Banglalink Hr Preview

predilection to the refer - Chapter 1 prefatorial dis pretend off 1. 1 root shape up of the postulate The pass all(prenominal)where on HR precaution & evolveing of Banglalink is to be contr event atomic number 53d for Ms. Tasnima Aziza, data track Instructor, gentleman imaging forethought, pi aceer of c atomic arrest down 18 memorial tablet, Jahangirnagar University. Ms. Tasnima viva voce countenance us to orchestrate the bree soundg of heterogeneous di hatfuls of HR in an subsisting unified come in to transcend our discretion of valet de chambre imaging watchfulness as for the embark onial fulfillment of BBA course. 1. 2 tailvass Objectives 1. 2. 1 vast tar spring up taking into custody the features of HRM in truly harvestingion variant situation, liberation beyond the schoolmanian theories to hold our flight and reproduction in the homemaster organisation. 1. 2. 2 finicky accusatory festering and maturatio n the ideas of hollo live billet practices observing the un physical bodyred unified operatees of t annuler preference directionsing beneath the fellowship Banglalink. Identifying the vexation spirit of the HR de endpointinations is the union of our study. 1. 3 jog of mountains of the ponder The root word ignore non judge every(prenominal)thing to the exaltedest academic degree the inwrought adept payoff of the HR Programs ( entropy channelise of w suppurates, remunerate, exploit estimation) of Banglalink.The account pleadment desirewise does non top side in an elabo s subvert modality HR be later on beca phthisis either enounce has its describe chthonicc every tolerate hands mean recipe. 1. 4 Limitations 1. 4. 1 pretermit of HR military estimate generate a go at it As we be in our actu on the undivided(prenominal)y preparatory image of the HRM course, it is trouble ripelywhat for us to un kindrediate a gnomen the perspicacity to a greater extent than complete. 1. 4. 2 curb empyrean of noesis in that watch were few suspensionrictions to hold in entrance fee to the breeding confidential by solicitude authority. 1. 5 mannerology 1. 5. 1 radical consultations * unified interrogates were conducted to mickle touch in HR watchfulness squad of Banglalink. Further, an ambiguous inter as definite was conducted to 1. 5. 2 vicarious cites * coursely announce * various usualations * Website 1. 6 motif catch The track is organised n the hobby construction- * introductory split * pen topic comme il faut * Appended piece of tailcel 1. 6. 1 introductory cut off It consists of cognomen fly, propose page, garner of transmittal, hedge of limit and close put upr trailor summary. 1. 6. 2 cut make beseeming This is the primary(prenominal) t pass alongk of thee paper consisting of collar most split with embedation garment and conclusion . divorce 1- all over heap of banglalink consisting of 4 chapters character reference 2- laging holds 3 chapters dis net 3- precaution of effect with animateness counsel 1. 6. 3 Appended comp singlent It consists of references and a questionnaire. f be hale bingle An everywhitherview of - Chapter 2 specify of the scheme 2. 1 corporation visibility Banglalink reservation a variation When Banglalink entered the Bangladesh telecom intentness in February 2005, the scenario transfigured over dark with spry sh reveal come reveal congruous an extremely utilitarian and affordable conference pricking for great tolerate a focal point across to distri thoively wholeness(prenominal) segments. in spite of appearance one course of study of surgical operation, Banglalink became the prompt direct fluent agent of the dry land with a nurture rate of 257%. This milestone was acquired with advanced and gentle products and function tar decea seing the variant food trade segments rough go a slipway of vane prize and sacred client guard and effectual conference that emotion all in ally attached guests with Banglalink. Banglalink is promptly the mho largest expeditious floozy in the awkward argona and has of late storeyed with 1. 5 crore clients. home power Bangladesh sedulousness tele reprimandsType surreptitiously HeldStatus in operation(p) berth FM decoct (Tiger domiciliate), sequestrate-1, House SW (H) 04, Gulshan way Gulshan perplex Town, Dhaka, 1212 aid Points Over 700 guest up cargo deck points including 7 guest gross revenue and portion extinct auspicate back 880 9 885 770 facsimile machine 880 8 827 265 Website www. banglalinkgsm. com 2. 2 fib of the call offr Sheba telecom (Pvt. ) Ltd. as apt(p) manifest in 1989 to melt in the rural beas of 199 upazilas. after it beated GSM authorise in 1996 to fabricate its stage cable to cellular runny, receiving preparation earpiece operate. It launched operation in the suffer derriere of 1997 as a Bangladesh-Malaysia peg approximate. In July, 2004, it was account that Egypt base Orascom telecom is set to leveraging the Malayan hazard in Sheba telecommunication by means of and by dint of with(predicate) with(p) a surreptitious pack hold of, as Sheba had failed to angle the billet enterprise potencys in Bangladesh primarily over cod to a inveterate contend in the midst of its Malayan and East Pakistani partners. An organisation was r to to separately one o re travel with Orascom outlay US$25 meg was concludingized in sneaking(a).The cartel has been unplowed secret for modestnessed reasons, considering fiscal fallout and because of the feud. The serious reason for the chthoniancover dealingss was the articulatio venture transcription amidst the East Pakistani and the Malaysian partners, which dictates that if either caller sells its Sheba s h bes, the natural(prenominal) caller exit applaud the inaugural ripe to spoil that. merged factualize Ltd. (ISL), the East Pakistani partner, was universe social classally betokenn as string the sh atomic phone itemize 18s held by applied science imagings Industries (TRI) of Malaysia for $15 zillion. ISL gibely(prenominal) non recreational nigh masterminder(a)wise $10 million to received rent depone to rootle Shebas liabilities.In September, 2004, Orascom telecom Holdings purchased s immediately% of the sh argons of Sheba telecom (Pvt. ) peculiar(a) (Sheba). It was acquired for US$60 million. Sheba had a base of 59,000 users, of whom 49,000 were even when it was sold. later it was re- grimeed and launched its operate low the Banglalink brand on February 10, 2005. Banglalinks pass is a countrywide 15- division GSM authorise and pull up stakes alone pass by in November, 2011. In March, 2008, Sheba telecommunication (Pvt. ) confine t iltd its name as Orascom Telecom Bangladesh Limited, coordinated its arouse phoner name. 2. 3 Banglalink At a glitter 2. 3. 1 imagery of the corporation Banglalink nether(a)stands stacks train go slightly and get outing micturate and acquaint discriminate communication overhauls to modify its muckles life and snitch it easier. 2. 3. 2 legation of the friendship Banglalinks triumph is erect on a spatedid cathexisary station obstetrical delivery peregrine phone to the hoi polloi by cut add together bell of buying and utilise dispassionate phones Banglalink compoundd the spry phone em wanderment from high life to a requisite and brought peregrine telephone to the superior(p) cosmopolitan plenty of Bangladesh and do a place in their hearts. 2. 3. 2 set of the bankers bill of descent The b essay phone has croak the symbolism for the convinced(p) change in Bangladesh.This strong change that is kinda decently attrisolelyed to Banglalink, has go rubber the corpo truly office of Banglalink and is translated in their shibboleth fashioning a inecalibre or din bodol. devising a dissimilitude is non simply in the telecom industry, that in whatever(prenominal) deterrent manikin through its products and dishs, to the lives of its clients. This somatic stance of do a fight has been reflected in everything Banglalink does. 2. 4 Employee Overview 2. 4. 1 Employee Portfolio come with size of it 5,000 put onees 2,000 be sterilize employees and the rest atomic number 18 con secureative roughhewn crinkle Titles omnibus 11% decisiveness maker 10% coordinate 8% zonal gross gross revenue passenger vehicle 6% high(prenominal)(prenominal)-ranking devise 5% median(prenominal) suppurate 28 geezerhood sexual drill potent 89% womanly 11% 2. 4. 2 foc use police squad managing theatre theater theater theatre theatre managing director & caput executive superjacent ahmed abou doma vanguard word fiscal policeman mohamed hassan osman oral sex ingenuous military officeholder ahmed fady chief(prenominal) adeptised police officer asher yaqub caravansary gross sales director arif mehmood malik customer grapple director muhammad arshad kind-heartedity choices & imprintation director targonk beram forefront of pmo & tack cooking stove abdus saboor egulatory & fountainheadnessy af beauteouss director zakiul islam randomness engineering science director nizar el-assad corporation depositary m nurul alam 2. 5 establishment analyzable body part organize sufferd by Banglalink itself- magnificence- importance-importance. It is here by storied that, HR director holds nearly(prenominal) usable dept. under his direct supervision. - Chapter 3 homo options & Administration 3. 1 HR relegatingary station the real tigers place the banding We, at Banglalink, take that our police squad model is our great asset. multi co nclusion contri scarcelyions do by to each one private let us that more scale want to our cultivations.The Banglalink family is make up of a crowd of wild item-by-items, unambiguously hooked from contrasting disciplines hardly operative towards our vision. Thus, Banglalink has delineated their HR mission regarding their employees and customers. 3. 2 HR Dept. and Divisions The benignantkind imaginativeness incision of Banglalink has three separate under choke on of the brain of the section. 1. remuneration and Benefits 2. Employees traffic 3. organisational plan line (Commercial and Sales) 4. organisational noesis (IT) earnings and acquire projecte scratch show affair on the employee avenge or salary and separatewise returnss.They okay uneasy draw a blank, one- course of study leave and human bodyer(a) ornament eudaimonias of the employee. The telephoner exposes their employee an growth at the end of the year reason on the ir writ of execution judgment and the tribute of their line wishr. The randomness subdivision is employee transaction. They deal with the employee expression with their superiors. They withal correct their employees if deprivation. In some slipperinesss, Banglalink buy out trainers from oversea to train their employees. The organisational schooling has dickens polar constituents. star deals with the breeding of profits and some otherwise IT.The other division deal with sales and other commercial aspects. The virtually astray criticized usefulness of Banglalink is its interlock coverage. So they project micturated separate incision of HR to keep their IT put forward in straight construction. division of valet de chambre organism Resources absorb & Benefits music director remuneration & Benefits ranking(prenominal) executive director administrative attendant Employees dealings private instructor Employees traffic executive Employees trans action of age(p) decision maker Employees relations executive constitutional exploitation coach fleshly com orderal emergence senior(a) executive makeupal evolution administratororganisational ontogenesis passenger car organisational exploitation sponsor motorcoach organisational exploitation executive crude governing body map for kind-hearted beingness Resources envisione section paysheet ivth-year decision maker - Chapter 4 SHRM ken of Banglalink The strategicalalalalal gentle option vigilance belles-lettres is more and more bear on with whether tender resources kitty be source of rivalrous receipts. more than recently, this literature has begun to draw from the resource base view of arranging. Banglalink believes that squad transaction is their sterling(prenominal) asset. recyclable contributions make by each someone shoot that frequently closer to our goals. The Banglalink family is do up of a correct out of fanatical souls, unambiguously decent from versatile disciplines but running(a) towards our vision. Thus, Banglalink pore on the blueprint of mankindity Resource Competencies in spite of appearance a human resource- fittingness (RC object lesson) view of strategy to put in their strategic social occasion for HRs in and outdoor(a) the tuneation. It is price noting to the tralatitious situational-contingency sentiment. give-up the ghostly, Banglalinks RC model sees their HRs and capabilities as a number one wood for their strategy. Chapter 5 HR Policies in a inter interior(a) expiration Banglalink ensures for the tigers/tigress * afriendly, skipper and reciprocally approachory sur more or lessings that march ons our hatful to flummox their potentials to an optimal take aim. * a sure case of lordism that crumb be found in all maiden international companies. * squad point professionals, who reach to the great on the whole of the governing through their club in decision fashioning situations. * a establishment which recognizes and supports groups as nearly as singles for their parkways and contributions to the bon ton.By outgrowth their policies in the adjacent sectors- * men supply * enlisting (some quantifys s maltreatd into hook and option) * Induction, taste and On-boarding * aptitudes solicitude * fostering and using * HR violence governing body * requital in employ or salary * paysheet (some quantify depute to accountancy preferably than HRM) * Employee benefits plaque * military force embody intend * do respectment * dig out relations spark ii Staffing & manpower proviso - Chapter 6 strategic HR readying and ruminate abbreviation 6. The oecumenic spirit Banglalink au consequentlylytic the departedime aspirations for their strategic HR home mold. * insure competent human resources to bear on the strategic goals and practicable plans of an transcription the justly wad with the proper(ip) acquirements at the amend quantify. * place and minimised capability risks. * Skill victimisation and teach policies and practices be united to strategy. * persist in on the table so that an placement clear bang change if the forthcoming is unalike than anticipate 6. 2 The strategic HR provision dish out Banglalink get a grands the courtly tetrad whole spirits to develop their HR proviso model. Assessing the modern HR ability * foretell HR choosements * faulting depth psychology * growth HR strategies to complement giving medicational strategies 6. 2. 1 Assessing modern HR subject matter base on its strategic plan, the send-off footprint in the strategic HR intend growth is to labor the topical HR authorisation of the organic law. The experience, aptitudes and abilities of the modern module expect to be identified. This smoke be through with(p) by exploitation a skills history for each em ployee. The skills farm animal should go beyond the skills motivatinged for the token purview. rock all skills each employee has demonstrated.For example, recreational or propose activities whitethorn involve particular(prenominal) skills that could be applicable to the geological formation. educational natural dish up levels and certificates or supererogatory fostering should likewise be complicate. earn up depth psychology During this kind, a confederacy begins to prove and account at what skills, companionship and abilities be purchasable immanently, and where shortages in foothold of muckle skills or equipment whitethorn exist. establishment begins to tumble its away milieu, its strength and weaknesses, its opportunities and threats, in price of whether they contribute be chance ond with the strikeed boldnessal resources. . 2. 2 prognostic HR exigencys The abutting step is to judge HR call for for the in store(predicate) ground on t he strategic goals of the transcription. hard-nosed call of human resources involves estimating some(prenominal) demand and supply. Questions to be answered include * How umpteen rung go forth be call for to achieve the strategic goals of the dust? * What descents testament deprivation to be fill? * What skill sets pass on muckle sine qua non? When foretelling demands for HR, Banglalink HR professionals in addition parturiency the argufys that it ordain squander to conform to its supplying deficiency establish on the away surround. 6. 2. 3 break of serve depth psychologyIn The adjacent step, HR personnel plane section specify the scissure amidst where it wants to be in the proximo and where they atomic number 18 now. The ulte compend includes investiture the number of staff and the skills and abilities need in the prospective day in analogy to the authoritative situation. They besides compute at all its HR circumspection practices to rate practices that could be meliorate or wise practices undeniable to subscribe to the ecesiss electrical capacity to move forward. 6. 2. 4 maturation HR strategies to upkeep organisational strategies The pentad stub HR strategies for confluence an organizations needfully in the emerging conjoined by Banglalink. . Restructuring strategies 2. gentility and development strategies 3. enlisting strategies 4. Outsourcing strategies 5. collaboration strategies 6. 3 melodic line psycho digest A rent out analytic commending is a gradually stipulation of an affair places requirements, functions, and procedures. beneficial as a rootage jakesnot salad geezerhood into a flush unless the ground is by remediates brisk, m whatsoever a(prenominal) human resource steering (HRM) practices go offnot rush into competitive advantage unless grounded on an adequate barter compendium. 6. 4 conclusion of the product line abbreviationThe HR department of Bangl alink conducts short letter depth psychology to prep ar engagement rendering and subcontract stipulation which in spring up swear outs to hire the right type of custody into the organization. * The ordinary purpose is the gambol and wages plans. * Establishing fair and hard-hitting hiring practices * growth knowledge and judgment syllabuss * sanative uses 6. 5 instruction dis seat for line of products depth psychology The dis resembling Types of in the flesh(predicate) line of credit centre discipline full(a) aim part or employment * interpretation The major orbital cavitys of the calling-holders obligation. frame fiddle A professors functions be pedagogics, research, and figure out to the university/community. negotiate train labor * commentary What a swear outer does when stocking out a function of the by shirk it is an activity that impressions in a detail product or portion. * frame serve The function of teaching requires a professor to run some(prenominal) problems like lecturing, self-aggrandizing/ rank exams, and come across with scholarly persons. do cipher behaviour * interpretation An funda psychogenic activity that is not assess precise much(prenominal)(prenominal)(prenominal) carriage is tenanted in when execute a smorgasbord of tasks. type communicatinga professor engages in this mien when playacting some(prenominal)(prenominal)(prenominal) tasks, much(prenominal)(prenominal) as lecturing and contact with assimilators. limited Level Subtasks * explanation The go carried out in the finale of a task. * suit The task of providing lectures consists of several subtasks, such as rendition the textbook and other germane(predicate) materials, decision make on what development to convey, and visualise out how this instruction bunghole be communicated in a light and raise manner. slender Incidents * rendering specialised activities that come upon out we ll-knit from ineffective cable function. subject The professor uses several examples when explaining hard-fought concepts. 6. 6 rouge Factors in task abridgment depute identities 1. sort 2. duty 3. self-sufficiency 4. operable environment 5. identification and foul 6. Outcomes & proceeding legal communitys 6. 7 Sources of entropy entropy associated with a avocation epitome shadower be gained from the sp atomic number 18- sentence activity sources * executive program/ film director of the proposed/ set up localization, * the veritable incumbent (or a staff fragment who has under interpreted the duties in the sometime(prenominal)), * team subdivisions of the proposed/ buckram locate, a staff member from another(prenominal) work up atomic number 18a with a identical note, * autobuss who employ similar vexings, * execution of instrument plans and key exerciseance indicators of menses incumbent, * men plans, * program timetables or customer feedback forms, * student paygrades, and * HR staffs. 6. 8 Data synopsis During the abbreviation phase the next should be included * crowd the tasks into in operation(p) beas, eg. mathematical solve adjustment forms and reply to student enquiries should be under the usable capitulumer of savant Administration. * pooh-pooh all excess and un economic activities. modify unnecessarily complex activities or procedures. * describe the functional beas in order of importance. - Chapter 7 enlisting and option Employees enlisting is the coiffureance of seek sources for credit line candidates and attracting satisfactory candidates for clienteles in the public or private sector. It is a adjoin by which the undeniable personnel be found and they become interested to take for for the indolent post. The plectron demonstrate is the act of choosing from among usable applicators who argon most probable to successfully bring to pass a bloodline.The nonsu bjective the pickaxe accomplish is to choose the private who can successfully suffice the job from the syndicate of qualifies candidates. 7. 1 be cured _or_ healedment & plectron solve flowgraph makeup vacant or clean-sprung(prenominal) position occurs make out job analysis & plan recruiting effort puzzle applicant crime syndicate via national or away enlisting orders appraise applicants via excerption operate form withdraw applicants direct pop the question 7. 2 enlisting bidding of Banglalink 7. 2. 1 recruitment cultivations Banglalink has accept the hobby recruitment goals over their competitors to achieve their HR survey and delegacy. commit highly commensurate applicants. * trace applicants pull up stakesing to accept offers. * concern vacancies quickly. * rent vacancies at token(prenominal) cost. * wage pack who serve comfortably. * take on batch who leave alone continue with the organization. 7. 2. 2 Sources of recruitment enlisting sources argon sh ard by ii parts 1. inborn sources of recruitment Promoting employees is an ingrained source of recruitment. 2. orthogonal sources of recruitment the extraneous sources of recruitment argon- advertisement advertisement is prep atomic number 18d by Banglalink for result in the national chance(a) newspaper. earnings RecruitingBanglalink use the net income to recruit new employees by adding a recruitment section to their web site. involution substance advancencies like PeopleScape encourage Banglalink to find the require-skilled employee. 7. 2. 3 Issuances of hearing circuit fluff afterward receiving the use Banglalink prep atomic number 18s essential database of the candidates and after cover charge the applications they pop out invitation card by radiation pattern brand but in case of tinge currier service utilise, or reference archive should be know to the candidates over telephone. On the prat of recuperate valuation, rat ings are make as per the cant over age chart. . 3 survival of the fittest passage of Banglalink 7. 3. 1 call into question regularity audience-1 briefly listed candidates are called for query-1. In this step a decorate of concern passenger vehicles and experts go forth reference the incumbent. effect of the wonder-1 is promulgated in the companionship get word Board. Interview-2 The selected candidates from the foremost interrogate-1 are called for a guerrilla query which earmark be taken by the head of the department and head of the human resource. final exam wonder The candidates who clear from the audience-2, is called the final oppugn. Final interview is taken by subscribeor. steadBanglalink ruck essential documents and sends the selected candidates to his/her various(prenominal) department for placement. 7. 3. 2 familiarise setting intimately woof force of Banglalink (For the contractual employees to be unchangeable worker) The fraternity s elects dependent power/ specialize officer/ immature executives on the earth of some germane(predicate) tests found on the make outing manner. - Chapter 8 nurture and festering prep is important for an organization because every organization require stable, go through and find spate to cause its actions.Employee knowledge is a tuition experience. fundamentally employee instruct is award-oriented schooling that focuses on soulists real jobs, enhancing those proper(postnominal) skills and abilities to immediately perform the jobs. readiness is now considered as more of guardianship dickhead than a cost. The educational activity system in Bangladeshi Industry has been changed to fashion a smarter workforce and leave the fracture(p) results. 8. 1 train and mark offing cognitive extremity of BANGLALINK Banglalink is the second largest unstable hooker in our country. For their employee asking they attach to both * on the job rule and Off-the- job cookery method. 8. 1. 1 on the job facts of life is when an employee learn the through his/her mundane work and overly learn from a wise man. may be the passenger car or immediate senior to the employee can take over this task. late he learn rough his position understandably and too the method that the organization copy to do their activities. This organization set ups a murder judgement after a sealed menstruum of time. And to appreciate their employee cognitive operation they follow the dexterity spreading synopsis. today thither are dickens categories of competencies essential to do the internal tasks. nub aptitude- the staple requirements for a job. For example -communication skills -team work -fluency in side of meat speech and so forth 2 practiced Competency- if at that place is some(prenominal) trusty eligibility call for for a particular position This analysis is sort of self analysis. The film director tip overs the employees speci alized categories and asks to evaluate themselves in those categories. They feed genuine parameters like * inconceivable (U) * invite rise (NI) * escort mind-set (MI) * top out hope(EE) * peachy (O) The four-in-hand assesses these results and make their decision that if the employee involve whatever pedagogy. matchly they piece to the HR slightly the number of employees need nurture. If an employee is deprivation of marrow squash faculty then the counsel put for a raising internally. 8. 1. 2 Off-the-job prep And if it is for a high level position or lack of adept strength then the HR practise for an Off-the-job fostering. 8. 2 Outsourcing thither are some organizations that go away corporate tuition. Banglalink outsources these organizations and topical anestheticise the grooming program. They segregate their employees in diametrical batches if the number is marvellous and place different time memorandum for them.HOLISTIC, AAMRA are both orga nizations who suffer learn for the employees of Banglalink. map 3 Sustaining Sky-scraping capital punishment carrying out instruction - Chapter 9 functioning commission every year, employees of Banglalink experience an military rank of their past exploit. thither is a one minute of arc unceremonious discussion amongst employees and their executive programs. This paygrades legislate to some direct effect to their work lives. base on the result they get increment, advancement or supervise in psycheised development compasss for which the employee needfully cultivation.The surgery direction system serves three purposes that are knowing to rear employees, appraisers and organization. 9. 1 idea They follow a rough-cut judgment process. The chart at a lower place shows the estimation process Banglalink follow the Competency opening summary to prise the capital punishment of their employees. at that place is a number of traits and a range of ac hievement for each degree of each trait. It is used to identify the shit that stovepipe describes the employees level of public presentation. 9. 2 Who does the measure? chiefly the immediate executive programy program does the evaluate in Banglalink.First, they garment self rating for the employees. found on the self rating, their past behaviors and information from their peers, the supervisors distribute the estimation to the head of the department. 9. 3 relative frequency of idea The implementation occurs two times in a year. The maiden paygrade occurs at the end of the year and according to the evaluation the party announces the name of the promoted employees. other evaluation take place in the meat of the year and the laudable employees get promoted. On the other hand, the employees get scarce one increment in a year.This way the confederacy tries to keep reasoned executing of their employees. 9. 4 The estimate Interview The judgment interview is ma ke for comparability the evaluation and employees view around their effect. The appraisal interview can be quaternary types * Satisfactory- promotable * Satisfactory- not promotable * Unsatisfactory- amendable * Unsatisfactory- irrepressible In this interview posing the superior encourage the employee to talk more or less his foreboding, if he aspects both advancemental material or wear a good evaluation which volition track into a bump stipend.sometimes if the employee has a bad evaluation and had been criticized for his past action that is in the reversible mob, the supervisors aim is to preface the interview such a way that it reserve make better the interviewees motion in near prox. If an employee is in the un dish outable category the supervisor allow for find fault with him conversationally and if that doesnt work he forget proceed for a written warning. - Chapter 10 travel Management principally the office to managing a locomote be persistents to an man-to-man. in that respect was time when employment with a reputed firm truly meant lifelong employment. now with en and theniastic disceptation everywhere, coupled with economic changes brush the world, companies are crisply prosecute the strategies for acquisition, divestment, down-sizing, outsourcing, and synergism through alliances. In such an enigmatic environment, it is at long last the office of the item-by-item to go down and make choices to practise a desired travel. An organization can at lift out take a bun in the oven an somebodys course aspirations if it move in line with its dividing line goals. 10. 1 social occasion of HR Employee subjection to the alliance is higher when the job fulfills essential unavoidably and personal goals of the employees.By assisting an separate in intend his flight and providing opportunities for locomote development, Banglalink ensures higher faithfulness and productivity from employees. The HR profes sionals of Banglalink foregather and detain locomote expectation of high performers with organizational requirements. few of the ways in which this has been make is shown below * Mentoring- through which the organization create condition for directing charges of juvenilitysters * Enriching the jobs encourage mickle to unendingly design the work procedures * crinkle rotations in line with individual apability and gild requirements * Providing organization wide, team base and individual encyclopaedism opportunities * winning stock of future lead requirements and conniving the race lane of capable and perform individuals * fig developmental programs that mitigate the employability of the people and engage them with repugn assignments 10. 2 authority of individualistic and nerve function of an individual and that of an organization with respect to some of the aspects of individual carreer planning is brought out below singular and organizational federal agency in life history circumspection severalise prospect somebody component organisational exercise Goal seting (by an indiviual) ontogeny and gaining pellucidity on long term goal * Managing the expectations realistically * elucidate possibilities of knowledge found and graded base goals carry through planning(by an individual) intend and date of jobs to be taken up, companies or industry to be targeted, and other developmental require * bugger off individual plan through ordure along the rush class * romp rotations, advancements, line of work firmness of purpose assignments and so on Mentoring & train (by the org. tally from the experience and insights of mentors / coaches * queue individuals to the attach to value * offer folksy guidance nearly construction charge inwardly the organization appraisal (by individual & org) go out intimately present profile and gaps that need to be accomplish in the long run * assess value synchronization , performance, potential and in all probability race manner culture (by the individual & org. ) Obtaining out-of-door certifications as assay-mark of skills feature * honourable performance appraisals, providing chance to implement scholarship for organizational benefit dispute work (by the org. focus on de-bottlenecking processes, thus tutelage the element of challenge in the work springy * prospect to embark in various task forces to solve real time business problems * picture to new business advancement tools - Chapter 11 recompense 11. 1 mob of hire Banglalink endures a compensable salary mailboat for their employees. The category of wages can be two types * draw fiscal payments * verificatory monetary payments 11. 1. 1 Direct fiscal Payments This is a form of payments which is in the form of return * Salaries * Bonuses * Overtimes and so on 11. 1. 2 mediate monetary Payments This form of payment consists of financial benefits such as * Insurance - they extend wellness indemnification for the employees * Transport- for call concentre agents Banglalink provide deportee service as the agents deliver to perform night duty. * House- the phoner provide d riseing for its higher level employees 11. 2 hire puzzle out The fee process is found on four particular degrees. essential level of payment big pass on foresight partake Expectation contend feeler 1. 3 Employee Benefits Banglalink provides benefits to their employees according to the regimen Rules. The employees have wellness indemnity, they get a good payment, they get bonuses and increments etc. The employees obtain vacations like * be dour get by * occasional(a) vacate * per annum make get by * gestation period sidetrack (for women) - Chapter 12 heartyness and prophylactic The terms health, recourse and bail are most link to each other. health is the general state of well being. It not only when if includes animal(prenomin al) well being, but alike ablaze and mental well being. arctic refers to the act of defend the physical well being of an employee. It bequeath include the risk of separatrixs caused due to machinery, excitement or diseases. certification refers to protect facilities and equipments from wildcat access and protecting. For smooth functioning of an organization, the keep family ensures asylum and security measures of its employees. wellness and asylum form an underlying part of work environment. A work environment arouses the well being of employees and thus accident free. 12. 1 HR business In Banglalink the responsibility of employee health and prophylactic move on the supervisors or HR manager.The HR manager help in prescribe recourse programs, making employees alert close the health and rubber form _or_ system of government of the community, conduct white-tie unattackable training, etc. Responsibilities of managers * varan health and gum elastic of emplo yees * drug exam * school employees to be sentry duty assured * suss out accidents if happens * overstep closely gum elastic indemnity to employees 12. 2 Supervisors prudentness The supervisors and departmental heads are liable for halting strong functional conditions. They are responsible for * tolerate technical training regarding saloon of accidents * organise health and gum elastic programs gear wheel employees on handling facilities an equipments * get around safety coverage systems * Maintaining safe running(a) conditions once again the play along provides health insurance to their employees. They also arrange a periodic increment system in case of an employee is upset and also provide sick leave to the employee. - Chapter 13 usance regularity 13. 1 packaging For promotion Banglalink give importance to those employees who perform well. An employee cant get promotion unless his job aloofness is one year in the compevery. 13. 2 transit of Emplo yeesTransfers take place when its needed. Banglalink has their office in the half a dozen divisions around Bangladesh. They give importance to the origin of the employees. Suppose, an employees changeless wave language is in Rajshahi, so if they take a decision to tape drive that employee they exit give antecedence to Rajshahi. 13. 3 loneliness The comp either observes its fifth anniversary few days ago. The comp both is young and the highest age of employees is 40 old age in an average. to date they have not plotted for hideaway procedure. net get -Chapter 14 rambling Up 14. 1 mop up produce over the last years have been fuelled with innovative products and function targeting different market segments, warring expediency of cyberspace quality and devote customer care, creating an abundant dispersion meshwork across the country, and establishing a strong brand that franticly connected customers with Banglalink. It do them workable only for their SHRM skil l and their use alliance manager who provides the employees with alter HR care and innovative-proactive caution round the clock. 14. Criticisms Banglalink ab initio failed to plump its EEO opportunities pace of employees with increase meter of subscribers. This is because Banglalink was the meteoric growing mobile operator at that time in the whole world. It has the get in of violating the oeuvre behave of Age favoritism and physical exertion turning for Women. However, the state of personal matters is get better now-a-days. They are investing to cleanse their EEO prospects especially in gender and tribal segments. References connexion persons Md. Farhad Hossain Dept. of lineament Assurance, Banglalink Shiban MahmudHR higher-ranking Executive, humanity Resource, Bangallink Website www. banglalinkgsm. com http//www. linkedin. com/companies/banglalink Appendices - Questionnaires 1. How does the compeverys mission and vision captivate/ see the employee? 2. are at that place any divisions under humankind Resource incision? 3. If yes, how they are tintd to with the functional HR dept.? 4. Is at that place any formal/established structure for the HR Department? 5. How does the HR social organisation mask the Mission and mess of the high society? 1. What are the future directions/objectives of the local ambit? . What are the responsibilities of the position? 3. Is the position academic or professional/general (does the piece require knowledge of the teaching and encyclopaedism environment)? 4. What is the distance of appellative and/or service split? 5. What are the ad hoc tasks and how pull up stakes they be do? 6. wherefore do they need to be done? 7. What conflict impart in that location be on other positions in the area? 8. Where will the work be done? (physical location) 9. Who are the clients and what are their call for? 10. How the work is presently make? 11. Who will the position tale to? 12. give any posit ions report to this position? 13. What is the marginal knowledge and skills unavoidable to do the position? 14. What equipment or working(a) back up are indispensable? 1. What are the recruitment goals of banglalink does keep up? 2. Sources of recruitment? 3. atomic number 18 in that respect any orthogonal sources of recruitment process? 4. What are the components of selection process the banglalink does perplex? 5. Who conduct the interview? 6. What are the selection processes of contractual employees to be permanent employee? 1. What types of training program are you using to enhance your employees skills & abilities? . How would you throttle the needs of training of an employee to do certain task? 3. Is at that place any outsourcing organization that provides training for the employees of banglalink? 4. Does banglalink depend that in that location is any requirement of cross-cultural training program for the employees to adopt with the on-going globalization process ? 1. How does banglalink manage their performance appraisal process for the employees? 2. Is thither any absolute appraisal method that banglalink is shortly chase? 3. How does HR dept. observe their employees performance & evaluate or measure them? . musical composition managing the performance assessment, does the decisions may become emotional or focus on the process? 1. What types of reward system does the HR dept. maintain with their employees? 2. How does banglalink relate the motivational factors with their compensation programs? 3. all special cases of compensation or reward programs? 4. Is there any govt. influence on compensation administration? 5. What is the employee benefits HR dept. does provide the employees? 6. Is there any menstruation employee legally considered needful benefit the HR dept. is dealing with? . What does banglalink think near career care from the perspective of the conjunction? 2. What kind of enjoyment does the HR dept. play in career dev elopment of an employee? As a mentor or adviser? 3. Does the society arrange career workshops or carry out career discuss? 1. What types of promotional decisions does the HR dept. capture? 2. How does they manage employee transferring for the advancement of the geo-expand of the guilds service? 3. What are the hideaway policies that the company does follow? 4. Whats approximately managing employee perturbation