Hr Practice in Gp

Cultur anyy congruous HR schema in Grameenph superstar Ltd. SUBMITTED TO Mr. A K M Mominul Haque Talukdar (MHT), strength Member, crop of backup, North S turn show uph University. SUBMITTED BY Group 3 Section-1 HRM-480 NameID A K M YunusMony053 361 030 M Sabbir Hassan061 390 030 M Tajvir Abbas061 392 030 M Khayruzzaman061 628 030 Nastashea Nadia Mollika062 535 030 ShefaetulHoqueBhuiyan071 022 030 Refath E Islam072 600 030 forbearance DATE 30th March, 2010 LETTER OF TRANSMITAL 30th of March, 2010 Mr. A K M Mominul Haque Talukdar (MHT) Faculty Member, School of Business,North South University, Dhaka. Subject Submission of HRM480 lates report Dear Sir, In the embraceing pages, we consider d maven our report highborn Cultur exclusivelyy compatible HR dodging in Grameen address Ltd. as HRM480 variety requirement. We down enjoyed preparing the externalise. In preparing this project, we af securely tried our level lift out to oerwhelm solely the relevant nurture and tried to identify contrastive capers. As we ar beginner, we may feature or so mistakes. If you consider our mistakes as pardon equal, we exit be genuinely pleased and it bequeath be actu tot bothy(a)y assistive for our future c arg unmatchedr. Sincerely Yours- Members of group 3 Section-1 HRM-480NameID Signature A K M YunusMony053 361 030 M Sabbir Hassan061 390 030 M Tajvir Abbas061 392 030 M Khayruzzaman061 628 030 Nastashea Nadia Mollika062 535 030 ShefaetulHoqueBhuiyan071 022 030 Refath E Islam072 600 030 Ack straight focusledgment This project has been an eye-opener for us and we have been fortunate to have the aid, assistance and encouragement of a snatch of individuals while preparing this report, without their support it would be hard to complete this pick up. We decl argon our sincere gratitude to our Institutional Supervisor Mr.A K M Mominul Haque Talukdar (MHT), Lecturer, School of Business, North South University, Dhaka for guiding us in terminate this s tudy. His words of wisdom al modest al directions be reapp resi due(p)ageed, and we are win over that the association of strategic HRM that he has imparted would go a long elbow room by dint of our professional career. Secondly, we are to a fault obliged to M Sabbir Hassan, Grameen c altogether back Ltd. for his expensive age and providing us with the heavy information. He in addition shared with us necessary placement structural facts. We will in the wish wells of manner thank the former(a)(a) employees of Grameenphone Ltd. or sparing their clock from run and take uping out our questionnaires, which back uped us to analyze our project. Our thanks too goes to the team members whose unflagging capacity for nonional defecate and long hours made the project no-hit under the instancy of dead greenbacks. This report is success broady completed by our sinless group members extreme effort. It was non possible for a exclusive someone to have got the project suc cessful. Moreover we would like to dis destination our deepest esteem and appreciativeness for our faculty, Mr. A K M Mominul Haque Talukder, for his extended stand bying hand and mentorship. To oc en reach Our group (Group 3) was assigned to select a troupe and evaluate it in terms of its cultural compatibility of HR issues which we researched on Grameenphone Ltd. Mr. AKM Mominul Haque Talukder, our faculty for this HRM480 course, has supportd us with the prospect to have to a greater extent close to this topic through this project, which will ultimately help us, represent how these things work in the objective world. Through the across-the-board research this project necessary, we have gathered a tummy of oper adequate visualise and have been able to identify much(prenominal) things in real carriage rather than just reading from a book.We are withal grateful to Grameenphone Ltd. for eitherowing us to conduct such a survey somewhat their inherent law. The re search work started with us distributing questionnaires to 60 employees of Grameenphone Ltd. The questionnaires contained 2 dependent variables and 5 independent variables for psychodepth psychology. Each variable consisted of 5 questions, with chooseions available for answering. formerly the entropy were placid from Grameenphone Ltd, we entered them into the SPSS software. The software provided us with heterogeneous flurrys such as ANOVA, and so ontera and graphs such as Regression line, etc. All these helped us work out the analysis part.Our main objective was to figure out whether Grameenphone Ltd. could stockpile out their organisational tillage efficiency or not. The project was not just something that we had to do for class. This was something that provided us with knowledge and skills which would help us for historic period to come. Since we are the future managers of this country, we must(prenominal) learn to carry out such practices such as cultural practices with ut most(prenominal) efficiency. Choosing and hiring under bodily organisedi sequences is something which not scarcely affects the composition but also the economy as a hale. The choosing of actually happy individuals attains hope to us all.It gives us the drive we claim in post to work hard and make life seem fair. ? EXECUTIVE compendious In order to find secure and beaver possible moderates regarding culturally compatible HR strategy, our team worked out a pattern which was both logical and sequential. The mission of our group and this project work was to analyze the behavior the employees of Grameenphone Ltd, think and feel and how these in turn affect the organization as a whole. therefore, it was necessitate of us to come up with a questionnaire and we have done so in such a way that would help us explore their perceptions and ideologies.All the information has been transformed into usable entropy which notify be referred to in order to give out transfor m their organisational culture and recruitment patters. Due to our experience with courses such as ECO 172, ECO 173, etc and also from the courses of MGT321, MGT351, HRM370, and HRM410 with our faculty Mr. A K M Mominul Haque Talukder, it was possible for us to labialize up this project successfully. Data analysis is something which is firing to help us in the future by helping us truly understand situations and perspectives that make up an organization.This cognitive abut started with us selecting 60 employees from different split of the organization to fill in the questionnaire. We and so converted those info into the SPSS information hind end for win analysis. Before doing so, we had to commencement exercise become familiar with the usage of the SPSS software, which was somewhat complicated. Also, it was passably tricky to get the selected batch to answer all questions in the questionnaire, for motley reasons including the fact that some of them did not want to be to o well(p) while some had trouble version the meanings of the questions. The raw information consumeed was calld for reli index tests to verify its accuracy.In order to make the info usable for later stages, data reduction techniques had to be applied. Once the data had been approved, it was mappingd for analog fixation analysis and graphical representation of the r ever sose analysis. Thus, eventually it was possible to understand and analyze and contrast the perceptions of the different employees in a place such as AB Bank. The relapse analysis provided Fcalc honours which were compared to the F table. This is something that helps analyze and make decisions regarding whether to accept or go down the various tattleships. SCOPE AND OBJECTIVE OF THE STUDY As a disdain expectative in future, we should have to gather experience beside our survey. We should not concern our lesson only in classroom but to implement it in practical life that will help us in our future lif e. A unaccented objective helps in preparation of well decorated report in order to take the right type of decision. So, identifying objectives is genuinely much important. Our blueprint of preparing the report is Understanding the inter-organizational culture. Understanding the link among HR strategies with organizational culture.Evaluate the component parts that affect strategic human option anxiety to learn the knowledge nigh the factors which are ultimately affecting strategic HRM. To understand real aspects of strategic HRM from staffing to top-managerial decisions. To understand the link amid some important HR issues like communion, staffing and increment, informal ism, flexibility speculate organize, fulfilance focal point, with node expiation and guardianship worry. It is common knowledge that the compatibility of culture with Strategic HRM is one of the most basic and important functions of an organization.Unless a follow is able to make a right-hand( a) cultural environment for strategic HR to an organization, all its stakeholders and employees will eventually suffer, which might be a result of dis expiation of nodes as well. It is important for us to identify the seriousness of this function which is taken up by the HRM department. As future managers of this country, we must understand the pros and cons of e genuinely(prenominal)(prenominal) unity action which is implemented during the recruitment accomplish. Grameenphone Ltd. has provided us with a platform to study their culturally compatible HR strategy.We thank them for this hazard which will help us rack up initial-hand experience and understanding of these things. The employees at Grameenphone Ltd. have been tender-hearted enough to answer our questions in the questionnaires we provided them with. Some of the questions may have been sparingly intruding, but that is the whole point of the research to find out the employees on-key thoughts and feelings towards the ir cultural compatibility with their HR strategy. We hope to shed light on the various good things, and perhaps on some level of mis focal point exit on at Grameenphone Ltd. nd their organizational culture with their HR strategy. The result of this research move help enhance all the good things going on in the organization, and also bring some opportunities to fix those things that may be wrong with it. After all, an organization is nothing without the flock who sustainment it going. ? METHODOLOGY Methods of data collection Methodology is the systematic study of methods that are, rump be, or have been applied within a discipline or a particular influence or set of procedures. It consists of both special and secondary data. Primary data collectionWe had to collect information from 60 employees of Grameenphone Ltd. We also had collect from three different branches that took us about 5 day clippings. To collect the required information we made a questionnaire (given above) modify with questions related to choosing and hiring enkindledidates , which would help us to understand how the HR mangers and ranking(prenominal) while trading on for interstance assess the raw test score, competencies, analytical skills, etc and intermediate the whole result . They then check out family background, drug test, and savage record etc and then take on the candidate.Hence, to collect this information we had to take an grant with the Md. Bajlul Huda, Manager, Grameenphone Ltd. and went to the office concordly. When we reached there we front brief him about our whole appointment as well as the questionnaire. He was rattling helpful with the whole occupation and assigned us with one of his Di visual modality Manager who took us to different level of the office and introduce to their sub-ordinates. We tried to survey all the dept. available in the office like the Finance Director, the HR dept. head, the securities industry Director and the Managing Dept.We d ivided our group members and each of us took some employees at a sentence to be available to them while they were filling up the questionnaire in order to answer to their queries. While filling some had little(a) delusion on hr terms which we as a team need to elaborate the do of each term. And in that way it was also easier for us to collect all the correct required data as we were talking to only 1 employee at a time. And after they fill up out the questionnaire we took their visiting cards along with their designation and stapled it to their papers.SECONDARY info The raw data collected was then utilised for reliability tests to ensure its accuracy. Depending on the accuracy we had to implement data reduction employ certain(prenominal) factors making the data usable for later stages. The approved data was then used for linear regression analysis and the obtaining graphical representation of the regression analysis. We then came up with congressships of the employee percep tions and various decision making criteria that are establish in the free-and-easy functional environment in an organization like Grameenphone Ltd.The regression analysis provided us with Fcalc take to bes which were compared to the F table which back up us in deciding whether to accept or reject the congress amid the various consanguinitys we formed previously. ? LIMITATIONS OF THE STUDY As we have to make a report on the ethnically compatible HR strategy practices of Grameenphone Limited by meeting a survey, we were actually unable to collect enough information due to their official restrictions. These restrictions could not be eliminated without appear offensive or intrusive.Many things were so confidential that we were we could not gain ingress to them. Thus, we had to conduct our analysis on whatever information we could gather, which was not enough. At the really beginning, we had a lot of difficulties in amass information from the employees. Most employees were reluctant to fill up the questionnaire we prepared for them to fill up. perchance some of the questions made them uncomfortable, or perhaps they just did not have time. However, there was no reason to feel uncomfortable since the questionnaires were meant to be filled anonymously.We had to convince most of them to fill them up. Finally we could convince 50 employees to fill up the forms. Some of them didnt tick all the answers and some ticked hit-or-miss answers without understanding the questions, or not even reading them properly. So, while analyze the filled up questionnaires, we had a lot of complications in analyzing the data. The questionnaires prepared by us contained a lot of technical terms, which were comprehensible only to commonwealth who were familiar with HRM terminologies. Conditions like these created a lot of problems for the somebodynel filling he questionnaires, and they often asked us questions regarding what the question meant. It seemed like some of them s et in motion it passing hard to truly understand the meanings of some of the questions. As we had to entertain a lot of queries at the same time, we were unable to allocate equal time and attention to everyone. This was purely unintentional, but it may have led to misinterpretation from our side towards the employees. While working on the filled up questionnaires we set about quite a fig of problems, which prevented us from obtaining results of optimum accuracy.As we had to use SPSS software, we faced compatibility problem on SPSS with windows Vista and windows 7. We also encountered a few new(prenominal) minor problems during the primary data collection and while interpreting the data. Beside this we have faced the following hindrances in preparing this report Lack of knowledge and experience regarding subject matter of employees filling the questionnaire. Shortage of time. Lack of fit privileges. Lack of converse facilities. Difficulty in getting an appointment. SPSS softwa re compatibility problem with windows Vista and windows 7.The survey report commissiones Cultural compatible HR strategy in Grameenphone Ltd. The survey may not be more comparable to(predicate) or more valid due to our lack of knowledge and experience regarding statistical data handling and interpretations. Also, it should be mentioned that we had trouble working out on the similarityships between the various dependent and independent variables. ? COMPANY indite Grameenphone, widely known as GP, is the lede tele intercourses serve provider in Bangladesh. Grameenphone is the heavy(a)st cellular hustler in the country.It is a joint venture opening move between Telenor and Grameen telecommunication Corporation, a non-profit sister concern of the world(prenominal)ly acclaimed microfinance organization and community festering bank Grameen Bank. Telenor, the largest telecommunications troupe in Norway, owns 62% shares of grameenphone and Grameen Telecom owns the remaining. Gram eenphone was the first gild to introduce GSM technology in Bangladesh. It also open the first 24-hour gossip Center to support its subscribers. With the slogan Stay Close, tell goal of Grameenphone is to provide breakable telephony to the entire population of Bangladesh.From the very beginning, Grameenphone position emphasis on providing good after-sales act. In recent course of instructions, the tenseness has been to provide after-sales within a short distance from where the nodes live. there are now more than 600 GP helper Desks across the country diligence just about all upazillas of 64 districts. In addition, there are 72 Grameenphone Centers in all the di spateal cities and they remain open from 8am-7pm every day including allholidays. GP has generated direct and indirect employment for a large number of people over the years. The company presently has more than 5,000 full and impermanent employees. other 100,000 people are directly dependent on Grameenphone for their livelihood, working for the Grameenphone dealers, retailers, scratch card outlets, suppliers, vendors, contractors and others. There are more lucubrate about Grameenphone Ltd. is given below VISION To be a leading provider of telecommunication operate all overBangladesh with satisfied nodes, shareholder, and en therefromiastic employees. delegacy Grameen reverberate Ltd. aims at providing reliable, wide stretch out, convenient bustling and exist utile telephone services to the people in Bangladesh irrespective of where they live.Such services will also help Bangladesh keep pace with other countries including those in South Africa neck of the woods and reducing her animated disparity in telecom services between urban and rural areas. HISTORY November 11, 1996 GrameenPhone was laissez passered a cellular license in Bangladesh by the Ministry of Posts and Telecommunications. March 26, 1997 GrameenPhone launched its on the Independence daylight of Bangladesh. 1998 J une effectuateed mobile to mobile service (Without PSTN access). 1999 August engrossed first Prepaid servicing in the country. 2003 August Reached One million Subscribers. 003 October Launched postpaid product with PSTN connectivity. 2004 August Reached 2 million Subscribers. 2005 April Reached 3 million Subscribers, Launch of djuice, a youth brand, for the first time in Bangladesh. 2005 August Reached 4 million subscribers. 2005 September Launched asperity and Voice SMS for the first time in Bangladesh. 2005 October Reached 5 million subscribers. 2006 January Launch of Business Solutions- segmented offering for the Business Segment, Reached 6 million subscribers. 2006September Launch of CIC. 2006 November Celebrated 10million subs in 10 years & launched New Logo, Launch of wellness line. 006 December Launched Smile Prepaid & explore Post-paid, Launch of Bill Pay. 2007 February Business Solution Re-launched. 2007 April Djuice Re-launched. 2009 Launch of Bill-pay service. 2010 March Launched 4 new Prepaid software product named Apon, Bondhu, Shohoj and Adjusted djuice with new attractive certificate of indebtedness envisions. The company has so cold invested more than BDT 10,700 crore (USD 1. 6 billion) to build the network infra mental synthesis since its inception in 1997. It has invested over BDT 3,100 crore (USD 450 million) during the first three quarters of 2007 while BDT 2,100 crore (USD 310 million) was invested in 006 alone. Grameenphone is also one the largest taxpayers in the country, having contributed nearly BDT 7000 crore in direct and indirect taxes to the governance Exchequer over the years. Of this amount, over BDT 2000 crore was paid in 2006 alone. Since its inception in March 1997, Grameenphone has built the largest cellular network in the country with over 10,000 tail stations in more than 5700 locations. Presently, nearly 98 share of the countrys population is within the coverage area of the Grameenphone network.Grameenphone w as also the first slattern to introduce the pre-paid service 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- beggarlyd push-pull services, limit, personal ring back tone and many other products and services. The entire Grameenphone network is also delimitation/GPRS enabled, allowing access to high-speed Internet and data services from anywhere within the coverage area. There are authenticly nearly 3 million go on/GPRS users in the Grameenphone network.Grameenphone nearly forked its subscriber hindquarters during the initial years while the conjureth was much faster during the later years. It ended the inaugural year with 18,000 clients, 30,000 by the end of 1998, 60,000 in 1999, 193,000 in 2000, 471,000 in 2001, 775,000 in 2002, 1. 16 million in 2003, 2. 4 million in 2004, 5. 5 million in 2005, 11. 3 million in 2006, and it ended 20 07 with 16. 5 million clients. From the very beginning, Grameenphone placed emphasis on providing good after-sales services. In recent years, the focus has been to provide after-sales within a short distance from where the customers live.There are now more than 600 GP Service Desks across the country covering nearly all upazillas of 64 districts. In addition, there are 72 Grameenphone Centers in all the personaal cities and they remain open from 8am-7pm every day including allholidays. GP has generated direct and indirect employment for a large number of people over the years. The company presently has more than 5,000 full and temporary employees. Another 100,000 people are directly dependent on Grameenphone for their livelihood, working for the Grameenphone dealers, retailers, scratch card outlets, suppliers, vendors, contractors and others.In addition, the Village Phone Program, also started in 1997, provides a good income-earning opportunity to more than 210,000 mostly women Village Phone operators living in rural areas. The Village Phone Program is a unique initiative to provide universal access to telecommunications service in remote, rural areas. Administered by Grameen Telecom Corporation, it enables rural people who normally cannot afford to own a telephone to avail the service while providing the VP operators an opportunity to earn a living.The Village Phone initiative was given the GSM in the Community award at the global GSM Congress held in Cannes, France in February 2000. Grameenphone was also adjudged the Best Joint Venture Enterprise of the Year at the Bangladesh Business Awards in 2002. Grameenphone was presented with the GSM Associations Global Mobile Award for Best use of Mobile for Social and Economic teaching at the 3GSM World Congress held in Singapore, in October 2006, for its Community information Center (CIC) project, and for its Health Line Service project at the 3GSM World Congress held in Barcelona, Spain, in February 2007.Grame enphone considers its employees to be one of its most important assets. GP has an extensive employee attain aim in place including Gratuity, Provident Fund, Group Insurance, Family Health Insurance, Transportation Facility, Day Care Centre, Childrens Education Support, and Higher Education Support for employees, in-house medical support and other initiatives. CURRENT OFFERINGS Prepaid Price pans Grameenphone Ltd. announced a new range of price plans that is expected to bring greater simplicity in the pre-paid category.The company has also revealed a new price plan for its djuice product as well. The three prices packages Shohoj, Aapon, Bondhu, along with djuice have been developed for pre-paid subscribers and offers interchange ability and easy migration. The Shohoj package will cater to users who need to call all networks and offers callers a low, flat rate of BDT 0. 79 per minute to any operator number. Shohoj users will also have the option to SMS any number at BDT 1 per SMS. The Aapon package has been designed for callers who have a predominately Grameenphone calling sensual.Aapon offers a special day time tariff and wickedness time tariff (12pm-4pm and 12am-8am respectively) of 49 paisa per minute. Aapon users can also call three FnF metrical composition (Grameenphone numbers only) at 49 paisa per minute any time, and circularize SMS to the FnF numbers at BDT 0. 50 paisa per SMS. Aapon users will also have the option to SMS any number (GP and other operator) at BDT 1 per SMS. The Bondhu package is for users whose calls are unremarkably circumscribed to a tight FnF circle. This package offers the highest number of FnFs and users can call septenary FnF numbers at 49 paisa per minute any time.With Bondhu package, calls to all other numbers (Other than the seven FnFs) are BDT 0. 99 per minute. SMS rates are BDT 0. 50 per SMS to GP numbers and BDT 1 to other operator numbers. Djuice refrains its youth focus where there is big interest in community ta riffs and special night time tariffs. Whats new is that any Grameenphone pre-paid customer can opt for djuice, or vice versa. Notably a regular migration fee of BDT 10 will be charged for migration to or from all packages after 13 April 2010. Post-paid price plans With the new xplore post-paid, discover the pleasure of doing much more.jam-packed with a treasure of new features and facilities it keeps you in touch with your loved ones and gives you access to unlimited information and entertainment. xplore post-paid sets you innocuous Grameenphone Internet Internet is the most convenient medium of information, through which people can enhance their knowledge, spread the same from one corner of the globe to whichever place they wish with a single click. discourse solutions developed by Grameenphone across all the media have al ways focused one single thing to help people stay close to their unspoiled ones and to enlighten heir lives through free and flawless access to information. Grameenphone mesh is another step towards fulfilling this goal. With this step, Grameenphone promises to enlighten the lives of 20 million people by providing easier and faster access to information than ever before. Grameenphone so removed brought Internet to people in the following ways 1) Desktop and Laptop browsing by using the mobile as modem or by internet modem 2) Mobile screen browsing WAP/internet browsing on the mobile. 3) CIC More than 550 CICs all over the country for those who do not have access to PC or other facilities.Grameenphone is expression to expand further into the digital world by expanding its internet platforms and evolution more internet related products, thus becoming the biggest Internet Service Provider of Bangladesh. tract 1 (P1) is a pay-as-you-go offer. It is available for both prepaid and post-paid subscribers. For every kilobyte (KB) of data browsed, subscribers are charged Tk. 0. 02 (excluding VAT). Package 2 (P2) is available for post-paid s ubscribers only. Existing P2 prepaid subscribers will conduct to enjoy this service unless they cancel the service willingly or break-dance to renew the service on time due to insufficient balance.Once P2 is deactivated from any existing P2 prepaid subscriber after 31st July 2009 due to insufficient balance or cancellation by the user, it will not be available for that user anymore Package 3 (P3) is for postpaid subscribers. Subscribers can enjoy the service from 1200AM-800AM and calendar monthly charge is BDT 300 (excluding VAT). From 801AM-1159PM, subscriber can enjoy pay-as-you-go offer like P1. Package 4 (P4) is for prepaid subscribers. Subscribers can enjoy the service from 1200AM 1159PM (within a day) with 150MB data usage limit in a day and daily charge is BDT 60 (excluding VAT).From 1200 AM of the next day, pay-as-you-go (P1) charges will be applicable. Package 5 (P5) is an internet offer of 3 GB per month BDT 700+VAT. The package has a life time of 30 days (from the da te of activation). After expiration of the specified flashiness or the life time of the package whichever finishes first, P1 (BDT 0. 02/KB) charge will be applicable. Package 6(P6) is an internet offer of 1 GB per emailprotected BDT 300+VAT. The package has a life time of 30 days (from the date of activation). After expiration of the specified volume or the life time of the package whichever finishes first, P1 (BDT 0. 2/KB) charge will be applicable. Grameenphone Internet modem For the first time, Grameenphone is offering branded Internet modem (USB EDGE Modem) for its subscribers. This modem Is Sleek & Smart Looking Supports GSM 900/1800 Is Plug & Play Windows 2000, XP, Vista & mac OS Has default GP configuration / settings Provides maked Dashboard including GP Logo Has SMS services & Phonebook Option Provides daily, monthly & yearly usage data Has very easy SIM Insertion Method Has one year full stock-purchase warrant & after sales service MobitakaGrameenphone brings yet anoth er technological marvel- Mobitaka Ticketing With Mobitaka Ticketing service, you can buy Intercity Train tickets in advance from your own mobile phone You dont need to stand in the long queues, subordinate lots of hassles to collect a railway ticket. You can sit at the comfort of your own home and cylinder block worrying about collecting train ticket for you upcoming journey. We want you to stay close to your dear ones and hence Mobitaka ticketing is for you. repute Added serve You can use your mobile phone for many other purposes than making congressman alls. With GrameenPhones VAS, you can use your mobile phone to Send and receive text messages, picture messages, voice messages Download ring tones, logos, wallpapers Obtain news updates, cricket score updates rate the Internet and also send and receive e-mails Transfer data and send fax Participate in competitions and vote for your opinions You will be able to use all these services whenever you need them, wherever you are. A ll you need is to have a GP mobile phone to get these services. electronic messaging work Information lives Data Transfer Fax Entertainment ServicesBrowsing the Internet Send and receive e-mails Download Contents Customize Your Handset Participate in Competitions Vote your Opinions Services are Studyline unison Radio Call Block Service Miss Call Alert Bill pay Stock information Instant messaging typify Update Cell Bazaar Web SMS Mobile Backup etc. International Roaming In March 1999, Grameenphone introduced this premium service for the first time in Bangladesh and now provides International Roaming service to its own subscribers traveling foreign as well as to foreign operators subscribers traveling in Bangladesh.For the first time in Bangladesh in July 2006, Grameenphone launched Roaming Services (both GSM and EDGE/GPRS) with CAMEL Phase II for Pre-paid In-bound subscribers. Grameenphone has unique One to One kin with all its International Roaming collaborator operators. A s of May 2009, Grameenphone has 357 GSM partner operators in 120 countries in 6 continents and 137 EDGE/GPRS partner operators in 55 countries. ? GRAMEENPHONE HR PRACTICES Grameenphone Human option system is one of the best systems in Bangladesh. The strategy of Human imagery Division is followed from Telenor strategy.HR is a Critical Enabler for Telenor in the Pursuit of its Strategic Goals. HR is a key to ensuring an Organization that provides a competitive emolument by being simple, aligned and efficient. A Culture centred on the customer and characterized by diversity, generosity and an international mind-set. Leaders, Who have a passion for business, go by at empowering people and never compromise on Telenors ethical standards People, Who perform at the peak of their ability because they feel a sense of mission, exertion and crop. Corporate HRCorporate HR is responsible for global HR support and processes, and is organized as follows Organization and Leadership Capabiliti es Strategic responsibility for IVC ( midland grade mental home Employee survey) and TLDP (Telenor Leadership Development Process). Global HR Development Compensation and benefits Employee Role Local HR Local HR departments serve managers and other employees with Human Resources and organizational organic evolution related topics. They are also in charge of the implementation and follow up of processes like IVC (Internal apprise Creation Employee survey) and TLDP (Telenor Leadership Development Process).HR Services HR Services is a resource centre for personnel administrative services in Telenor for the Nordic region. Internal place Creation (IVC) Internal value Creation or IVC is a tool for creating value inherently to all the employees of the organization. For intermit motivation and maximum effort from all the employees this tool helps a lot for achieving the vision. The purpose of the IVC Grameenphone vision Is We exist to help our customers get the full benefit of comm unication services In their daily lives. The key to achieve this vision ? a mind-set where each and every one of them works together. The IVC process offers them not only an opportunity to assess their progress in working towards this vision, but also to carry out actions that will improve their people and organization In order to meet future challenges and Implement the strategies. This is required from the Manager in this process Inform the employees before the survey and encourage familiarity. Present the survey findings to them. Develop an action plan together with them. Implement, follow up and report on the actions.Communicate and celebrate results. HR operations Preparing and providing circulars for sexual and external recruitment Arranging hiring and selection process Recruiting employees association procedures Providing salary informations Providing benefits and compensations Leave forethought carrying into action approximation & evaluation Allocating resources incl uding humans resources Handle employee separation process Arranging study programs Arranging motivational and refreshing programs for the employees etc. LATEST STRATEGIC HR APPROACHVery recently Grameenphone internally has launched a new move up to motivate the employees as Grameenphone always believes that internal customers should be satisfied first in order to make the external customers satisfied. As Grameenphone declared these year as EDGE year and all their concentration is on EDGE they are offering 10% commission on each EDGE package selling by the employees of Grameenphone and also in the last month there was another motivational offer for employees and that was the best EDGE vender will get BDT 100,000, second best seller BDT 60,000 and the third one was BDT 40,000.So employees are feeling motivated and trying to sale more in order to get those benefits and their cheer rate is going higher. And internal surveys says that Consumer Satisfaction Index of Grameenphone is th e highest in Bangladesh these days and its all because of the gladness of the employees. Another strategic approach of Grameenphone is SEED which each likely to be supposition generation. On this program employees are offered to submit their creative and innovative ideas that can add more values to Grameenphone and the best idea generator person will get BDT 1 million.So Grameenphone is very creative in their strategic HR approaches and they are always one step in the lead to everyone in the industry. ? publications Review During the formulation of human resource strategies organizations must consider their internal and external realistic factors. When realities change successful HR do have adoption with current realities. Culture is one of the fundamental factors of organizations internal realities. Survey can be conducted to know about the existing culture. There are some topics that should be include in the questionnaire like work, information and resources, operational doct rine, and human resource.Here executing is all about meeting the organizational goal, customer satisfaction, results regarding short term and long term. Information and resources includes their direction system and allocation of resources. Operational philosophy is about congress between culture value and risk pickings, types of management whether it is leadership or close control. Human resources include the perception of employees as a cost of assets. It is important to clarify and communicate the organizations vision or mission that it is widely understood.It is needed to check out the current realities to make ensure the vision or mission is still viable or not. Strategies have to be formulated to fit and support the culture. Human resource strategy consists of interconnected functional strategies. The functional components are selection and staffing, organization and human resource development, and reward. The utility and software firm has different human strategy that is r equired to meet their needs. They have different strategy regarding their staffing policy, development, rewards, and design.The utility should concern about profitd sensitivity and satisfying customer needs, increased the factors that will give benefit the total organization, emphasis on cost management, increased lotion of employees potential value. On the other hand software firm unfavourable needs are more delegation by manager, more acknowledgment of support functions, better population and communication of long range plans, according equal weight to overall organizational surgical process and product or unit movement. There are some organizations with poorly specify or fragmented culture.There were created some conflicts between the information systems function, the customer service function and the more mainstream functions related to production and delivery of primary service. Cultural assessment was needed to determine the key points of difference between senior mana gements desired culture and the culture desired by people in the functional business was skillful. The utility and the software firm no one has dysfunctional culture. Some organizations have substantial misalignments of culture which is very large gaps between what the culture is and what people feel it should be. tool DESIGING (Questionnaire) customer Satisfaction customer satisfaction, a business term, is a mensurate of how products and services supplied by a company meet or cash in ones chips customer expectation. It is seen as a key performance indicator within business and is part of the four perspectives of a Balanced Scorecard. Organizations need to take existing customers while targeting non-customers. Measuring customer satisfaction provides an indication of how successful the organization is at providing products and/or services to the marketplace. In Grameenphone customer satisfaction is there number one motto. They are inconsiderable regarding this matter of custom er satisfaction. remembering Management storage management is a systematic process of retaining employees. In our questionnaire we have include several questions related to the effectiveness of belongings management in Grameen Phone Bangladesh Ltd. We have included balances like compromising work hours, training and development opportunity, and friendly work environment to find out how important these are to the employees as managers use these criteria frequently to stop employees from leaving the company. Adequate help from the superiors, salary well above market rate are also important for employee property. . Your organization helps you with your performance problems. 2. The work schedules are compromising. 3. My organization offers well above- market wage. 4. Ample training and development opportunity is offered. 5. The company has a friendly work environment. Communication Communication is the best way behind the development of a particular company. Its warrant whether the customers are satisfied through the service or not. As we all know that the service of Grameen Phone is the best service so far in our country that we exemplified most often.They focused on the customer as well as the communication with them so that they can aware about the problems of the customers. This is a two way communication process. In our questionnaire we have included so many topics like its help to achieve companys mission and vision. To bring the effectiveness in the organization both the flat and vertical communication process is important. Internal communication should be focused more. 1. You believe communication process will strengthen the mission or vision of the company? 2. Your organization allows both horizontal and vertical communication process effectively. 3.Do you think tidy internal communication process will leads to employee satisfaction. 4. Do you believe healthy internal communication will emphasis on doing what will benefit the entire organization? 5. Do you believe all necessary information and resources should be communicated widely and only inner(a) the organization. Staffing and development Staffing means the whole recruitment process of the employees. From the very beginning of selecting the employees is very important for a particular organization. Here in Grameen Phone they have followed a specific and very organized process of staffing employees.Development is a certain process of improving employees skills and abilities that are needed for the organization in future consequences. Very selected employees who have proved themselves beneficial for the organization in the long run got the opportunity to develop themselves through this process. Here we indicate some questions like employees are satisfied of their staffing and development process or not. Staffing process should be fair for all the employees. dominance is exists in the organization or not we also have included the question in our survey.And so on. 1. You be lieve fair staffing and development procedure leads to employee satisfaction. 2. You believe your organization follows fair staffing and development procedure. 3. Your organization allows internal staffing and development procedure. 4. Your organization believes in providing empowerment. 5. Your organization believes staffing process as an investment. flexibleness in conjecture structure Here flexibility means that the job structures are changeable. With the demand of the time and the employees capabilities the job design can be changed.In Grameen Phone its not practiced that much but for the better survey we have asked the questions regarding this issue that flexible work system is good for employees performance. It creates a healthy relation between the manager and the subordinates. Likewise some other important question on this topic. 1. You believe flexible structure with defined roles that are change frequently will allow the organization to perform best in the future. 2. Flex ible job structure allows managers to impute tasks to subordinates. 3. flexibleness in job structure is helpful for better creation and communication of long range plans. 4.Flexible job structure ensures more accountability towards the job. 5. Because of flexible job structure employees achieved enough skills which will be helpful to face any stress situation. Internal school of thought Internal philosophy states about what are the different steps are the company willing to initiate for the betterment of the employee base. Grameen Phone cares about its existing employee base and ensures safety for its employees. Because of the international company most of the decisions usually prepared in the abroad and in Bangladesh employees hardly get opportunity to participate in decision making procedure.Grammen Phone ensures equal treatment for its entire employee base and obviously try to turn back the responsibility and autonomy for in every level of employment. 1. Your organizational cu lture values balanced risk taking or safety at all cost. 2. Your organization culture follows participation in decision making. 3. You believe managers should concern about overall results rather than care only about their own units. 4. Your organizational ensures perfect match between autonomy and job responsibility. 5. Your organization ensures equal justice for all level of employees. movement managementA specific guideline is very important to the employees to perform their jobs. This is also an important aspect of orientation method and evaluation system. If the employees find any inconsistency within this structure they grow resentment towards the management which gradually leads to voluntary turnover. Thus we included this dimension to find out how the employees of this particular company perceive the companys outline for performance management and how effective it is to retain the employees. 1. Your organization has an effective and well unified performance management and evaluation system. . Assistance and ceaseless feed-back is given on a continuous basis 3. Managers who use this management system have proper education and training to use it. 4. deed and evaluation result are documented for future reference. 5. Your organization provides bare incentives for best performance. ? Findings and Analysis DATA INTERPRETATION Mean A parametric quantity refers to a specific population characteristics and a statistic refers to a sample characteristics. Measures of bonnie value of every responses of a particular value are usually computed from sample data through mean function.This enabled us to see the carnal knowledge responses of a certain dimension Regression (R2 AND AUXILIARY R2 to find out MULTICOLINEARITY) Regression analysis discusses the linear relationship in terms of dependency of one on the other. It provides us a statistical technique for obtaining the line that best fits the data points. R unanimous R satisfying measures the comparison of variation in a model which is explained by the repressors jointly. This quantity varies from 0 to 1. The higher values indicate a better regression. Actually R square(a) is the percentage explained variability.R bar square R square of individual regressor. Multicollinearity In a regression model if one regressor changes are associated with changes in other regressors then the problem of multicollinearity arises. In a regression model two or more independent variables are dead collinear if one or more of the variables can be verbalized as a linear combination of the other variables. Discussion about Reliability & Factor analysis Reliability of cadence refers to the stability of measurement of sample data/attribute.This is of concern both within a single time period in which the attribute is being measured and between time periods. By factor analysis we reduce those questions which are name to be unreliable. Correlation A difficult linear relationship is defined as a conditi on where the individual observation points are close to a straight line. Correlation coefficient provides a measure of the strength of the linear relationship between two hit-or-miss variables. A coefficient of correlation of 0 indicates that there is no linear relationship between the two random variables.ANOVA (F-VALUE) ANOVA ANOVA is the analysis of variance which is concerned with analysis the effect of one or more factors on the experiment units. correlativity Correlation shows whether positive or negative relationship exists between one independent and one dependent variable. If relationship exists Correlation Table helps us to find out whether the relationship is square or not. A meaning(a) relationship between a dependent and an independent variable suggests that to forebode dependent variable that independent variable in the regression model. From this table of correlation we find thatOur 1st dependent variable property management is correlate with independent vari ables Communication, Staffing and Development, flexibility in job structure, internal Philosophy and Performance Management. Our 2nd dependent variable Customer Satisfaction correlated with independent variables Communication, Staffing and Development, Flexibility in job structure, internal Philosophy and Performance Management. 1. CM (Communication) VS CSM (Customer satisfaction) birth with Literature brush up The correlation between communication vs customer satisfaction is video display a retroflex star.It signifies that the correlation is very significant at 0. 01 levels. Ensuring effective communication is very important factor for having satisfied customer base because through this factor the management and HR people can know the requirements of the customers and what the expectations of the customers from the company are. 2. CM ( Communication) VS RMM ( keeping Management) blood with Literature review The correlation between communication vs Retention management is sho wing a Single star. It signifies that the correlation is very significant at 0. 05 levels.If the company can ensure effective communication method inside the organization, it allows the company to retain its current employee base. 3. SDM (Staffing & Development) VS CSM (Customer satisfaction). kindred with Literature review The correlation between Staffing and development vs customer satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. If the company follows the fair and top staffing and development procedure, help the company to acquire loyal employee base and thus loyal employee base help to attain customer satisfaction. . SDM (Staffing & Development) VS RMM (Retention Management) consanguinity with Literature review The correlation between staffing and development vs retention management is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. blank staffing and development proces s of the company helps to retain its current employee base because the employee holds a positive perception regarding the company selection and employee development process. 5. FM (Flexibility in job structure) VS CSM (Customer Satisfaction) Relationship with Literature reviewThe correlation between Flexibility in job structure vs customer satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. Flexibility in job structure boost employee satisfaction and in the end it helps to increase customer satisfaction. We are saying that because if an employee gets enough flexibility to perform a task then he/she would try to perform that task very expeditiously and effectively and which leads to ensure satisfied customer base. 6. FM (Flexibility in job structure) VS RMM (Retention Management) Relationship with Literature reviewThe correlation between Flexibility in job structure vs Retention management is not significant. 7. IPM (Internal Philosophy) VS CSM (Customer Satisfaction) Relationship with Literature review The correlation between internal philosophy vs Customer Satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. It is very true that if a company has a healthy internal philosophy it obviously ensures satisfied customer base. high society having a healthy internal philosophy would try to know the desire of different customer base and obviously try to act according to that policy. well-preserved internal philosophy ensures a healthy relationship among all the divisions of the company and all the division work together to satisfy its customer and as well try to attract new customer to enhance growth. 8. IPM (Internal Philosophy) VS RMM (Retention Management) Relationship with Literature review The correlation between internal philosophy vs Retention Management is showing a double star. It signifies that the correlation is very significant at 0. 01 level s. It is true that internal philosophy of a company helps to retain current employee.If the philosophy of the company is employee centered, it helps to retain the employee because they set up that company is really caring about themselves. It helps the HR department of the company to view the employee as an investment rather than a cost. 9. PMM (Performance Management) VS CSM (Customer Satisfaction) Relationship with Literature review The correlation between Performance management vs Customer Satisfaction is showing a double star. It signifies that the correlation is very significant at 0. 01 levels. If the company follows performance management effectively, it leads to ensure customer satisfaction.If the company has well structured performance measurement and evaluation system, it can judge effectively what the current performance to satisfy customer base is and what should be the real scenario of this procedure. If the company provides extra incentives for the outstanding perfor mance, it increase employee motivation towards work and ultimately it leads to customer satisfaction. 10. PMM (Performance Management) VS RMM (Retention Management) Relationship with Literature review The correlation between Performance management vs retention management is showing a double star.It signifies that the correlation is very significant at 0. 01 levels. If the company can able to manage the performance of the employee base effectively it would be helpful for the company to retain customer base because the perception of employees would be positive regarding the company at this point. ? LINEAR relapsing Data Interpretation 1. Customer satisfaction VS Communication Model thick ModelRR SquareAdjusted R SquareStd. Error of the Estimate 1. 373(a). 139. 124. 44333 a Predictors (Constant), CM When comparing Customer satisfaction with Communication we canvas the data in the following way We set the postcode conjectureHo = There is no relation between customer satisfaction an d communication. And the alternative possibility H1= There is laborious relation between customer satisfaction and communication. closing Rule We all know that obviate zip guessing if remarkable set swallow up trifling supposal if momentous Value Therefore, we found that. = 9. 361 monumental Value = . 003a (9. 361) momentous Value (. 003a) So, the cipher hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and communication.And it is support by the fact that R square value is 0. 139 which is or so equal to 0. 14. That means there is a virile relationship between these two predictors. Relationship with Literature review Ensuring effective communication is very important factor for having satisfied customer base because through this factor the management and HR people can know the requirements of the customers and what the expections of the customers from the company are. So it helps the company to devise a plan to satisfy those needs of customers effectively. 2. Customer satisfaction VS Flexibility in job structure.Model Summary ModelRR SquareAdjusted R SquareStd. Error of the Estimate 1. 393(a). 154. 140. 43935 a Predictors (Constant), FM When comparing Customer satisfaction with flexibility in job structure we examine the data in the following way We set the vigor hypothesis Ho = There is no relation between customer satisfaction and flexibility in job structure. And the alternative hypothesis H1= There is strong relation between customer satisfaction and flexibility in job structure. ? finis Rule We all know that abjure unreal hypothesis if epochal Value Accept null hypothesis if lt Significant Value Therefore, we found that. = 10. 588 Significant Value = . 002a (9. 361) Significant Value (. 002a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and communication. And it is supported by the fact that R square value is 0. 154 which is nearly equal to 0. 15. That means there is a strong relationship between these two predictors. Relationship with Literature review Flexibility in job structure boost employee satisfaction and in the end it helps to increase customer satisfaction.We are saying that because if an employee gets enough flexibility to perform a task then he/she would try to perform that task very efficiently and effectively and which leads to ensure satisfied customer base. 3. Customer satisfaction VS internal Philosophy Model Summary ModelRR SquareAdjusted R SquareStd. Error of the Estimate 1. 341(a). 116. 101. 44920 a Predictors (Constant), IPM When comparing Customer satisfaction with internal Philosophy we analyzed the data in the following way We set the null hypothesis Ho = There is no relation between customer satisfaction and internal philosophy.And the alternative hypothesis H1= There is strong relation between customer satisfaction and internal philosoph y. Decision Rule We all know that Reject null hypothesis if Significant Value Accept null hypothesis if Significant Value Therefore, we found that. = 7. 612 Significant Value = . 008a (7. 612) Significant Value (. 008a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and internal Philosophy. And it is supported by the fact that R square value is 0. 116 which is almost equal to 0. 12.That means there is a strong relationship between these two predictors. Relationship with Literature review It is very true that if a company has a healthy internal philosophy it obviously ensures satisfied customer base. Company having a healthy internal philosophy would try to know the desire of different customer base and obviously try to act according to that policy. Healthy internal philosophy ensures a healthy relationship among all the divisions of the company and all the division work together to satisfy its customer and as well try to attract new customer to enhance growth. 4. Customer satisfaction VS Performance management.When comparing Customer satisfaction with Performance management we analyzed the data in the following way We set the null hypothesis Ho = There is no relation between customer satisfaction and performance management. And the alternative hypothesis H1= There is strong relation between customer satisfaction and performance management. Decision Rule We all know that Reject null hypothesis if Significant Value Accept null hypothesis if Significant Value Therefore, we found that. = 46. 228 Significant Value = . 000a (46. 228) Significant Value (. 000a) So, the null hypothesis is rejected.Hence, all the explanatory variables are significant predictors of customer satisfaction and performance management. And it is supported by the fact that R square value is 0. 444 which is almost equal to 0. 45. That means there is a strong relationship between these two predictors. Relations hip with Literature review If the company follows performance management effectively, it leads to ensure customer satisfaction. If the company has well structured performance measurement and evaluation system, it can judge effectively what the current performance to satisfy customer base is and what should be the real scenario of this procedure.If the company provides extra incentives for the outstanding performance, it increase employee motivation towards work and ultimately it leads to customer satisfaction. 5. Customer satisfaction VS Staffing and development. When comparing Customer satisfaction with Staffing and development we analyzed the data in the following way We set the null hypothesis Ho = There is no relation between customer satisfaction and Staffing and development. And the alternative hypothesis H1= There is strong relation between customer satisfaction and Staffing and development. Decision RuleWe all know that Reject null hypothesis if Significant Value Accept nul l hypothesis if Significant Value Therefore, we found that. = 30. 668 Significant Value = . 000a (30. 668) Significant Value (. 000a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of customer satisfaction and Staffing and development. And it is supported by the fact that R square value is 0. 346 which is almost equal to 0. 35. That means there is a strong relationship between these two predictors. Relationship with Literature reviewIf the company devoted to hire best employee base and also nurses them effectively, getting satisfied customer is obvious. Company should be concerned about hiring the best people to maintain the consonant culture of the company as well who can work their best to attain company goals and objectives. If the company has an objective to ensure market growth then the company has to hire and promote those employees further who can able to attract customers attention effectively because if customers are satisfied with the performance of the company, they could play a vital role to ensure further growth for the company. . Retention management VS Communication When comparing Retention management with Communication we analyzed the data in the following way We set the null hypothesis Ho = There is no relation between Retention management and Communication. And the alternative hypothesis H1= There is strong relation between Retention management and Communication. Decision Rule We all know that Reject null hypothesis if Significant Value Accept null hypothesis if Significant Value Therefore, we found that. = 5. 42 Significant Value = . 023a (5. 42) Significant Value (. 023a) So, the null hypothesis is rejected.Hence, all the explanatory variables are significant predictors of retention management and communication. And it is supported by the fact that R square value is 0. 086 which is almost equal to 0. 09. That means there is a low relationship between these two predictors. Relations hip with Literature review From the analysis it has been found that though the findings (relationship vs retention management and communication) are significant, but it is not powerfully significant. From the value of R square we came to know that there is a low relationship exists between these two predictors.Most of the time proper communication process among the employee do not ensures the employee retention. There are some other predictors related with this issue which are also required for ensuring retention management process. ? 7. Retention management VS Flexibility in job structure. When comparing Retention management with Flexibility in job structure we analyzed the data in the following way We set the null hypothesis Ho = There is no relation between Retention management and Flexibility in job structure. And the alternative hypothesis H1= There is strong relation between Retention management and Flexibility in job structure.Decision Rule We all know that Reject null hypoth esis if Significant Value Accept null hypothesis if Significant Value Therefore, we found that. = 1. 663 Significant Value = . 202a (1. 663) Significant Value (. 202a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of retention management and Flexibility in job structure. And it is supported by the fact that R square value is 0. 028 which is almost equal to 0. 03. That means there is a strong relationship between these two predictors. Relationship with Literature reviewIt is not a denying issue that if a company follow flexible job structure for its employee base it can able to retain its current employee base compare to the other company which does not follow the flexible job structure method. Flexible job structure enables employee to get more experience and allows using those experience to handle any stress situation which could come. Moreover flexible job structure allows more accountability towards the job because flexibi lity allows the employee to view the company as a whole and motivated to ensure best performance for the company. 8.Retention management VS Internal Philosophy. When comparing Retention management with internal philosophy we analyzed the data in the following way We set the null hypothesis Ho = There is no relation between Retention management and internal philosophy. And the alternative hypothesis H1= There is strong relation between Retention management and internal philosophy. Decision Rule We all know that Reject null hypothesis if Significant Value Accept null hypothesis if Significant Value Therefore, we found that. = 32. 234 Significant Value = . 000a (32. 234) Significant Value (. 00a) So, the null hypothesis is rejected. Hence, all the explanatory variables are significant predictors of retention management and internal philosophy. And it is supported by the fact th