Recruitment and Selection Process
of Robi Axiata Limited
In order to get on with the rhythm of the modern world, infra-structural development of the telecommunication sector should get the priority. As a consequence, Robi Axiata Ltd. one of the pioneers not only in the telecommunications private sector of Bangladesh, but also is a dynamic and leading countrywide GSM communication solution provider. It is a joint venture company between Axiata Group Berhad, Malaysia and NTT DOCOMO INC, Japan. With a mission to meet the communication needs of the people of Bangladesh, Robi Axiata Ltd. formerly known as Telekom Malaysia International (Bangladesh), commenced its operation in 1997 under the brand name of Aktel. Later, on 28th March, 2010 the company started its new journey with the new brand name “Robi”.
By serving the urban dwellers and rural people simultaneously, Robi is going to fulfill the country’s vision to make communication a basic necessity and with the reach at all levels of the society. Sharing Robi’s experience and expertise with people of Bangladesh will not only assist in the development of the telecom infrastructure in the country but most importantly the people of Bangladesh remains connected and closer with each other.
Robi is truly a people-oriented brand of Bangladesh. Robi believes in ahead with innovation and creativity. The company is providing the telecommunication services to support national telecommunication policy for a higher rate of telecommunications ratio and coverage in Bangladesh. Robi is committed to provide warm, friendly approachable service to its valued customers as well as mass society. Robi services its subscribers with the philosophy of the excellence with the limited interconnection.
To ensure leading-edge technology, Robi has the international expertise of Axiata and NTT DOCOMO INC that support 2G voice, CAMEL phase 2 and GPRS/EDGE service with high speed internet connectivity. Its GSM service is based on a robust network architecture and cutting edge technology such as Intelligence Network (IN), which provides peace of mind solutions in terms of voice clarity, extensive nationwide network coverage and multiple global partners for international roaming (IR). It has the widest International Roaming coverage in Bangladesh connecting 553 operators across 207 countries. Its customer centric solution includes value added services (VAS), quality customer care, easy access call centers, digital network security and flexible tariff rates.
As a customer focused Information Communications Company, Robi believes in providing superior service that leads to good business and good development in the society. Robi believes that quality is continuous and never ending journey. Hence, a step Robi is taking continuously to upgrade and expand their network for better and more efficient services to subscribers.
Objectives of the Study
To know overall about the company of Robi Axiata Ltd. and also know each and every parts of the recruitment and selection process of that company.
- To focus on major elements of Recruitment and Selection process.
- To focus on the process of Recruiting and selecting personals.
- To focus on the updates and the batter methods of modern technique.
Source of Information:
- Primary: The primary information collected through face to face interview, observation, and by participation in the recruitment and selection process.
- Secondary: The secondary information collected from website, Magazine, Memorandum, Journals, books and some other relevant sources.
Both primary and secondary data sources will be used to generate this report. Primary data sources are scheduled survey, informal discussion with professionals and observation while working in different desks. The secondary data sources are different published reports, manuals, price updates and different publications of “Robi”.
Scope of the research
The report deals with the recruitment and selection process in terms of theoretical point of view and the practical use. The study will allow learning about the recruitment and selection issues, importance, modern techniques and models used to make it more efficient. The study will help to learn the practical procedures followed by the leading organizations. Moreover the study will help to differentiate between the practice and the theories that direct to realize how the organization can improve their recruitment and selection process.
History of Human Resource Management
The History of Human Resource Management is the strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms “human resource management” and “human resources” (HR) have largely replaced the term “personnel management” as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.
Human resource management has it roots in the late and early 1900’s. When there are less labor then there are more working with machinery. The scientific management movement began. This movement was started by Frederick Taylor when he wrote about it a book titled ‘The Principles of Scientific Management’. The book stated, “The principal object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee.” Taylor believed that the management should use the techniques used by scientist to research and test work skills to improve the efficiency of the workforce. Also around the same time came the industrial welfare movement. This was usually a voluntary effort by employers to improve the conditions in their factories. The effort also extended into the employee’s life outside of the work place. The employer would try to provide assistance to employees to purchase a home, medical care, or assistance for education. The human relations movement is the major influence of the modern human resource management. The movement focused on how employees group behavior and how employee feelings. This movement was influenced by the Hawthorne Studies.
Functional area of HRM
- Human resource auditing
- Human resource strategic planning
- Human resource planning
- Manpower panning
- Recruitment / selection
- Management development
- Compensation development
- Performance appraisals
- Performance management
- Career planning / development
- Staff amenities planning
- Event management
- Succession planning
- Talent management
- Safety management
- Staff communication
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. It is undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits.
The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. Oftentimes a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for success.
Sourcing involves the following steps:
The most common internal sources of internal recruitment are
- personal recommendations
- notice boards
1) Personal References
The existing employees will probably know their friends or relatives or colleagues who could successfully fill the vacancy. Approaching them may be highly efficient method of recruitment but will almost certainly offend other workers who would have wished to have been considered for the job. To keep employees satisfied make sure that potentially suitable employees are informed of the vacancy so that they can apply. Also anyone else who is likely to be interested is told about it as well so that they can apply for the job.
2) Notice Boards
This is the convenient and simple method of passing on important messages to the existing staff. A job advertisement pinned to a notice board will probably be seen and read by a sufficient number of appropriate employees at little or no cost. However many of the staff will probably not learn of the vacancy in this way either because the notice board poorly located or is full of out dated notices that they don’t bother to look at it, as they assume there is nothing new to find out. A notice board must be ensured that it is well sited. Wherever it is been placed it should be certain that it is seen by everyone. It means there must be equal opportunity to see to it and this happens when they know that just important topical notices are on display. Attention must be paid to the design and contents of the notice if it is to catch the eye and make the employee read on and then want to apply for the job.
Many companies regularly produce in-house newsletters, magazines or journals for their staff to read. It is hoped that latest company news sheet is read avidly by all staff thus ensuring that everyone is aware of the job opportunity advertised in it. Unfortunately this is not always so, because it is sometimes not circulated widely enough and employees may find it boring and choose not to read it. Newsletter can be utilized as the source of recruitment if it is convinced that everybody will see a copy.
Possibly the best way of circulating news of the job vacancy is to send memorandum to department managers to read out to the teams or to write all employees perhaps enclosing memoranda in wage packets if appropriate. However it can be a time consuming process to contact staff individually, especially if there is a large work force. It should also be kept in mind as to in which way the memorandum is phrased out so that the job appeals to likely applicants.
There are many sources to choose from if you are seeking to recruit from outside the company.
- word of mouth
- job centers
- private agencies and consultants
- education institutions
- the press
Two or three points are discussed below.
1) Word of Mouth
Existing employees may have friends and relatives who would like to apply for his job. Recruiting in this way appears to be simple, inexpensive and convenient. Never use word of mouth as a sole or initial source of recruitment if the work force is wholly or predominantly of one sex or racial group. Also employing friends and relatives of present employees may be imprudent because it is not certain that they are as competent as the current staff.
Displaying notices in and around business premises is a simple and often overlooked method of advertising a job vacancy. They should be seen by a large number of passerbies, some actively looking for work. It can also be inexpensive with a notice varying from a carefully hand written post card up to a professionally produced poster.
Pay attention to the appearance and contents of the notice if it is intended that it is applied by the right people.
3) Job Centers
Most large towns have a job center which offers employers a free recruitment service, trying to match their vacancies to job seekers. Staff will note information about a post and the types of person sought and then advertise the vacancy of notice boards within their premises. Job center employees can further help if requested to do so by issuing and assessing application forms and thus weeding out those applicants who are obviously unsuitable for the position. Short listed candidates are then sent out for the employer to interview on his business premises.
Recruiting internally and externally
Recruiting from among the existing workforce offers many advantages. Seeing your employees at work on a day-to-day basis will enable you to evaluate their particular strengths and weakness accurately and choose the most suitable person for the position.
When the company recruits from within the organization the employees will feel important and highly valued since it appears that the organization immediately turns to them whenever a vacancy occurs. Their work rate and performance should improve as well as they will realize that increasing job opportunities are available to them if they are industrious and successful at their jobs. However any method has its own merits and demerits.
It improves the morale of the employees
The employee is in better position to evaluate those presently employed than outside conditions
It promotes loyalty among the employees, for it gives them a sense of job security and opportunities of advancement.
These people are tried and can be relied upon
It often leads to inbreeding and discourages new blood from entering into an organization.
There are possibilities that internal sources may “dry up” and it may be difficult to find the requisite personnel from within an organization.
No innovation are made no new thinking so on new inputs which is very much essential for the growth of the organization
Usually promotions are based on seniority so the danger is that really capable hands may not be chosen.
When a company is involved in large expansions and is more oriented towards achieving high growth and high market share, with more focus on quality of the product and high customer satisfaction then it is inevitable for any organization to go for external recruiting. External recruiting is nothing but recruiting the people in your organization from outside the company. It will help the company to make best use of other sources that are lying outside the organization like for example campus recruits is an effective and efficient way of recruiting when a company wants new minds that are more creative and go-getters for any task. If a company wants to concentrate only on its core activities and wants to relieve the burden of the task of recruitment then the more feasible option would be third party recruiting or recruitment process outsourcing RPO. The experienced persons but unemployed can be recruited into the company which may reduce the training cost if they are from same industry. Retired and experienced people can yield more by enhancing their prior experience in new business situations.
New entrant to the labor force i.e., young mostly inexperienced potential employee’s fresh graduates or postgraduates can be taken and mould in accordance with company’s culture.
External recruiting results in best selection from the large sources
In the long run this source proves economical because potential employees do not extra training.
Many different ways of recruiting is available.
The excess applications generated for current requirement may be utilized for future vacancies.
Extra time is required by the people to adjust them selves to the present working situations.
If the recruiting is done from large source then it will be more time taking as the applications generated are more and short listing becomes critical.
Cost of recruiting will be comparatively more than internal recruiting.
Sometimes it creates employee dissatisfaction as there may be mismatch between the employee expectation with the company and the company’s expectation with the employee.
Before making a choice and making decisions as to which source should be adopted for recruiting both the sources should be thoroughly assessed and must be studied carefully the wide variety of individual sources of recruitment that are available whether Internal or External. Before choosing any sources make sure that it gives answer as YES to these following questions:
There are a number of methods companies should avoid when putting their recruitment plans into practice. For instance, many businesses have the necessary talent within their organizations, but are too busy looking outside to recruit the skilled employees they already have. Others try to look for a mirror-replacement to the employee they have lost, duplicates with the same attitudes and skills, when companies can benefit more from employees with new experience and outlooks on the position. Some employers forget to include their employees in the recruitment process, or attempt to find the “perfect” employee without noticing the talents of the job seekers they interview.
Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people.
Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested.
Recruitment & Selection at Robi:
As we know, Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. And Selection is a process by which candidates employment are divided in to two classes those who will be offered employment and those who will not.
Recruitment and selection is one of the most important for every employee. Cause by this company makes a person as the member of it. There is a general process of recruitment and selection that a company should follow. In Bangladesh perspective many company does not follow any specific process for recruitment and selection. There are lots of limitations a company face in case of recruitment and selection process. But the recruitment and selection process must be developed, modern and fair.
In Robi recruitment and selection is done by a specific process and which is very much modern. It starts with the manpower requisition and end with appointment.
Human Resource planning
Recruitment and Selection are not simply mechanisms for filling vacancies rather they are viewed as the key factor for suitable placements. With a view towards placing the right person at the position, in Robi following procedures in Recruitment and Selection will be practiced:
Robi’s Human Resource planning will start at the beginning of the year in accordance with the approved business Plan and budget provisions.
Each Division will submit their month wise recruitment plan to HR for the whole year and on the basis of such requirement HR Division will prepare the upcoming recruitment plan of each Division/Department.
Based on the HR Planning respective Division/Department Head will inform HR on personnel requirement through Manpower Requisition form, after obtaining necessary approvals from the Managing Director. Employment Requisition Form must contain a JTOR (Job Terms of Reference), comprising Job Description and Job Specifications / Requirements of the position.
Requisition form contain some information like
- Name of the position
- Status of the employment
- Job description
- Job specification
- Approval of the MD
When the approval comes to HR, the process begins by collecting suitable candidates from sources.
First and foremost step of recruitment is collecting CVs from sources. There are two sources of recruitment:
- Internal source (within the organization)
- The external job market.
For encouraging the internal candidate, job vacancies in Robi may be advertised through internal notices to all Robi Axiata Ltd (Robi) employees. Recruitment from the internal source may be through Promotion or delegating individuals with new assignments.
In the case of internal sourcing, HR along with the concerned Division/Department will identify prospective candidates on the basis of Individual Capability matching with Competency/Role Profile and will conduct appropriate tests to select the most suited person.
In internal source Robi consider mainly three types of employees:
Contractual employees are those who are working in a contact of six months or one year. And part-time employees are those who work in Call Center. And also interns, after completing their internship and completing their graduation can apply for job.
In short external sources mean collecting CVs from outside. Robi collect a lot of CVs from outside. Recruitment from external sources will be through
- Executive search – for Senior Managers and Above Positions.
- Advertisements – for managers and below positions.
The CVs are collect by following ways:
- HR CV Box
- Internet Job Sites
- Employee Reference
- Career Fair or Job Fair
CV Box of Robi HR:
There is a Box for CV in Robi HR. In that box anyone can drop his or her CV in anytime.From the CV Box HR sort out suitable CVs for the required position. This box is open for everyone who wants to drop their CV. Almost everyday this box get full of CVs. It contains about five hundreds of CVs. By this way Robi HR collect a lot of CVs for job.
Advertisement is a well known and world wide accepted source of recruitment. Like other company Robi also have a career website from where applicants can fill up an application forms. When the job requirement is matched with the applicant’s CV then HR select these applications for recruitment.
Internet advertisement is another new source of Recruitment. Now a day every employee has a website and they collect CVs by internet. Ever there is lots of job website and company can send advertisement over there. Recently Robi lunch a carrier website for the candidates.
Like other company Robi also give advertisement over net. Generally Robi gives advertisement in www.bdjobs.com. The interested candidates whose profiles match with the requirements can apply for job over the net. By this way Robi gets many CVs.
Employee Referrals may be collected through circulation of advertisement to all employees. Robi consider employees reference because it got some advantage, the internal employees know how to do the work so he can easily understand who can do the work. If an employee refer someone that means he knows about him better and that helpful for the company because Robi believes employees cannot be harmful for company.
Universities are big sources of recruitment. There are many public as well as privet universities send CVs for job. When students completed their courses, universities send their CVs to Robi for internship. And sometimes they send CVs for job also.
Career or Job Fair
This is another big source of recruitment. By participating in fair or sponsoring fair Robi gets a lot of CVs. Robi participate in many fair like
- IBA Fair 2006
- Robi Career Fair 2007
- Robi Career Fair at AIUB 2010
Among them Robi was the main sponsor of Robi Career Fair 2007. This fair was arranged by Dhaka University Finance Department and Robi was the main sponsor of it.
It was a grand branding for Robi as well as Robi got a lot of suitable candidate’s CV. This is a great success for Robi. Almost three thousands of CVs was in Robi box when the fair over. The main theme of the fair was to encourage student to come to Robi and drop CV in for job in Robi. By this way Robi HR collect CVS for job.
Depending on the circumstances professional employment agencies, notice boards of technical universities like BUET/ KUET/ CUET/ RUET, other universities like IBA, NSU, BRAC etc., and journals may be chosen for attracting applicants against job openings.
Screening of Candidates
Following publication of Job Vacancy, concerned Divisional/ Department Head and HR Division will scrutinize the applications and short list candidates for inviting to oral interviews or written tests where applicable.
When screening the following criteria will be followed:
- For the Executive position, candidate must be at least graduate (from Robi preferred universities)
- For Executive and above, candidate must have at least 2nd class in all academic level. However, in case of competent candidates with strong experience in the relevant field such educational qualification may be relaxed.
- For Non-Executive permanent employees, minimum educational requirement is SSC.
- For Non-Executive contractual employees, candidate must be of class eight pass.
For every job Robi HR arrange a written exam for candidates. The written exam is must for each and every candidate.
The written exam is called “General Ability & Psychometric Test”. It contain two parts,
- General Ability
In this section, the general ability of the candidate has been checked.
- Psychometric Test
This is one kind of physiological test by which the behavioral sides of candidates have been checked.
This is the way of written exam that taken by Robi for job. It is a very important and useful way to find our good candidate from the all kind of candidate.
For the oral interview, competency based structured interview will be conducted. The standard Interview Assessment Form along with probing questions will be supplied by HR Division. Position specific structured interview with necessary Proving Questions and Assessment form can also be developed/ used.
The oral interview may take place in different phases according to the decision of HR Division and concerned Division/ Department and on the basis of Position:
Conducted by the respective immediate Manager and another member from cross functional area.
- Second Interview or Final Interview:
Conducted by the particular department’s next level managers along with the respective Divisional/ Departmental Heads.
- Interview of Key Position:
If the recruitment is for any key position/ AGM or above level a final interview must be conducted with the Managing Director. Sometimes one interview makes the final result and sometimes there are two interviews. Interviews are arrange by HR. HR arrange interview for every post even for a tea boy and for a driver. Generally these interviews are held in HR floor of Robi. There is a separate room for interview.
These interviews are generally taken by managers of the required division and there must be an HR person in that interview. In interview the interviewer find out the fact candidate behavior as well as the ability of the candidate. Interviews also test the intelligence and smartness of the candidate.
Robi take some practical for the technical candidates. Basically technicians have to face this test. This test is called “tower Test”.
Tower Test is a practical test. In this test the candidates have to claimed up a technical tower which is twenty fit high. The reason of this exam, is to find is the candidates is able to claimed up a seventy five fit tower or may be more then seventy five fit tower.
This interview is generally taken by technical people. They find out about the technician can do that or not. They also ask questions about and select candidates who is suitable for the post.
From the interview some suitable candidates comes out. Once the final incumbent is selected, HR Division (Compensation & Benefit) will initiate the compensation Plan and will make offer/ process the appointment formalities. This time HR discuss about few things like:
- Terms and condition of company
- Salary and benefit
Like the requisition for appointing candidate the approval of MD is needed. This time HR sends the approval to MD that these candidates are selected in interview for this position and they are going to appoint these candidates for the post.
When the MD approved the appointment of the candidate HR call the candidate for a medical check up. The candidates have to collect a letter for medical from HR and go for the medical test. The selected candidate must undergo a medical check up and subject to satisfactory medical report formal appointment letter will be issued.
When a candidate is selected for the job, his or her given reference has been checked by HR. Reference check may be conducted by HR Division upon acceptance of offer.
- Subject to satisfactory response joining will be accepted
- Appointment or Offer Letter
At last the after the medical test and reference checked, the offer letter for the candidate has been issued. After that the candidate gets the call that he or she has been appointed and he or she has to collect the letter from HR.
Acceptance of Offer Letter & Joining Procedure
The joining also has some procedure. In time of joining at first the candidates have accept the offer letter by signing it. Then he or she has to fill up some forms like,
– HRIS form
– ID Card form
When all this formalities are over the candidate will become one of the member of Axiata and start working as an employee of Robi.
Recruitment of Contractual & Others
This policy governs the appointment of individuals on Contract/Causal basis and through Third Party service providers. Prior to process the employment on the above category, the Division/ Department concerned must obtain approval from the Managing Director. The manpower requisition must contain the job specification with justification of the need along with the period.
Jobs which are temporary in nature and is likely to be for a limited period or need is for a long term but cannot be hired on a permanent basis due to headcount restrictions. The period of appointment will be of 3 (three) months to maximum 2 (two) years.
A contract appointment should be for a fixed period and will become void automatically on the end date unless the contract is shortened or extended in writing prior to the expiration date.
Person appointed on contract may be terminated during the tenure at the discretion of the employing department with reasons (performance/ redundancy) or without assigning any cause. A termination clause (with notice period/pay in lieu of) must be incorporated in the contract.
The division/ department concerned will initiate the recruitment in concert with HR. Upon finalizing the selection; HR will issue the formal appointment letter. Employees hired on contract must go for pre-employment medical test and subject to satisfactory results (fit for work) the incumbent will be allowed to join.
Standard terms and conditions similar to permanent employee especially adherence of code of business ethics, confidentiality and full time engagement clauses must be included.
If a contract employee is made permanent (based on performance/capability/ headcount) the service length of that individual will be counted from the first day of the joining provided the contract period was continuous/uninterrupted.
Salary and benefits will be fixed based on the incumbents’ educational and professional background. A contract employee will be entitled to same level of salary and benefits if he/she is hired in a position that already exits in the permanent payroll.
A contract employee will not be eligible for end service benefits or loan facilities from the company.
Jobs that are totally causal in nature and are required for a short period (maximum of 12 weeks) to cater the additional influx of work or emergency exigencies or filling up a permanent position that is temporarily vacant.
Casual appointment should be for a fixed period or until the completion of the special job/project and cannot be for long periods. Employing divisions/ department must obtain approval form the Division/ Department Head justifying the need, specifying the number of personnel and the required background. Line Manager in concert with HR will process the hiring.
No written contract is required. Appointment will be on a daily worked basis.
The line manager will do the necessary arrangements for recruitment and appointment of Casuals keeping HR & Administration informed.
The principle of hiring should be the best candidate suited to the job/position. No discrimination will be permitted on the basis of personal relationship regarding hiring of Casuals. All individuals involved in the hiring process must be sensitive to the perception of favoritisms and bias.
Salary should be determined based on the incumbent’s background and skills. The calculated market median for the type/nature of the job should be taken into account prior to fix the compensation. Casual employee will not be eligible for any other standard benefits of the company and the payments can be on a daily/weekly/monthly basis.
Recruitment for Internship
Internship is one of the parts of graduation for student. In case of Bachelor of Business Administration and Master of Business Administration, it is an obligatory. For this reason Universities send CVs of student to Robi for internship.
Recruitment of interns just like the recruitment of contractual. The candidates have to face the interview and if they get selected then they will appoint as intern. Generally for internship Robi ask for CVs to the reputed Universities like Dhaka University, North South University and BRAC University etc.
The requisition for interns is send by the departmental head or the employee who need intern. When requisition comes HR sort CVs and then arrange interview.
Recruitment for Surveyor
Surveyor is a monthly program of Robi. Robi has always done a monthly survey in their Customer Service. This is done for knowing about the customer satisfaction and condition of customer care.
For recruitment the candidates can be undergraduate no need of graduation. Candidates have to face an interview and if he select by the interviewer then he will be appointed.
Analysis Robi Axiata Ltd.
- Robi Axiata Ltd. mainly emphases on internal and external sources for recruitment.
- Internally the organization discloses the positions of the job and announces it to all current employees. Nature of the position and the qualification needs for the job is described in the announcement so that the interested candidates can apply.
- Robi Axiata Ltd. recruits the relatives and dependents of the employee for CV in some cases.
- Another way to find applicants is through employee referrals by other departments. Informal communication among managers who can lead the discovery for the best candidates who are working in other department in the firm.
- Based on employee skills, educational background, experience of work employee can be recruited in the organization.
- For external sources the organization does advertisement, takes help from the employment agencies (only for technology department), do campus recruitment, arrange internship for the students, take employee from personal contact or by employee leasing.
- Robi Axiata Company Ltd. has a structured and standard selection process. This is strictly followed by the selection board that is empowered by the organization.
- They first screen CVs. This process is done by some selective criteria which are needed for the company. Then initial interview is held. After that selective applicants are asking for written test. Those who are successfully passed the written exam are called for final interview.
- Once the recruitment and selection process is done then the employees are appointed base on their job description.
- The organization fills the position by promoting the present employees. But most of the times it recruits from outside
- Interns are recruited based on their performance. Employee leasing is an option.
SWOT Analysis of Robi Axiata Ltd.
- Strong Brand images to overall Customer through Advertising, Posturing, Sponsorship etc.
- Offer quality products. Robi always support entrepreneurs thats why the organization have different product for them named Uddokta & Easy Load Tariff
- Robi is using better equipment to give better service to their customers. Now they are using Nokia-Siemens instead of Alka-tell to provide best quality Network.
- Good relationship with retailer.
- The customer of Robi face Network problem outside the Dhaka and sometimes even inside Dhaka.
- The company could not cover all the rural area with their network which is making some dissatisfaction among the customers.
- Average revenue of Subscriber life cycle is all most equal to the sim tax. As a result it becomes very difficult to take out profit from the operation.
- Continuously increase the using rate of mobile phone in Bangladesh that’s why Robi has the opportunity to increase their customer size.
- As Robi is using Bangla name for their products, it helps the customer to understanding the meaning of the products very well, that’s why they understand which tariff is best for them. So they buy it more. Mostly this is suitable for uneducated people of Bangladesh and also for rural people.
- Increasing income of population. As much they earn that much they need to using mobile to fulfill their working requirement.
- Restriction of Government regulations.
- There are five competitors are existing in Bangladesh for Robi. So Robi has to face high competition to retain the customers.
- Because of the aggressiveness of the competitors and customers connection switching behavior, Robi is constantly loosing their market share. If it is going on then its very difficult for the company to exists.
As a multinational telecom organization Robi Axiata Ltd, Robi try to maintain their employee relations in their own way. The ways they are following is absolutely right from my view point.
Robi Axiata (RAX) Ltd, Robi maintain a positive relation with employees. But after my observation of employee satisfaction I have found that some of the employees are still not satisfied with the current situation of the organization. They want additional benefits and more allowances for various factors like children education, Medical allowance, and Marriage allowances.
- Strategic planning: Successful employment planning is designed to identify an organization human resources need. Robi Axiata Ltd. can use software to keep employees update; which type of qualified employees they have; forecast future requirement of qualified employees like other MNCs (telco).
- Checking Policy: When the candidates come for interview or written exam the authority doesn’t check the person with the picture that the candidates attached with the application.
- Using 3rd party: The company can use 3rd party for all the department to reduce cost. And it is not possible all time to get the best CV, in that case 3rd party can help me.
- Vacancy Fill up: Most of the time company filled the vacant position from outside. But they can fill it by promoting appointment or suitable person in the organization.
- Emphasize on internal search: Robi Axiata Ltd. basically relied on external search for recruiting purpose. They must attempt to develop their own low level employees for higher positions through more internal search. To do so they must ensure a communication network notifying interested persons of opportunities, including advertising within the organization like “position open” bulletin board in every department.
- Job fair: All of these organizations must use open up recruiting efforts to the external community like job fair through external search. They can participate in career and job fairs and open houses and must develop and support educational programs and become more involved with educational institution that can refer more diverse talent pool.
- Background investigation: HR department should undertake a background investigation of applicants who appear to offer potential as employees. They should verify an individual legal status to previous work through checking credit reference, criminal records and so on.
Recruitment is an important issue for any organization. Recruitment and selection allows an organization to asses the vacancy and choose the best personnel who will lead the organization in future. So the organization should give more emphasize on selecting a person. A person who can carry forwarded the organization in terms of development, values and ethics. Mainly the precious resource for any organization is their knowledge based efficient workers. The organizations should more cautious on this issue to ensure the quality and ethics.
From the above discussion we can easily understand that Robi Axiata Ltd. (Robi) is one of the top mobile Company of Bangladesh. It covers the whole Bangladesh by its network. There are many product and services of Robi is available in Market. At this moment the company is in growing position. But the strategies of the company will make the company “number one” mobile company of Bangladesh.
So we can easily find out the Human resource practice, recruitment and selection process, employee satisfaction and relations at Robi is a very developed and effective one. As a multinational company for making the process more effective Robi should analyze the recruitment and selection process of other multinational company of home and abroad.
That can make Robi perfect in recruiting people and the company will get efficient professionals, that will increased the productivity as well as revenue. The most important key source factor of Robi Axiata Ltd is its efficient human resource. It is using the state-of-the-art GSM technology and continuously monitoring its network traffic to ensure network quality. Moreover, its decisions are based on facts from market research and coverage survey. The company also monitors it’s competitor’s activities and is proactive in marketing decisions.