Grameenphone Intern Presentation (2)

WELCOME TO

INTERNSHIP PRESENTATION

Supervised ByMr. Abul BasharSenior Lecturer

School Of Business

Prepared ByS.M. Riajul Hasan

ID: 1020712

Internship Report

On

An Exploratory Study of Human Resources Development Practices in Telecom Industry in Bangladesh: A case study of Grameenphone Employees.

Organization Name

Grameenphone is the largest cellular operator in the country.

It is a joint venture enterprise between Telenor and Grameen Telecom

Corporation.

Grameenphone started operations on March 26, 1997.

Grameenphone was the first company to introduce GSM technology in

Bangladesh.

Company Overview

Company Overview Cont.

Grameenphone Ownership Structure

56%34%

10%

Telenor Grameen Telecom CorporationOther Shares


The Telenor Group More than 150 million mobile subscribers worldwide

Strong subscription growth, particularly in our Asian operations

Listed as No.1 on Dow Jones Sustainability Index 2008

Ranked as the world's seventh largest mobile operator

Revenues 2007: NOK 105 billion

Listed on the Oslo Stock Exchange, with headquarters in Norway


Vision of Grameenphone“We Empower societies. We provide the power of digital communication,

enabling everyone to improve their lives, build societies and secure a better

future for all.”

Mission of Grameenphone“We’re here to help our customers. We exist to help our customers get the

full benefit of being connected. Our success is measure by how passionately

they promote us.”

The Values of Grameenphone Make It Easy Keep Promises Be Inspiring Be Respectful

The Brand Promise of GrameenphoneGo Beyond


Some of Key CR initiatives of Grameenphone Safe Motherhood & Infant Care Project, More than 1.7 million free

primary healthcare services to underprivileged pregnant mothers & their infants

Free eye care support for around 28,780 people3,458 eye sights restored so far

Awareness building on varied national issues- AIDS, National Immunization Day

Information boats with digitized livelihood contents and internal access for remote riverine communities

Economic freedom for more than 400,000 Village Phone Operators More than 500 Community Information Centers- connecting life and

learning


Some of Key CR initiatives of Grameenphone Cont.

Proud sponsor of Bangladesh Special Olympics team

Employment opportunity to acid survivors

Scholarship for underprivileged meritorious students

Blood donation camps for underprivileged Thalassemia patients

Establishment of Blood Bank at Bogra for underprivileged patients

Emergency relief effort in natural calamities


Note: I was the Intern of Security and Expat Support at Share Service division which is under People and Organization Department.

Shared Service/Admin where I have worked

Facility Service Operation & maintenance

Vendor & service management

Service Center Security Risk & Expat Support

Transport Operation

Co-coordinator

Shared Service/Admin

Weekly Report Update

ROC software data update

Telenor group policy procedure acknowledgement and review

Security agreement with vendor acknowledgement

Statistics report collect and prepare every week

Security mobile information update

Awareness data collect from all RSO members every month

Fire drill support Savar and Gazipur switch

My Core Responsibility at Grameenphone

Yellow page update

Fire controlling training and information of safety from fire

Policy study and presentation making

Leader feedback collect from different region

Monthly data update and summarize

Presentation making based on different field visit

Switch and BTS tower visit

My Core Responsibility at Grameenphone Cont.

Broad Objectives of the Research

The broader objective of this research is to understand the Human

Resources Development practices in Bangladesh.

I tried to understand whether the organizations are still using traditional

or the strategic ways of Human Resources Development practices.

Moreover I tried to find out how MNC’S are contributing in the

development of strategic Human Resources Development practices in

Bangladesh.

To assess the perception of employees towards HR practice at

Grameenphone.

To study the employee performance at Grameenphone.

To examine the impact of HR practice on employees performance at

Grameenphone.

To find out the employees expectation toward the HR practice.

Specific Objective of the Research

Conceptual Framework

Organizational Development

Training and Development

Performance Appraisal and Rewards

Participative Management

Quality of Work Life and Welfare Measures

Employee Performance

Literature Review

Employee Performance Employee performance is defined as the outcome or contribution of

employees to make them attain goals.

Employee Performance means employee productivity and output as a result

of employee development.

Employee performance will ultimately affect the organizational effectiveness.

Quality of Work Life and Welfare Measures QWL is the favorable working environment that supports and promotes

satisfaction by providing employees with rewards, job security, career

growth opportunities, etc.

The concept of employee welfare has been used by many organizations as

a strategy of improving productivity of employees especially in the mobile

industry.

Literature Review Cont.

Organization development OD is action oriented. It starts with a careful organization-wide analysis of

the current situation and of the future requirements, and employs

techniques of behavioral sciences such as behavior modeling, sensitivity

training, and transactional analysis.

Training and Development Training is the process of teaching new employees the basic skills they

need to perform their jobs. Development helps to increase employees

knowledge, to be professional and effectively to performing job.


Performance Appraisal and Rewards A performance appraisal is a systematic and periodic process that assesses

an individual employee’s job performance and productivity in relation to

certain pre-established criteria and organizational objectives.

Participative Management Participative management defined as joint decision making or at least

shared influence in decision making by a superior and his or her

employees.


Research Design

Research Design Cont.

Sampling Design

Sample Unit Apprentices, Executives,

Sr.Executives, Specialists, EngineersManagers,DGM,GM.

Sample Size50

Sample procedureSimple Random

Probability Sampling

Descriptive Analysis

Data Analysis

Gender

Frequency Percent Valid Percent Cumulative

Percent

Valid

Male 46 92.0 92.0 92.0

Female 4 8.0 8.0 100.0

Total 50 100.0 100.0

Frequency Percent Valid Percent Cumulative Percent

Valid

15-25 2 4.0 4.0 4.0

26-35 39 78.0 78.0 82.0

36-45 9 18.0 18.0 100.0

Total 50 100.0 100.0

Age

Descriptive Analysis

Data Analysis Cont.

Income

Frequency Percent Valid Percent Cumulative

Percent

Valid

20,000-30,000 2 4.0 4.0 4.0

31,000-40,000 7 14.0 14.0 18.0

41,000-50,000 16 32.0 32.0 50.0

51,000 & above 25 50.0 50.0 100.0

Total50 100.0 100.0

Alpha Value between 0.5-0.6 for Sufficient & 0.7 and above is Desirable

Reliability Analysis

Variable Cronbach's Alpha

Number of Items

Result

Quality of Work Life and Welfare Measures (QWLWM)

.722 7 Desirable

Organizational Development (OD) .869 7 Desirable

Training and Development (TD) .702 4 Desirable

Performance Appraisal and Rewards (PAR) .661 4 sufficient

Participative Management (PM) .871 5 Desirable

Employee Performance (EP) .875 5 Desirable

If Correlation Coefficient p (rho) ≠ 0 and Significance, α(alpha) <0.05 which means that Alternative Hypothesis (Ha). Ha means there is a relationship between Independent variable & Dependent variable.

Correlation TestingSpearman’s Correlation

Dependent Variable

Independent Variable P (rho) Value of Alpha Result


Quality of Work Life and Welfare Measures & Employee Performance

.531 .000 Ha

Organizational Development & Employee Performance

.479 .000 Ha

Training and Development & Employee Performance

.455 .001 Ha

Performance Appraisal and Rewards & Employee Performance

.561 .000 Ha

Participative Management .722 .000 Ha

Regression Analysis R square values represent how much a dependent variable is explained by the independent variable.

Independent Variable R Square Dependent Variable Dependent Variable is explained by the Independent Variable

Quality of Work Life and Welfare Measures

.225


22.5%

Organizational Development

.289 28.9%

Training and Development .258 25.8%

Performance Appraisal and Rewards

.261 26.1%

Participative Management .516 51.6%

Sample size was very small to present the proposed scenario.

The knowledge constraint of the researcher was another

limitation for this study.

Some of the respondent did not properly answer the questions

due to lack of time and language barrier.

Limitation

Recommendation

Grameenphone needs to develop a feeling of mutual trust and confidence among

employees.

Need a transparent communication process that helps in the establishment the

HRD climate.

The HR policies of the Grameenphone should be designed and implement in

such a manner that these policies encourage the employees to contribute their

best.

Employees should be authorized so that they can take the right decision at the

right time.

Management should discourage the stereo types and favoritism.

All employees should be treated on equity basis.

Most of the employees of Grameenphone give emphasis on participative

Management

Moreover the team sprite should also be developed among the employees.

These recommendations if implement properly will go a long way to help the

management of Grameen phone.

Recommendation Cont.

Save our Nature & Be Green

Question & Answer

For Being With Me

Grameenphone Intern Presentation (2)

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