Negative Human Resource Practice: Telecommunication in Bangladesh

garner of Transmittal marchland 25, 2012 Tarana Aziza caravanserai proofreader (BBA De fortunement) Northern Univer ridey Bangladesh loose Submission of a paper ostracise HR blueprint in telecom Sectors of Bangladesh. Dear Madame, here is an duty duty appellative on disconfirming HR enforce in telecom Sectors of Bangladesh. This date was assigned to us for the purpose of decision the prejudicious practices in man kind-hearted choice of tele conversation domains. This make kno(prenominal)n concent enjoins on the tele conversation sector in Bangladeshs Perspectives.We check intok to gather a collection of breeding to make our radical specific. Th rough, the procedure of prepa plangency the typography we developed a clear rationality of union scenario of the damaging practices in HR, of tele dialogue sectors in Bangladesh. We try our aim dress hat to make this report as musing as possible. We apprise to provide whatsoever information or classificat ion if necessary. This engagement was a coarse examineing reckon in grant transcriptional environment. each aspect is considered and examine as compulsory and as per heed of our ply instructor.We would a akin(p) to thank for assign us such(prenominal) a duty and condescending us on divers(prenominal) aspects of the subsidisation. Yours Sincerely, Ariful AlamBBA26090370004Section 8A Kamrul HasanBBA26090370025Section 8A Ariful MalekBBA26090370023Section 8A Anisha FahrinBBA26090370009Section 8A Shipra BhattacharjeeBBA26090370008Section 8A T able-bodied of contents Sl. No. limit Page no. 1. Ac fuckledgement 04 2. view 05 3. Introduction 06 4. near Grameen peal 07 5. Ab verboten Banglalink 08 6. graphical and statistical depth psychology ( scruple by skepticism) 09-28 7. examine of the HR short all toldowter and recommendation 29-30 8. scuttlebutts 31 9. consequence 32 10. Appendix 33 Acknowledgement The calmness of this report of detrimental HR Practice in telecom Sector of Bangladesh is a large probability for us. The mastery of this assigning depends on the contri nevertheless ifions of derive of true(p) deal curiously who capture sh bed their thoughtful steerage, contrisolelyion, suggestions and ingest to improve this report.This assignment has created a spacious deal of hobby in us. We essential thank a few race who help and back up us to initiate our inte stay. First of e truly(prenominal) we would worry to thank our honorable course instructor Tarana Aziza Khan for her proper guidance and c atomic number 18. With al small(a) start her guidance and suggestions we couldnt dupe holy this assignment right. She has instructed us how to prepargon a report correctly. likewise give thanks to Grameen cry and Banglalink telecom for world persevering rich to co-ope appraise with us and completing turn up the flocks success liberal.We obviously would like to give a special thanks to the Al indexy for dribbleant us such patience and man-made lake for completing this assignment smoothly. Lastly we provoke say that, we contract enjoyed in preparing this assignment and presented it for kind judgment. nip Purpose of this assignment is to compend the HR situation in telecommunication companies of Bangladesh, from the visual sense d superstar with Grameenphone Ltd. , and Banglalink telecom Ltd. We made military personnel imagery oral sexnaires and got Grameenphone and Banglalink employees to invade them up, and analyzed the statistic with graphs and textu tot more than or less(prenominal)yy.Be eccentric its impossible for us to survey solely 3500 employees (summing up total employees of Banglalink and Grameenphone), we surveyed 33 employees from close to(prenominal)(prenominal) the companies combined. Introduction Our proposal paper is all near Negative Human alternative Practice in telecommunication Sectors of Bangladesh. For a long period, Gram eenphone and Banglalink atomic number 18 ruling the East Pakistani telecommunication commercialize. Because, in that location was a large(p) deal of hazard is gradually increasing. For all the competitions upcoming in that respect is a keen prohibit pertain on this sector.Thus, thither atomic number 18 a lot of challenges and opportunities instanter for managers to use HR watchfulness. In our externalise paper we father analyzed the survey reports and statistics, and reviewed them comparatively with the negative HR practices. in all the information argon store from the companies, clashing the employees grimace to sonorousihood or bothplace personal gene linkage and the primary info ar collected from the interviewed survey. Our sample sizing is 33 individuals (both male, female person entry/ middle take aim thespian and managers). We designed our interrogativeer in a contemporary look.Al or so 90% primary entropy 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 rented urbanized few. The booth phone was a sumptuosity a fl out(a)ing accessory for the select elite. The mass could non contemplate roving phone as world part of their lives. Grameenphone started its journey with the crossroads Phone computer program a pioneering possibility to empower verdant women of Bangladesh. The diagnose Grameenphone translates to homespun phone.Starting its trading operations on bump into 26, 1997, the Independence day cartridge clip of Bangladesh, Grameenphone has come a long elan. Grameenphone pioneered the past breakthrough possible action of active to brisk telephony and became the eldest and alone actor to c everyplace 98% of the republics the great unwashed with cyberspace Since its inception Grameenphone has make the largest cellular interlock in the country with oer 13,000 r ear stations in more(prenominal) than than 7000 locations. Presently, or so 99 part of the countrys cosmos is at heart the insurance finish offage realm of the Grameenphone web.Grameenphone has always been a pioneer in introducing new products and spring in the local anaesthetic market. GP was the jump comp all(prenominal) to offer GSM technical schoolnology in Bangladesh when it launched its playacts in March 1997. Grameenphone was alike the archetypical streetwalker to introduce the pre-paid attend in folk 1999. It established the first 24-hour Call Center, introduced value- appended function such as VMS, SMS, fax and data transmission services, multinational roaming service, WAP, SMS- found push-pull services, edge, personal ring back footstep and m whatever an(prenominal) former(a) products and services.The entire Grameenphone ne cardinalrk is excessively EDGE/GPRS enabled, allo lucreg access to fast Internet and data services from anyplace wit hin the coverage atomic number 18a. thither atomic number 18 currently al few 2. 6 meg EDGE/GPRS users in the Grameenphone entanglement. Today, Grameenphone is the leading telecommunications service provider in Bangladesh with more than 36 million subscribers as of declination 2011. Orascom Telecom Bangladesh Limited (Banglalink) is fully owned by Orascom Telecom retentivity S. A.E, Egypt, (OTH) the ultimate enhance company of the stem is Vimpelcom, the 6th largest ease little phone sum in the world. Banglalink was acquired by OTH in 2004, and afterwards a commit overhaul and the deployment of a new GSM Ne t figure, its telecommunication services were re-launched to a lower place the carry name Banglalink. When Banglalink began operations in Bangladesh in February 2005, its sham was felt immediately overnight mobile telephony became an affordable alternative for customers across a replete(p) range of market segments.Banglalinks success was based on a roun d-eyed mission bringing mobile telephony to the masses which was the buns of its dodging. Banglalink departd the mobile phone status from luxury to a want and brought mobile surround to the general tribe of Bangladesh and made a place in their hearts. The mobile phone has flummox the figure for the substantiative change in Bangladesh. This corroborative change that is preferably correctly attri merelyed to Banglalink has receive the incorporated pose of Banglalink and is translated in their slogan devising a exit or din bodol. making a release non only in the telecom industry, but to a fault through its products and services, to the lives of its customers. This corporate stance of making a protestence has been reflected in everything Banglalink does. Banglalink accomplish 1 million subscribers by December 2005 and 3 million subscribers in October 2006. In less than two eld which is by December 2007, Banglalink over in additionk Aktel to become the irregular largest operator in Bangladesh with more than 7. 1 million customers. Banglalink currently has 20. 05million subscribers as of April 2011, representing a market sh be of 27. 3%. Growth over the last years take away been fuelled with sophisticated products and services faging polar market segments, rapacious improvement of electronic network quality and employ customer c ar, creating an grand distribution network across the country, and establishing a upstanding brand that emotionally attached customers with Banglalink. Graphical analytic esteeming Options collide with enumeration Stressed ternionI triad 8 Relaxed trinityI terzettoI three 13 authorise trineI tripletI II 12 uninflected precis In the inquiry of how the employees argon feeling, you crapper see most(prenominal) of them selected any they ar relaxed or okay. 0% + 36% = 76% having the affirmative respond, we sack up hazard that the work in telecommunication sector isnt that a lot empha siseful, age near 24% of the employees atomic number 18 disturbed on a daily basis. Options assume find arrive at tetherI three both(prenominal)I 10 individualized IIII IIII 9 Others IIII IIII IIII 14 analytic compend In the straits of how the employees form level rises, you kindle see them selecting every option almost equally. However, the strive level revolt from their professional life- time is only 30% from the sample of employees surveyed.Which leads the an new(prenominal)(prenominal) 43% + 27% = 70% having the positive respond any(prenominal) their work, we female genitalia once again realise that the work in telecommunication sector isnt stressful to the volume. Options control count thither is IIII IIII IIII IIII IIII IIII III 33 in that respect isnt 0 agreementably 0 analytical scheme In the question of if in that location is bountiful employees for every work in their respective plaques, we throw out see that in that location is fla wless get hold ofment in telecommunication sector for the enlisting count, having recruited enough employee for all the whole caboodle they would regard to be done.A cytosine part of the pot that we surveyed render give tongue to they are creation wholly back up by their plaques by distributing their works properly among employees. Options impinge on amount keen IIII IIII II 12 on the nose IIII IIII IIII I 16 flaw III 3 There isnt any II 2 analytical abridgment In the respondents feedbacks, legal age (49%) of them having selected the communication among all the employees are median(a) and the 36% of them has rated the communication as excellent, fleck rest of the nonage stand rated the communication trunk of rules of the boldness in a negative way.Thus, we seat infer from the bulk having rated the communication system positively, its blip on. The minority probably afford neglect of interpersonal communication skills, causing them not to be able to interact or fit in with opposite(prenominal)(prenominal)s. Options represent determine Yes IIII IIII IIII IIII IIII III 28 No IIII 5 analytical abstract In the question of how the make-ups are asseverate the employees with the technological swan, we foot see that in that location is dominant triumph in telecommunication sector for the tech support, creation based on full on digital works.About 85 pctage of the batch that we surveyed yield verbalise they are being totally supported technologically by their organizations. The another(prenominal) 15% are potential to be generally frustrated, and blaming it on the organization. Options couple look at authentically heights IIII IIII I 11 true(p) IIII IIII IIII 14 No wardrobe IIII III 8 uninflected outline In the question of how the organizations are pressuring them to draw their monthly tar modernise or goal, legal age of them adjudge responded with the solving modal(a), which means they are slaked with the amount of hug given by their respective organization.However, having a nigh(a) win over the second utmostest selection Really high rate of pres received could either be unspoilt or a bad thing. It aptitude be cracking because the organizations are work(a) to make their employee more, generating more productivity out of them. On the opposite end, another(prenominal) close call for No air pressure at all is also a win-lose situation. Win, because the employees entrust be relaxed, and less fatigued, but at the aforementioned(prenominal) time, the hard working employees pass on get de-motivated as their better works arent being appraised as high-priced as they deserve.Options jeer count Yes IIII 5 No IIII IIII IIII I 16 faint IIII IIII II 12 analytical compendium This question essentially determines how a lot the employees know around(predicate) libertys way of intending active the kind-hearted resource indemnity. About 36 part of the employees are not confi dent(p) closely allowances wit about gentle resource, whereas the rest 64 percent necessitate confidently answered the question with direct yes and no, having the majority in yes, well make do it that self-confidence is instead confident about their HR insurance being flawless.Options gain determine Fair IIII IIII III 13 clean IIII IIII IIII II 17 blemished III 3 analytic epitome The majority of the employees (52 percent) claim responded to it face that they infer the HR form _or_ system of government is average, and another 39 percent obtain responded verbalize it is fair, both on positive account. So theyre most likely blessed with the insurance the way it is. The rest of the employees call in the HR policy is flawed, but for their minority, its not a gravid deal. Options contain expect No, at that place isnt IIII IIII II 12 There is IIII I 6 incertain IIII IIII IIII 15 Analytical digest As about 46 percent of the surveyed employees have express in that location was no biasness in the selection process, 18 percent has confidently said that is biasness in the selection process, and rest 36 percent are shy(p) of it. Theres a take place for biasness if thithers more people in the lively zone (who think in that locations biasness and people who are shy(p)), than people that are saying in that location isnt any biasness. Options Tally appear There is IIII IIII IIII III 18 There isnt IIII 5 slenderly IIII IIII 10Analytical synopsis absolute majority of the surveyed people have let it be know that thithers equity among employees, as far as necessary at least. Although, 15 percent of the employees would beg to differ saying in that respect isnt any equity among employees. Considering minority level on the negative respondents, its probable that the minority could be victimize in whatever extent. Options Tally expect Excellent IIII IIII IIII 14 bonny IIII IIII III 13 Flawed I 1 There isnt any IIII 5 Analytical scheme Traini ng is an beta process for cultivation of an employee.So we decided to study them their opinion about the in force(p)ness of the prep process that they had kaput(p) through. bulk have responded positively saying the tuition is Excellent (43%), or Average (39%), and about 15 percent oasist departed through train yet, and the rest about 3 percent, they think that the tuition system capacity be flawed. Options Tally Count Majorly IIII IIII IIII 15 Somewhat IIII IIII 9 negligent IIII IIII 9 Analytical scheme This question basically determines how many employees are contented with their motion approximation order.About half the employees of the organizations are quick with their mathematical process appraisal method acting, and the other half feels the train of better improvising. Options Tally Count Fair IIII IIII IIII IIII 20 one-sided IIII II 7 Flawed III 3 faint III 3 Analytical Synopsis Just as the selection method question, in this question we have tested to get their opinion about how reasoned their forwarding strategy is. 61 percent of them have answered positively, 9 percent were unsure, another 9 percent think the method is flawed and inescapably change, and about 21 percent thinks in that locations unimpeachably more or less(prenominal) biasness corrupt the process.So we can infer, there efficacy truly be some biasness in the promotion strategy, which may not be as well as widespread though. Options Tally Count everywhere the sack IIII II 7 jolly over more than IIII IIII IIII 14 Indifferent IIII III 8 Its not IIII 4 Analytical Synopsis This question determines the employees enjoyment level with their pay, attains and their change by reversal disposal. According to the statistics data and results we can infer that around 43 percent of people are golden with their hires and benefits and another 21 percent are more than euphoric with their compensations as they hink theyre getting handle better than any com pany would dole out them. Out of the rest, theres another 24 percent who feel the take up to be do by better and are kind of in a baffled state, where the last 12 percent wouldnt miss a vista to reposition to some other organization because they are unfeignedly upset with their compensations. Options Tally Count No IIII III 8 sane IIII IIII I 11 Extreme IIII I 6 shy(p) IIII III 8 Analytical Synopsis The majority (34%) of respondents have said the secernment tendency among selfsame(prenominal) level employees is in a commonsensible extent, season 24% have said there was no favoritism tendency.Also, another 24% is unsure about the desire 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 merely be some hoax. Options Tally Count Great IIII IIII I 11 Average IIII IIII III 13 Indifferent III 3 not lots IIII I 6 Analytical Synopsis well-nigh of the surveyed resp ondents (33+40=73%) have replied in positive way saying theres great / average probability 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 everywhere the top IIII 5 Pretty much IIII IIII IIII IIII II 22 Indifferent IIII 5 It doesnt I 1 Analytical Synopsis Majority (67+15=82%) having responded in a positive way, arranges this scenario that the communication channel is completely secured up to their expectation, compensate so 15% among them thinks that its til now better than their expectation. some other 15 percent of people think that their job surety could be better, and are not really much impress with their job credentials.Rest 3 percent responded rank(a) negatively. Options Tally Count Over the top IIII IIII IIII I 16 P retty much IIII IIII IIII 15 Its not II 2 Analytical Synopsis From the statistic, we can tell the HR Departments of Telecommunication sector doesnt give way back employees from having the chance to relax and let the stress dig off as, 49+45 = 94 percent of statistical population have responded positively, while 6 percent of the employees are probably for some reason left-hand(a) out, maybe for some biasness or whatsoever. Options Tally Count eternally IIII IIII IIII II 17 Sometimes IIII IIII 10Rarely IIII I 6 non 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 government agency 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 as well as much overeat on pass for them, having to plan and hold humongousger things. Majority being 52 percent, always having total communication with the authority and 30 percent only reaches them when they have issues in their hands. Options Tally Count tribe that added extra comments IIII IIII I 11 large number that didnt add extra comments IIII IIII IIII IIII II 22 Analytical Synopsis As one tierce of the statistical population made comments, in general positive and a few about problems and suggestions, we might infer that the one trio 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 the time dedicated to their work, or the organizations HR constitution isnt endowment them enough immunity to treat out, for which reason they are as well as timid to speak out.Review of the report and recommendations From the supra graphical and statistical analysis, we can get a rough picture of the human resource practices in those telecommunication relate organizations. The dimensional analysis puts up the pursuance pi cture up in my mind. Employees are more relaxed than worried every day, and the source of the stress is but 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 keep the employees keen on their work.The organizations also have hefty enlisting system, gathering enough sure-handed recruits to cover all the work as per organisational call for. 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 bear on other employees mindset, also because even the spank 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 advised 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 loving there, having affect on the motivation level, ascension it by a sky high level. Theres graceful much a good level on equity among the employees, there could be expulsion in some cases but legato the rate would be very low.The organization sometimes might push the employee alike much to achieve their monthly targets, but most the time the pressure level is reasonable for saying. The schooling process is sooner good and effective but a few employees arent taken 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 modus vivendi 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 o rganization. The employees are very happy with their job security also. Human option Department might be too tight on them sometimes when theyre speaking out, for that they aid 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 higher(prenominal) to make the most out of them. Recruits shouldnt be selected at all in bias conditions. * packaging strategy needs improvising. * Hear out the employees more often. * instal more training for employees to make sure nones left out. * augment the compensation of underrated employees. * little pressure on employees, as pressure might cause stress, which isnt good. * evaluate performance in more ways. * moot more go to reduce stress. * permit not the employees headache you, causing them to sit shut still. * allow employees to speak out. I would rate the telecommunication sector as followingsHR form _or_ system of g overnment Recruitment polity Selection fulfil Communication misfortune to grow and learn Compensation and benefit Job earnest Freedom give Overall Comment From the data, we can say that most of the employees are pretty much satisfy 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 dwell 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. Conclusion 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 * ad hominem References