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Final Group Project

MGT351.20
SUBMITTED TO: Asma Azad Akhi
Department of Management
Date of Submission:
04.05.2020

Submitted By:

Name: Student ID:

Sk. Shahriar Rahman 1712886630
Md. Eastekar Alam Shohag 1410962030
Fatema Tuz Zohora 1521966030
M Nawshad Islam 1812358630
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Letter of Transmittal:

Date: 4thMay, 2020

Asma Azad Akhi
Lecturer,
Department of Management,
School of Business and Economics,
North South University.
Dhaka -1229, Bangladesh
Subject: Final Project Submission

Dear Miss,
It is a pleasure for us to have the opportunity to prepare our group project which has been
prepared as a requirement of the course MGT351, under the BBA program offered by North
South University. The report is based on “Recruitment process and Employee benefits offered to
the employees of Robi”.
We would also like to acknowledge the immense contribution of Ms’ Shirin Khan, Manager
(Human Resource) of Robi for providing us with the valuable information essential to the
preparation of the report.
We have tried to make the report as comprehensive as we possibly could and we sincerely hope
it meets your expectation.

Sincerely,
Sk. Shahriar Rahman-1712886630
Md. Eastekar Alam Shohag-1410962030
Fatema Tuz Zohora-1521966030
M Nawshad Islam-1812358630
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Executive Summary:

This project’s prime slogan is to search for the overall recruitment and benefit policies of
renowned MNC "Robi Axiata". We tried to figure out ins and outs of its employee recruitment,
selection, training process and benefits provided to employees by contacting with its HR
manager. With the support of its motivated and enthusiastic workforce, Robi has gained superior
market share and leaves no stone unturned to fulfill Robi's strategic goals. We've been trying to
figure out what kind of benefits and value approach Robi is pursuing to keep the employees who
are good enough for a long time. Finally, a holistic view of total Strategic HRM mainly
combines how it aligns its HR policy to accomplish the goal of the organization.
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Contents

Letter of Transmittal:.......................................................................................................................2

Executive Summary:........................................................................................................................3

Introduction:....................................................................................................................................5

Methodology:...................................................................................................................................5

Company Background:....................................................................................................................6

Culture of Interpersonal relationship:..............................................................................................7

Current HR system:.........................................................................................................................7

Robi’s recruitment Process:.............................................................................................................7

Selection and Testing Process:........................................................................................................8

Training & Development:................................................................................................................9

Benefit offered:..............................................................................................................................10

Implication of Strategic Human Resource Management:..............................................................11

Recommendation:..........................................................................................................................12

Conclusion:....................................................................................................................................13

References:....................................................................................................................................14
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Introduction:

Human Resource Management is a process of controlling or managing the employees in an

organization through systematic manners. The HRM department is also responsible for training,
selecting, recruiting, and compensating the employees in the organization. It helps the firm to
reach its organizational goals.
Robi is the second biggest portable system organization in Bangladesh. In telecom industry Robi
assumes noteworthy job between its rival and construct a solid spot. It is essentially a joint
endeavor organization between Axiata Group Berhad, Malaysia and NTT DOCOMOINK Japan.
It otherwise called Telekom Malaysia previously. In 1997, it began its movement under the
brand name Aktel with the designer GSM adaptable broadcast communications master centers in
Bangladesh. In this report, we will briefly discuss the different aspect of work done by the HRM
department of Robi including training and recruitment process, selection, performance appraisal
methods and how Robi compensates its employees by incorporating the HR policies of the
company successfully.

Methodology:
Information required on preparation of this report was collected through the basis of secondary
research. Because of the current corona virus situation, we did primary research by contacting
via phone with HR manager of Robi.
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Company Background:
Robi Axiata Limited is a nationwide leading GSM communication supplier. It starts its journey
in 1997 as Telecom Malaysia International (Bangladesh) with the brand name ‘AKTEL’. The
company begun its new journey and change its name Robi in 28th march 2010. On 16th November
2016 Robi Axiata Limited began its business procedure. This is the highest merger company of
our country besides archaeologically speaking merger in the movable telecom division in
Bangladesh. It is basically focus on local tradition and people’s need. Robi build its position
through its innovative ideas and originality. 46.88 million people subscribe Robi, till 2019. 1600
citizens are working for Robi as full and part time employees. By joining around 384 workers
through 145 nations, it shows its position largest international roaming service in the market.
Robi first operate GPRS system in the county and 3.5 services in Bangladesh.

Robi operates with the following mission statement,

 The need of the customers matters first.

 Ensuing the better speeding communication.
 Stabilizing company’s chief position and its standard to the competitors and mobile
telecommunication market.
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Culture of Interpersonal relationship:

An interpersonal relationship on the workplace today is equally important and relevant. There is
a top-down example of the 'one-team' approach in an enterprise where results are supposed to
come from leadership level to institution level. Deficiencies and difficult times will always be
part of the process, but if the whole team works for one goal and to ensure that the collaborative
partnership and communication between key stakeholders is solid, it's a whole different story.
Interpersonal relationship refers to close cooperation between people working together at the
same organization. Employees working together must share a special bond with them to get the
best outcome possible. It is critical that individuals to be honest to one another for healthy
interpersonal relations and ultimately successful workplace environments.

Current HR system:
At first the management team sets up company goals and strategic planning for the year at the
very beginning of a year. After the confirmation of strategic plan and goals, the HR department
tries to predict the vacancy along with the help of other department respective executives.

Robi’s recruitment Process:

For the recruiting process robi is using internal and external recruitment both over the year.
But from both this internal and external source of recruitment Robi prioritized mostly in internal
source because they think internal source is more efficient and skilled.
Internal Sourcing System:
In internal recruitment process job posting process is followed by the HR department of Robi. At
the time of recruitment, the HR department posts the vacancy in the internal portal of Robi. They
also mail individuals within the company who fits for the vacancy.
When it comes to recruit for the top management the HR department proceeds carefully because
selecting the successor depends on the organizational goals and needs.
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External recruitment:
For external recruitment process Robi’s first preference goes to online portals (BD Jobs,
LinkedIn, Official website of Robi)
Existing employees referred is also hired after going through all recruiting process.
Campus Recruitment:
Robi also look for fresh graduates who are smart full of enthusiasm and have potential on them.
They do many campus recruitments programs. Example: National Job Fair, Internal Internship
Program)

Selection and Testing Process:

The HR department has three basic steps to recruit an executive
1st CV screening
2nd Interview
3rd Medical check and background check
First Level: At the first phase of the recruitment they do the CV screening and call the potential
candidates for simple interview.
Second Level: After completing the first phase those who get selected get another call from the
HR team for a full day assessment which is very advanced interview. In this step candidates are
examined with written, verbal and analytical test.
Third Level: This is the final step of recruitment. In this stage those candidates who are selected
as executive are called to do medical checkup, in order to know if the candidate have any major
health issue or not. After the medical clearance the HR team runs the background check of that
candidate. If the background check comes clean then they hire the candidate as an executive
officer.
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Training & Development:

Training & Development is an organization's Subsystem. It ensures that randomness is
minimized and changes in learning or actions occur in a standardized format.
Robi gives a lot importance on training programs. They give one the job training and off the job
training after figuring out how many employees need the training. By Standard training calendar
Robi scheduled the trainees and their necessary training.
Robi Axiata Limited Training room 01 & Training room 02 and Robi cafeteria are the places
where trainings frequently take place.

Response grabber:
This is the key move and now the goal is to attain the responsiveness of the students. Learning at
the stage where thinking is integrated, is a lot better. When it goes the other way around, then
they need to drive graciousness to another level.

Objectives announcement:
Assuming everyone’s thought have been obtained, tutor will now be able to move to the learning
purposes. For example the objective of the arrangement. The focuses and purposes behind
existing are then cleared up to the understudies.

Memorize past information:

Now the instructor attempts to check student's information of past material as when they review
portions of it, learning is speedier and improved.

Stimulus presentation:
This is the development of the planning material and substance that shows in genuine life what is
to be refined, how to analyze it and how to connect.

Learning direction:
The instructor here applies bearing on the best way to take the topic into account and what norms
can improve the adequacy and capacity to take the preparation material into account.
Performance elicits:
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This incorporates giving students an event to set up what they have realized, by act.

Feedback as reinforcement:
This involves explaining what went correct to the students and what turned out poorly, providing
headings, showing and demonstrating the best way to do the job.
Performance assessment: The instructor links the execution of the training plan with the
fundamental objectives for achieving whether or not learning was viable.

Enhancing retention and transfer: This means placing the learners in a divergent and creative
situation in which they can use the capacities and aptitudes mastered in the training program to
respond to a true event.
These are the training steps Robi uses to train its old & new employees.

Benefit offered:
Transportation:
Company offers pick-up and drop service from Robi Axiata Transportation Facility to Managers
and below employees. For CXOs to General Manager, the company will provide a transport
reimbursement.
General Managers, vice-presidents and executive vice-presidents are entitled to demand 56
percent of their monthly salaries in conjunction with any cost to maintain their own vehicles.

Leave Fare Assistance (LFA):

Robi Axiata encourages employees to build their leave schedule and enjoy their annual bonus, as
enjoying a leave is a successful way to relax and escape exhaustion & boredom. Keeping this in
mind, Robi Axiata provides workers with an attractive financial advantage called Leave Fare
Assistance to enjoy their leaves more.

Festival Bonus:
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Employees are eligible to earn two incentives each year for festivals. One bonus is equivalent to
a basic salary of one month. Muslims employees get two Bonuses, one before Eid-ul-Fitar &
other on Eid-ul-Azha. Employees who are Hindus receive their two bonuses before Durga Puja
& Saraswati Puja. Christian employees get before Easter Sunday & Christmas and Buddhist
employees receive their bonuses before Buddho Purnima and Ashwini Purnima.

Provident fund:
A new Robi employee must go through a three-month trial period before they become eligible
member of Robi's provident fund program. When an employee leaves the job one year after
becoming a PF plan member, he / she is entitled to earn a 100 per cent contribution along with
the employer's contribution.

Gratuity:
In accordance with Robi's gratuity policy, an employee is eligible for gratuity five years after
completion of the probation period and becoming a permanent member of the firm. The gratuity
is measured as a regular pay of one month for five years. 1.5 times a minimum wage of one
month a year for eight-year service. 2 times a month’s annual minimum wage after ten-year of
service.

Implication of Strategic Human Resource Management:

The human resource management is an understandable and much strategic way of managing
company’s highly valued assets, who the people working in an organization and either individual
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or collectively ensure the attainment of the organizational goals and objectives. The implications
of the human resource department in Robi are becoming strategic clearly show that there is a
change from personnel management to HRM. The implications of department show that the
utilization of human resource at different times has played an important role making the
department to become strategic. The aspects of human resource management have been designed
in a way that it concurs with the needs of surrounding in which changes to SHRM. SHRM is real
only when translated into theoretical models and then implemented through personnel a strategy
that’s why Robi tend to implicate SHRM strategies so well. The human resource department of
Robi shift towards a macro-point of view, to apply to the broader part of the organization. In fact,
there need to be commitments on high quality in the company, which then will become more
productive in the firm that’s why in Robi every employee is committed to their respective
responsibility which is making sure by the HR department.

Recommendation:
Robi hires into three separate job posts for entry-level positions: Graduate Trainee, Area
Manager and expert. The recruitment process of Robi starts with the online application and after
that written exams and interview are done. This follows a selecting process built to find the right
candidates in the right place. Good recruiting makes sure that the entire company has
competence and best quality results. Robi is hiring both internally and externally. Internship
selection is just as contracting the employee recruitment is. The applicants need to face the
interview, and the named as Robi's intern if they get selected. In general, Robi asks for resumes
from the reputed universities for an internship. Robi Axiata Ltd, as a global telecom company,
aims to sustain its employee relationships by communicating and interacting with them, and
offering opportunities for development and success. As it’ll be one of their competitive
advantage devices, Robi must be vigilant to keep their brilliant workers tool. Both organizations
have different traditions and beliefs along with different types of working, so it's little difficult to
combine their work traditions and workers to adapt to them and the company needs to come up
with solutions otherwise they’ll lose their future employees.
So our recommendation for RobiAxiata Ltd. to follow given process:
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Conclusion:
Compare to the functional with theoretical knowledge includes finding weaknesses in the branch
activities and making suggestions to address the detected weakness. It's attempted across all
branches and parts to cover in which I have the ability to convene practical exploit for the
internship program. Due to time constraint it is impossible to go into the scope of one branch
operation. Best effort has been made, even so, to get the internship programmer’s objectives.
Robi Axiata Ltd. is the 2nd largest mobile operators in Bangladesh. By its network it
encompasses all of Bangladesh. ROBI provides different goods and services on the market.The
business are in rising place at the moment. Decisions taken by Robi are based on evidence from
market analysis and survey reporting. The organization also controls the actions of its rival, and
is involved in marketing decisions. Human Resource Management is one of the main tasks for
one organization, whether it's tiny or large like Robi, because if employees don’t support the
company then it’s impossible to achieve its target. Recruitment and selection are also very
relevant to every organization. Recruitment and selection helps a company to determine the
position and to identify the perfect candidates for leading the company in the future. The method
of hiring and choosing Robi is a highly established and successful one. Because of every workers
support, Robi is willing to reach its aim and target and be successful in the market. Nonetheless,
they've few big resource-policy and HRIS improvements to do. If they can do that as they have
expected, then the Human Resource Division of Robi would be more successful and profitable.
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References:
An interview with Robi Axiata’s HR manager via phone.
Ms’ Shirin Khan,
Manager, Human Resources Department.