 Analytical Synopsis The majority of the employees (52 percent) have responded to it saying that they think the HR Policy is average, and another 39 percent have responded saying it is fair, both on positive account. So theyre most likely apt with the policy the way it is. The rest of the employees think the HR policy is flawed, but for their minority, its not a big deal. Options Tally Count No, there isnt IIII IIII II 12 There is IIII I 6Unsure IIII IIII IIII 15 Analytical Synopsis As about 46 percent of the surveyed employees have said there was no biasness in the selection process, 18 percent has confidently said that is biasness in the selection process, and rest 36 percent are incertain of it. Theres a relegate for biasness if theres more people in the critical zone (who think theres biasness and people who are unsure), than people that are saying there isnt any biasness. Options Tally Count There is IIII IIII IIII III 18 There isnt IIII 5 Somewhat IIII IIII 10Analytical Synopsis Majority of the surveyed people have let it be known that theres equity among employees, as far as necessary at least. Although, 15 percent of the employees would beg to differ saying there isnt any equity among employees. Considering minority level on the negative respondents, its probable that the minority could be wrong in roughly extent. Options Tally Count Excellent IIII IIII IIII 14 Average IIII IIII III 13 Flawed I 1 There isnt any IIII 5 Analytical Synopsis Training is an important process for study of an employee.So we decided to ask them their opinion about the effectiveness of the homework process that they had gone through. Majority have responded positively saying the training is Excellent (43%), or Average (39%), and about 15 percent havent gone through training yet, an d the rest about 3 percent, they think that the training system might be flawed. Options Tally Count Majorly IIII IIII IIII 15 Somewhat IIII IIII 9 Indifferent IIII IIII 9 Analytical Synopsis This question basically determines how many employees are satisfied with their performance appraisal method.About half the employees of the organizations are happy with their performance appraisal method, and the other half feels the need of better improvising. Options Tally Count Fair IIII IIII IIII IIII 20 Biased IIII II 7 Flawed III 3 Unsure III 3 Analytical Synopsis Just as the selection method question, in this question we have tried to get their opinion about how good their promotion strategy is. 61 percent of them have answered positively, 9 percent were unsure, another 9 percent think the method is flawed and needs change, and about 21 percent thinks theres definitely some biasness corrupting the process.So we can infer, there might actually be some biasness in the promotion strategy, which whitethorn not be too widespread though. Options Tally Count Over the top IIII II 7 Pretty much IIII IIII IIII 14 Indifferent IIII III 8 Its not IIII 4 Analytical Synopsis This question determines the employees satisfaction level with their compensation, benefits and their switching tendency. According to the statistics data and results we can infer that around 43 percent of people are happy with their compensations and benefits and another 21 percent are more than happy with their compensations as they hink theyre getting enured better than any company would treat them. Out of the rest, theres another 24 percent who feel the need to be treated better and are kind of in a composite state, where the last 12 percent wouldnt miss a chance to switch to some other organization because they are genuinely unhappy with their compensations. Options Tally Count No IIII III 8 intelligent IIII IIII I 11 Extreme IIII I 6 Unsure IIII III 8 Analytical Synopsis The majority (34%) of re spondents have said the favoritism tendency among same level employees is in a probable extent, while 24% have said there was no favoritism tendency.Also, another 24% is unsure about the idea of favoritism in their respective organizations, whereas 18 percent of surveyed people have said there to be an extreme level of favoritism tendency, which could yet be some hoax. Options Tally Count Great IIII IIII I 11 Average IIII IIII III 13 Indifferent III 3 non much IIII I 6 Analytical Synopsis Most of the surveyed respondents (33+40=73%) have replied in positive way saying theres great / average opportunity to learn or grow in their organizations, whereas the other 27 percent would like to disagree saying there may not be as much opportunity out there for them.It could be that those employees are just bored at work because of having to do the same kind of work over and over again. Options Tally Count Over the top IIII 5 Pretty much IIII IIII IIII IIII II 22 Indifferent IIII 5 It do esnt I 1 Analytical Synopsis Majority (67+15=82%) having responded in a positive way, arranges this scenario that the job is completely secured up to their expectation, even 15% among them thinks that its even better than their expectation. some other 15 percent of people think that their job certification could be better, and are not really much impressed with their job security.Rest 3 percent responded plain negatively. Options Tally Count Over the top IIII IIII IIII I 16 Pretty much IIII IIII IIII 15 Its not II 2 Analytical Synopsis From the statistic, we can tell the HR Departments of Telecommunication sector doesnt hold back employees from having the chance to relax and let the stress wear off as, 49+45 = 94 percent of statistical population have responded positively, while 6 percent of the employees are probably for some reason left(p) out, maybe for some biasness or whatsoever. Options Tally Count Always IIII IIII IIII II 17 Sometimes IIII IIII 10Rarely IIII I 6 Not at all 0 Analytical Synopsis Since theres 0 percent rate of not at all being reached out to when necessary, there is definitely a lot of support from the authority to their subordinates there, and theres only 18% of employees have said the authority hears them out, it could possibly be for the reason of too much stuff on handout for them, having to plan and implement bigger things. Majority being 52 percent, always having good communication with the authority and 30 percent only reaches them when they have issues in their hands. Options Tally CountPeople that added extra comments IIII IIII I 11 People that didnt add extra comments IIII IIII IIII IIII II 22 Analytical Synopsis As one third of the statistical population made comments, mostly positive and a few about problems and suggestions, we might infer that the one third of the population are intellectual, and the majority two third of the statistical population not saying anything to the comment, could either mean that theyre most th e time dedicated to their work, or the organizations HR Policy isnt giving them enough freedom to speak out, for which reason they are too timid to speak out.Review of the report and recommendations From the above graphical and statistical analysis, we can get a rough picture of the human resource practices in those telecommunication related organizations. The dimensional analysis puts up the following picture up in my mind. Employees are more relaxed than stressed every day, and the source of the stress is hardly work life, which is a success for HR department. Even with that, HR department may take a lot of stress reducing procedures to help ease the stress level and pass on the employees keen on their work.The organizations also have good recruitment system, gathering enough trained recruits to cover all the work as per organizational needs. There might be a little biasness in the selection process and promotion strategy, but it isnt as bad as in other sectors, as its not affec ting other employees mindset, also because even the worst recruit is skilled there. Theres also enough technical support because the organization wants their employees not to face any kind of frustration not being supported by any way.Authority is very confident about the HR policy being decent, while most of the employees are even aware of it. Theres good employee-to-employee, employee-to-authority, authority-to-employee communication, and most of them have strong interpersonal relationship, and even the acquaintances are friendly there, having affect on the motivation level, uprising it by a sky high level. Theres delightful much a good level on equity among the employees, there could be exception in some cases but still the rate would be very low.The organization sometimes might push the employee too much to achieve their monthly targets, but most the time the pressure level is reasonable for saying. The training process is quite good and effective but a few employees arent take n on any training program, whereas the employees are somewhat happy with their performance appraisal method. The compensation received is pretty much more than good for the employees, even with this highly priced lifestyle in Dhaka.Favoritism tendency is also in reasonable extent, which is not a big problem as all of them are getting the same chance to learn and grow from working in the organization. The employees are very happy with their job security also. Human Resource Department might be too tight on them sometimes when theyre speaking out, for that they fear to speak out about the organization most the times. I think the HR department and the organization could use some improvement to make the employee satisfaction level even high to make the most out of them. Recruits shouldnt be selected at all in bias conditions. * furtherance strategy needs improvising. * Hear out the employees more often. * Arrange more training for employees to make sure nones left out. * Increase the compensation of underrated employees. * Less pressure on employees, as pressure might cause stress, which isnt good. * Appraise performance in more ways. * Take more locomote to reduce stress. * Let not the employees fear you, causing them to sit shut still. * Allow employees to speak out. I would rate the telecommunication sector as followingsHR Policy Recruitment Policy Selection mathematical process Communication Chance to grow and learn Compensation and benefit Job Security Freedom strengthener Overall Comment From the data, we can say that most of the employees are pretty much satisfied with their HR policies and they are happy to work with the organization in both Grameenphone and Banglalink. Yes, they would need some improvement, but who doesnt? Theres always room for improvement no matter how good you are.In other words, the telecommunication sector has one of the best human resource management system comparative to other sectors of Bangladesh. Conclus ion In the end, we can say that negative practice in HR in telecommunication is in very low rate, keeping their employees satisfied with adequate compensation and facilities that they expect. If this situation keeps up, we expect the best for the telecommunication business in the future. Appendix * Grameenphone Ltd. * Banglalink Telecom Ltd. * The Internet * Personal References