Recruitment & Selection, Training & Development-A Study on GrameenPhone Ltd.

[Submitted in Partial Fulfillment of Requirements for MBA Program in Southern University, Chittagong]

Prepared By
Mohammed Hares ID#027-34-02 MBA, Major in HRM, Batch 17th Southern University, Chittagong

Supervised By (Dr. Amir Mohammad Nasrullah) Internship Supervisor Associate Adjunct Faculty Member Southern University, Chittagong Department of Business Administration

Southern University, Chittagong

Submission Date: 10-10-2013
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Letter of SubmissionDate:
To The Honorable Supervisor Faculty of Business Studies, Southern University Chittagong. Subject: Submission of the Term Paper. Dear Madam, With due respect I draw your kind attention to the fact that to prepare a term paper and submit it, is an academic requirement of all the MBA students. And it is my pleasure to present the term paper before you on Recruitment & Selection, Training & Development Program Practiced in Grameenphone Ltd. for the same purpose. I have tried my best in preparing this paper and to make the report a stunning & comprehensive one in spite of a number of limitations. I hope that it will serve the required purposes. I shall always be obliged to provide any clarification regarding this Term Paper, if required. Sincerely Yours,

Mohammed Hares ID#027-34-02 MBA, Major in HRM, Batch 17th Southern University, Chittagong
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Students Declaration

I hereby announce that the extensive study entitled Recruitment & Selection, Training & Development-A Study on GrameenPhone Ltd Prepared in partial accomplishment of the requirement for the award of the degree Bachelor of Masters in Business Administration From Southern University Chittagong It is my original work and not put forward for the award of any other degree/ diploma/ fellowship or other similar term or honor.

Mohammed Hares ID#027-34-02 MBA, Major in HRM, Batch 17th Southern University, Chittagong

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Certificate of Supervisor
This is to certify that Mohammad Ali Nur Garibi, student of MBA, Batch, bearing ID # 0273424 under Faculty of Masters in Business Administration, Southern University Bangladesh has completed the Thesis Report on Employee Motivation Practices of BRAC Bank Limited as a part of requirement for obtaining MBA degree. I have gone through the thesis and found in to be a well written report. He has completed the report by himself under my supervision. I wish his every success in his future endeavor.

(Dr. Amir Mohammad Nasrullah) Internship Supervisor Associate Adjunct Faculty Member Southern University Deparment of Business Adnibistration

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Acknowledgement

It is high time for me to express my deepest gratitude and humble submission to the almighty Allah but for whose support I would not be able to complete a huge task of preparing this term paper within the scheduled time. I am also very eager in my heart to acknowledge the support of some good hearted people who have sincerely helped me to complete the task. I would like to express my gratitude to my honorable supervisor, Faculty of Business Studies, Southern University, Chittagong for her constant support and cooperation to complete this paper successfully. I cannot but admit that without their sincere guidance I could not complete the task within stipulated time.

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Executive Summary

Grameenphone started its journey with the Village Phone program: a pioneering initiative to empower rural women of Bangladesh. The name Grameenphone translates to Rural phone. Starting its operations on March 26, 1997, the Independence Day of Bangladesh, Grameenphone has come a long way. Grameenphone pioneered the then breakthrough initiative of mobile to mobile telephony and became the first and only operator to cover 98% of the countrys people with network. According to Edwin B. Flippo, Recruitment is the

process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. The process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria. Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-discrimination laws must be obeyed during employee selection. Training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning and development.. Recruitment & Selection, Training & Development are the most important key theme for business Success in this time of globalization .An ideal endeavor to run those program will have positive impact on the efficiency and results produced by employees. It will encourage the employees to perform better and achieve the standards fixed. It will enhance the process of job evaluation. It will also help in setting up an ideal job evaluation and the set standards would be more realistic and achievable. The system

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provides growth and advancement opportunities to the deserving employees. The company like GrameenPhone should have good concern on these kinds of programs because these programs accelerate the companys performance at geometric rate which not only ensure the business profitability but also ensures the business sustainability.

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Table of Contents

Chapter Number

Topics Name Title Page

Page Number 2

Letter of Submission 3 Acknowledgement 4

Executive Summary 5 Table of Contents Chapter 1 Chapter 2 Chapter 3 Chapter 4 Chapter 5 Chapter 6 6

Introductory Aspects 7-9 Company Profile Theoretical Aspects Pragmatic Aspects Conclusion Bibliography 10-21 22-29 30-37 38-40 41

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Chapter 1
Introductory Aspects

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1.1 Rational of the Study

Now days, real experience is a vital factor in a factor or work field. As a result, after acquiring degree from schools, colleges and universities the students are being frustrated in the practical field because of want of practical experience. This study is a part of my BBA final examination. After completing the written and viva examinations the department assigns me to go through a company and prepare a term paper on Recruitment & Selection, Training & Development program with accumulating a study on GrameenPhone Limited. According to my study I was prepared an informal questionnaire about the topic and submit a study proposal to them. The following are some ornaments, which explain the necessity of using Recruitment & Selection, Training & Development program perfectly in the organization that helps to change the being organization with a lot of positive scenario. It helps the business make and deliver key strategic decisions.

1.2 Objectives of the study

The main and foremost objective of this study is to be acquainted with the Recruitment & Selection, Training & Development program which followed by Grameenphone Limited. To achieve the main objective, the present study covers the following specific objectives:

An overview of Recruitment & Selection, Training & Development program The sources of Recruitment & Selection, Training & Development program An overview of Grameenphone Recruitment & Selection, Training & Development, - GrameenPhone Ltd.

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GrameenPhone Limited how significantly used to manipulate those program in their business

To mention the way of improving the conditions To recommended some remedial measures to solve the problems

1.3 Methodology of the Study

The present study is a part of academic curriculum. The collected data and information have been tabulated, processed and analyzed carefully. It has been prepared in present from to make the study more informative and useful. The study period has been made only by one month. I tried my best to be acquainted with all the aspects of the Grameenphone. The information of the term paper has been collected through primary and secondary sources. Most of the data have been collected from secondary sources.

Primary data: The primary data had been collected by direct interviews and discussions with Grameenphone HR manager.

Secondary data: The secondary source comprised the information collected from the libraries and some of the information was collected by consulting some articles, educational institutions including various published sources as needed were collected. Some other from the internet

1.4 Limitations of the study When I am conducting my study for my term paper I am facing some
problems in there. The main limitations are following as

In me term paper the main limitation is data availability.

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 Another limitation is due to time availability we are not covering all aspect
recruitment and selection.

The major constraints faced while writing the term paper was the Hr manager
of the company are not trying to give too much time for detail interview.

I am not able to collect latest data because in Bangladesh the data will not
updated by company or government or if the data will be updated than it will not available. So for those reason our report will be made on the base of secondary data. And some data will not give due to confidentiality.

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Chapter 2
Company Overview

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2.1 About Grameenphone Before Grameenphones inception, the phone was for a selected urbanized few. The cell phone was a luxury: a flouting accessory for the select elite. The mass could not contemplate mobile telephony as being part of their lives. Grameenphone started its journey with the Village Phone program: a pioneering initiative to empower rural women of Bangladesh. The name Grameenphone translates to Rural phone. Starting its operations on March 26, 1997, the Independence Day of Bangladesh, Grameenphone has come a long way. Grameenphone pioneered the then breakthrough initiative of mobile to mobile telephony and became the first and only operator to cover 98% of the countrys people with network Since its inception Grameenphone has built the largest cellular network in the country with over 13,000 base stations in more than 7000 locations. Presently, nearly 99 percent of the country's population is within the coverage area of the Grameenphone network. Grameenphone has always been a pioneer in introducing new products and services in the local market. GP was the first company to introduce GSM technology in Bangladesh when it launched its services in March 1997. Grameenphone was also the first operator to introduce the pre-paid service in September 1999. It established the first 24-hour Call Center, introduced value-added services such as VMS, SMS, fax and data transmission services, international roaming service, WAP, SMS-based push-pull services, EDGE, personal ring back tone and many other products and services. The entire Grameenphone network is also EDGE/GPRS enabled, allowing access to high-speed Internet and data services from anywhere within the coverage area. There are currently nearly 2.6 million
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EDGE/GPRS users in the Grameenphone network. Today, Grameenphone is the leading telecommunications service provider in Bangladesh with more than 36 million subscribers as of December 2011. GrameenPhone Ltd. (GP) is the market leader in the mobile telecommunication industry of Bangladesh. The address of its Head Office is: GP HOUSE. Bashundhara, Baridhara Dhaka 1229, Bangladesh. Shareholders The shareholders of Grameenphone contribute their unique, in-depth experience in both telecommunications and development. It is a joint venture enterprise between Telenor (55.8%), the largest telecommunications service provider in Norway with mobile phone operations in 12 other countries, and Grameen Telecom Corporation (34.2% ), a non-profit sister concern of the internationally acclaimed micro-credit pioneer Grameen Bank. The other 10% shares belong to general retail and institutional investors. It mean that Institute (5%), and Public (5%). The technological know-how and managerial expertise of Telenor has been instrumental in setting up such an international standard mobile phone operation in Bangladesh. Being one of the pioneers in developing the GSM service in Europe, Telenor has also helped to transfer this knowledge to the local employees over the years

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Share percentage
Telenor Grameen Telecom 5% Institute Public

5%

34%

56%

Source: en.wikipedia.org/wiki/Telecommunications_in_Bangladesh

Telenor Telenor is emerging as one of the fastest growing providers of mobile communications services worldwide with ownership interests in 12 mobile operators across Europe and Asia. Telenor is organised into three business areas; Mobile operations covering 12 countries, and Fixed-line and Broadcast services covering the Nordic region. Telenor holds 55.8 per cent of Grameenphone, with Grameen Telecom Corporation owning the remaining 34.2 per cent. The rest of the shares belong to general retail and institutional investors. Telenor has played a pioneering role in development of cellular communications in Bangladesh. The Telenor Group

More than 150 million mobile subscribers worldwide Strong subscription growth, particularly in our Asian operations Recruitment & Selection, Training & Development, - GrameenPhone Ltd.

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Listed as No.1 on Dow Jones Sustainability Index 2008 Ranked as the world's seventh largest mobile operator Revenues 2007: NOK 105 billion Workforce 2007: 35 800 man-years Listed on the Oslo Stock Exchange, with headquarters in Norway

Grameen Telecom Grameen Telecom Corporation, which owns 34.2% of the shares of GrameenPhone, is a not-for-profit company and works in close collaboration with Grameen Bank.The internationally reputed bank for the poor, has the most extensive rural banking network and expertise in microfinance. It understands the economic needs of the rural population, in particular the women from the poorest households. Grameen Telecom, with the help of Grameen Bank, administers the Village Phone Program, through which GrameenPhone provides its services to the fast growing rural customers. Grameen Telecom trains the operators, supplies them with handsets and handles all service-related issues. Grameen Bank currently covers more than 67,000 villages which are serviced by 2121 bank branches all over the countryside. As of may 2006, the bank had 6.33 million borrowers, 97 percent of whom were women. Grameen Telecom's objectives are to provide easy access to GSM cellular services in rural Bangladesh, creating new opportunities for income generation through selfemployment by providing villagers with access to modern information and communication based technologies.

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Objectives GrameenPhones basic strategy is coverage of both urban and rural areas In contrast to the island strategy followed by some companies, which involves

connecting9isolated islands of urban coverage through transmission links, Grameen Phone builds continuous coverage, cell after cell. While the intensity of coverage may vary from area to area depending on market conditions, the basic strategy of cell-tocell coverage is applied throughout Grameen Phones network. GrameenPhone has a dual purpose: To receive an economic return on its investments. To contribute to the economic development of Bangladesh where telecommunications can play a critical role

Mission Leading the industry and exceed customer expectations by providing the best wireless services, making life and business easier

Vision We exist to help our customers get the full benefit of communications services in their daily lives. We want to make it easy for customers to get what they want, when they want it. We're here to help

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Values:

Make It Easy Keep Promises Be Inspiring Be Respectful

Brand Promise: Stay Close

Sponsorship Grameenphone engages in sponsorship to deliver its brand promise and to create mutual benefits for its partners. Grameenphone has been relentlessly supporting different organizations through sponsorships to preserve and glorify our national heritage and patronize the potential developing sectors of Bangladesh. The basic drive of our sponsorship decision comes from patriotism and the understanding of societal development in different potential sectors. We believe that there is still a large scope to work together and stay close.

Sponsorship focus areas

Sports Art-Culture Social Welfare National Days ICT Development Partner Recruitment & Selection, Training & Development, - GrameenPhone Ltd.

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Profile of Grameenphone Ltd. Grameenphone was the first company to introduce GSM technology in Bangladesh. It also established the first 24-hour Call Center to support its subscribers. With the slogan Stay Close, stated goal of Grameenphone is to provide affordable telephony to the entire population of Bangladesh. Here I am showing the profile of the company.

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Grameenphone Limited Type Industry Founded Limited Mobile Telecommunication 1997

Headquarters GPHOUSE, Basundhara, Baridhara, Dhaka-1229. Bangladesh Key people Products Revenue Net income Employees Parent Tore Johnsen, CEO Telephony, EDGE, GSM 891Million USD 6,403.8 Million Taka 5100[3] Telenor 55.8%, Grameen Telecom 34.2% & Public 10% Website www.grameenphone.com

Functions of Grameenphone GrameenPhone Ltd. has approximately 6000 employees working at different levels of organizational hierarchy. There are 9 functional departments engaged in managing these employees with the aim to meet organizational objectives. GrameenPhone follows a mix of centralized and decentralized decision making processwhere the top management mainly takes all the strategic decisions while the functional managers have flexibility to take decisions by themselves on a day to day basis. At GrameenPhone the Managing Director is assisted by 9 Senior Executives

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who are heading different departments in the strategic decision making process. The departmental names of GrameenPhone are given below:

Market Performance In starting of the analysis of the market performance of Grameenphone, first I would like to analysis the current scenario of the market. The current market share of the various mobile phone operators are displayed in the following figure, based on the information provided by the Bangladesh Telecommunication Regulatory Committee (BTRC) website in April 30, 2011

Market Share
GP Banglalink 3% 2% Robi 5% 44% 19% City Cell Teletalk Airtel

27%

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Source: en.wikipedia.org/wiki/Telecommunications_in_Bangladesh

On the above mentioned figure, we found that the total market of the mobile phone is with 56.36 million subscriber where Grameenphone still dominated the market with 43.56% market share which is far higher than its follower Banglalink, with 26.51%, and Robi, with 19.20%. The rest of the operator are not in competition with these three operators and hold much low market share compared to them.

2.13. Product and service They have offering some package for different types of user. These are as follow as. Xplore Xplore is a postpaid connection and is available with Mobile to Mobile with BTCL connectivity. BTCL incoming is absolutely free in Xplore. Grameenphone Ltd. (GP) introduces its Xplore Postpaid product in a brand and exciting new way.

Shohoj Grameenphone prepaid connection comes with this pre-activated package where you will be able to talk to any operator number at a low, flat rate of Tk 0.79. Bondhu This package with the highest number of F&Fs allows you to talk to your near and dear ones at the lowest rate. A total of 7 F&F numbers are allowed for each Bondhu subscriber.
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Apon You can talk to any Grameenphone number at a very low rate of 49 paisa/minute, during 12 hours of each day. The rest 12 hours allow you to talk at 99 paisa/minute to GP numbers. Baadhon Grameenphone has always strived to help the people to Stay Close by providing them with the products and services that match their needs. This time it has came forward with a special package named "Baadhon" which will be very suitable for the rural population. Spondon Spondon is the new attractive price plan from Grameenphone which gives you the opportunity to Pay only as much as you will talk. This is the only consumer prepaid package offered by Grameenphone that gives you the privilege of calling at any local numbers with 1 second pulse facility at a flat tariff (24 hours) of 2 Paisa/Second. Smile The Grameenphone SMILE prepaid connection now gives you more freedom, more opportunities and more reasons to smile! Talk to all your Grameenphone friends at on 50 paisa and 80 paisa per minute Dijuice New djuice price plan from Grameenphone Ltd. is designed with the Youth in mind. It addresses the most relevant elements of atypical Youth lifestyle: Community, F&F and Night-time! Amontron

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Amontron is the new attractive price plan from Grameenphone which gives you the opportunity to talk to any other operator at a call rate of 65 paisa per minute for 24 hours. Handsets They are offering different category phone set. Like q100, shake, Crystal etc. Internets When-ever, where-ever you want to get online to access the internet, Grameenphone has got the coverage & right solutions that will suit you. Whether you are searching for information or looking for entertainment & social networking on your phone or a laptop/personal computer we have the right packages & devices to cater to your needs. Internet is the most convenient medium of information, through which people can enhance their knowledge, spread the same from one corner of the globe to whichever place they wish with a single click.

International Roaming International Roaming (IR) is a service that allows subscribers of one mobile network to use his/her own phone (number & handset) in foreign operators networks while traveling outside home country. Ownership Structure The shareholders of Grameenphone contribute their unique, in-depth experience in both telecommunications and development.

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It

is

joint

venture

enterprise

between

Telenor

(55.8%),

the

largest

telecommunications service provider in Norway with mobile phone operations in 12 other countries, and Grameen Telecom Corporation (34.2% ), a non-profit organization of Bangladesh. The other 10% shares belong to general retail and institutional investors. The technological know-how and managerial expertise of Telenor has been instrumental in setting up such an international standard mobile phone operation in Bangladesh. Being one of the pioneers in developing the GSM service in Europe, Telenor has also helped to transfer this knowledge to the local employees over the years The international shareholder brings technological and business management expertise while the local shareholder provides a presence throughout Bangladesh and a deep understanding of its economy. Both are dedicated to Bangladesh and its struggle for economic progress and have a deep commitment to Grameenphone and its mission to provide affordable telephony to the entire population of Bangladesh.

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Source: www. grameenphone.com/

Corporate Governance In the fast-paced world of telecommunications, vibrant and dynamic Corporate Governance practices are an essential ingredient to success. Grameenphone believes in the continued improvement of corporate governance. This in turn has led the Company to commit considerable resources and implement internationally accepted Corporate Standards in its day-to-day operations. Being a public limited company, the Board of Directors of Grameenphone have a pivotal role to play in meeting all stakeholders interests. The Board of Directors and the Management Team of Grameenphone are committed to maintaining effective Corporate Governance through a culture of accountability, transparency, wellunderstood policies and procedures. The Board of Directors and the Management

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Team also persevere to maintain compliance of all laws of Bangladesh and all internally documented regulations, policies and procedures. Grameenphone is a truly transparent company that operates at the highest levels of integrity and accountability on a global standard.

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Chapter 3
Theoretical Aspects

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3.1.1 Recruitment According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective Measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. 3.1.2 Recruitment Needs To plan for the future recruitment needs of a organization, hiring managers need to consider the future, i.e. changes in mission, strategic goals and objectives, organization demand, new legislation or economic conditions. Human Resources and hiring managers can use an organizational strategic plan as an input to the recruitment needs assessment process. The aim of the recruitment needs assessment is to ensure that people with the required knowledge, skills, and abilities (KSAs) are hired in the numbers required by the organization in order to meet organizational goals and objectives. The recruitment needs assessment process consists of five distinct stages:
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Determining the knowledge, skills, and abilities required Determining how many people will be needed Determining which skills are available internally Determining when the people will be needed Closing the gap between the current and required staffing levels

3.1.3 Employee selection The process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria. Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-discrimination laws must be obeyed during employee selection. Employee Selection process 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. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more
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of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.

The Employee selection Process takes place in following order-

1. Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews. 2. Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. 3. Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased. 4. Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there

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in room. There should be an honest communication between candidate and interviewer. 5. Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism. 6. Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

Importance of Selection process in HRM Selection means to choose the person from among the prospective candidates to fill in the vacant posts in the organisation. The success of the organisation depends upon the quality of personnel selected for the job. Thus selection of personnel is the most important function of the personnel management. The importance of selection may be judged from the following facts.

(1) Procurement of Qualified and Skilled WorkersScientific selection facilitates the procurement of well qualified and skilled workers in the organisation. It is in the interest of the organisation in order to maintain the supremacy over the other competitive firms. Selection of skilled personnel reduces the labour cost and increases the production. Selection of skilled personnel also facilitate the expansion in the size of the business.

(2) Reduced Cost of Training and Development Proper selection of candidates reduces the cost of training because qualified personnel have better grasping power. They can understand the technique of the work better and in no time. Further, the organisation can develop different training programmes for different persons on the basis of their individual differences, thus reducing the lime and cost of training considerably.

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(3) Absence of Personnel ProblemsProper selection of personnel reduces personnel problems in the organisation. Many problems like labour turnover, absenteeism and monotony shall not be experienced in their severity in the organisation. Labour relations will be better because workers will be fully satisfied by the work. Skilled workers help the management to expand the business and to earn more profits and management inturn compensate the workers with high wages, benefits etc.

3.1.4 Objectives of Recruitment Support the organization ability to acquire, retain and develop the best talent and skills. Determine present and future manpower requirements of the organization in coordination with planning and job analysis activities. Obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. Create a pool of candidates so that the management can select the right candidate for the right job from this pool Attract and encourage more and more candidates to apply in the organization Increase the pool of candidates at minimum cost. Acts as a link between the employers and the job seekers Infuse fresh blood at all levels of the organization Meet the organization's legal and social obligations regarding the composition of its workforce.
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Increase the effectiveness of various recruiting techniques

3.2.1 Training & Development Training Training can be defined as a learning process in which people acquire knowledge (K), skills (S), experience (E), and attitudes (A) that they need in order to perform their jobs well for the achievement of organizational goals (Mathis and Jackson, 1998). A survey of the literature shows that T&D are variously defined in a narrow as well as in a broad sense. For example Jackson and Schuler (2000) refers to training as the act of improving competencies needed today or in the future while development refers to improving competencies over the long term. Development Development describes the growth of humans throughout the lifespan, from conception to death. The scientific study of human development seeks to understand and explain how and why people change throughout life. This includes all aspects of human growth, including physical, emotional, intellectual, social, perceptual, and personality development. The scientific study of development is important not only to psychology, but also to sociology, education, and health care. Development does not just involve the biological and physical aspects of growth, but also the cognitive and social aspects associated with development throughout life. Training and Development Training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development,

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and learning and development. Harrison observes that the name was endlessly debated by the Chartered Institute of Personnel and Development during its review of professional standards in 1999/2000. "Employee Development" was seen as too evocative of the master-slave relationship between employer and employee for those who refer to their employees as "partners" or "associates" to be comfortable with. "Human Resource Development rejected by academics, who objected to the idea that people were "resources an idea that they felt to be demeaning to the individual. Eventually, the CIPD settled upon "Learning and Development", although that was itself not free from problems, "learning" being an over general and ambiguous name. Moreover, the field is still widely known by the other names.

Importance of Training & Development in the Organization

The human resources' training function plays an important role from the beginning of the employment relationship. At the same time, the development function of HR is equally important for the future of the employment relationship. Companies often fail to realize that the return on investment in training and development activities help support employers' goals for profitability, according to Paul Sarvadi, author of Entrepreneur magazine's May 2005 article titled, "The Importance of Employee Development."

Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

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Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. Quality Training and Development helps in improving upon the quality of work and work-life. Healthy work environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale Training and Development helps in improving the morale of the work force.
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Image Training and Development helps in creating a better corporate image. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organisational policies. Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

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Chapter 4
Pragmatic Aspects

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4.1 Recruitments and selection process of GP

Today, Grameenphone is the leading telecommunications service provider in Bangladesh with more than 39 million subscribers as of July 2012. They are biggest network in Bangladesh in Mobile Phone Company for this reason their human resource are also big. Here I am showing the recruitment process of grameen phone ltd.

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Step 1: Identification of a Vacancy The front office manager of the Grameenphone has identified a vacancy for a new team member in reception. The position is for a Human Resource Receptionist as one of the full time staff members has handed in their resignation. Step 2: Review the need for the position and to fill the vacancy As the position is a full time position it is important that it is filled. The Grameenphone relies on receptionists for administrative task in the Human Resource Department and makes sure all clerical duties and organization of the department is taken care of. The Human Resource Department has numerous staff members, so it is important there is a receptionist available as the department is constantly busy. The department relies on 1 fulltime and 1 casual receptionist. The need for the new full time receptionist is high and as front office manager, the budget needs to be reviewed before hiring a new staff member. If staffing costs are too close to the budget a part-time or casual may be required or if the staffing costs are well under budget the full time position can be filled. Step 3: Determine the most effective recruitment strategy The front office manager will work together with the HR department to devise the best way of attracting the appropriate people for the position. Methods used to advertise and attract candidates include:

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Internal advertising advertising on the staff board and within the HR department. The position will be open to internal staff members wishing to be promoted or change departments

Recruitment agency the position will be advertised with recruitment agencies such as Red Hot Recruitment, etc.

Internet a job position advertisement will be put on job websites such as www.seek.com.au and www.mycareer.com.au. This makes the position open to most of the population and one of the most effective ways of advertising and attracting candidates

Step 4: Prepare a Request to recruit form The front office manager will fill out a request to recruit form and pass it on to the HR manager so the position advertisement and recruitment plan can be confirmed and recruitment action can be started. (Actual request to recruit form was unavailable) Step 5: Establish Selection Panel & determine selection methodology The HR manager and Front office manager will organize the selection panel, comprising of the Front office manager and the HR manager. Both staff members must have agreed on meeting times and the role and duties of the position. Other factors that the Front office manager and the HR manager must contemplate: The selection criteria Method for short listing candidates The candidates interview Recruitment & Selection, Training & Development, - GrameenPhone Ltd.

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The candidates reference check The candidates presentation

Step 6: Receive and collate applications The HR manager of Grameenphone will receive and collate applications. This will include the list of applicants, position description, recruitment process check list and the selection panel guide. Step 7: Commence selection by reviewing applications and determine a shortlist of candidates The Front office manager and the HR manager of Grameenphone will collate all applications and shortlist the preferred candidates for the position. This will be done by the Managers meeting to discuss and compile the candidates assessments. They will be ranked in order of most suitable for the position. At this point, depending on how competitive the candidates are, a second interview phase will be decided, but only if necessary. The unsuccessful candidates will be notified via phone or letter that they were unsuccessful in receiving the position. Step 8: Assess short listed candidates The candidates that were short listed will be assessed a second time so the Front office manager and the HR manager of Grameenphone acquire the perfect applicant. The secondary assessment will be another interview, skills test or reference test. The shortlisted applicants will be ranked once again based on their results. Step 9: Recommend Outcome The Front office manager and HR manager of Grameenphone will compile all results into a selection report. The report will include information on:
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The short listing processes Summary of assessments for each candidate The chosen candidate and employment terms to be offered Relocation budget Documentation of referees and their comments

Step 10: Verbal offer of employment to preferred candidate and discuss employment terms and conditions The Front office manager of Grameenphone will get into contact with the successful applicant via the telephone and inform the candidate that they were successful and have the position. The manager will also explain the salary, roster, starting date, and the terms and conditions of the employment. The manager will organize a date to start induction and training shifts. The date to start induction and training should be immediate or as soon as possible. Step 11: Make written offer of employment to candidate The HR manager of Grameenphone will arrange for a written offer of employment and terms of employment contract. This will be given to the successful applicant within 2 days of the approved selection report. Step 12: Advice unsuccessful candidates The unsuccessful applicants will be notified via a written letter from the HR manager of Grameenphone as soon as the successful applicant is chosen. Step 13: Arrange appointment and commence induction process

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The Front office manager of Grameenphone will arrange with the successful candidate of an induction and training date to start. The Front office manager is to contact HR on the chosen date and confirm the induction and training process. HR is to ensure the employment contract is signed, a staff file is created and the induction process is planned and conducted.

4.2 Training Approaches Exercised by the GrameenPhone Ltd.

Training Approaches The most popular training and development methods used by GrameenPhone Ltd. can be classified as either on-the-job or off-the-job training. In the following pages, I will briefly introduce the better-known technique of each category. On-the-Job Training Its a widely used method of training. GrameenPhone use this technique in some limited Extent. Usually they provide this training for the entry level position. Normally they do not take employee at entry level. Sometime they take fresh graduate and primarily trained by on-the-job method. In this process the new employee works under a senior officer. And after some days trainees takes some responsibilities from that senior officer. By this process trainees can learn by doing. Off-the-Job Training: Off-the-Job training program is highly used in GrameenPhone. Almost every training program is off-the-job. They use some off-the-job method which briefly discussed below: Classroom Lectures:
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Different high professional comes to teach different new method and problem solving techniques to specific employees.

Video Conference: By video conferencing different foreign experts provide training to their employees on new application. Foreign Training: Sometimes the send their employees abroad for practical training. Usually the send employees to Srilanka, Vietnam, USA where their operation running. Evaluation of Training Program: It is easy to generate a new training program, but if the training is not evaluated, it becomes possible to rationalize any training efforts. GrameenPhone evaluate training by very common way. Under here I am discussing on these: Measurement of Productivity: It is too easy to evaluate training by measuring productivity of individual department. Like a washing co-coordinators daily inspected item is suppose 100 peach, after training on effective washing inspection his expected inspected item will 100+. Because of production based factory it is too easy to evaluate training for different department. General Observation: Although measuring productivity GrameenPhone evaluate training by observation of employee behavior after getting training.

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Employee Development:
Employee development, by design, is more future oriented and more concerned with education than employee job-specific training. GrameenPhone emphasize more on the employees personal growth. Historically, development was reserved for potential management personnel but GrameenPhone is different. They focus on All employees, no matter at what level, can be developed.

Employee Development Method: Different types of development method used by GrameenPhone discussed under here: Job Rotation: Job rotation involves moving employees to various positions in the organization in an effort to expand employees skills, knowledge, and abilities. Assistant- to Position: Employees with demonstrated potential are sometimes given the opportunity to work under a seasoned and successful manager, often in different areas of the organization. Working as staff assistant or, in some cases, serving on special boards, these individuals perform many duties under the watchful eye of a supportive coach. In doing so, these employees get exposure to a wide variety of management activities and are groomed for assuming the duties of the next higher level.

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Committee Assignment: Committee assignments can provide an opportunity for the employee to share in decision making, to learn by watching others, and to investigate specific organizational problems. When committees are of a temporary nature, they often take on task-force activities designed to delve into a particular problem, ascertain alternative solutions, and make a recommendation for implementing a solution. These temporary assignments can be both interesting and rewarding to the employees growth. Lecture Courses and Seminars: Sometimes Regency use traditional forms of instruction revolved around formal lecture courses and seminars. These offered and opportunity for individual to acquire knowledge and develop their employees conceptual and analytical abilities. Sometime they offered inhouse by themselves, through outside vendors, or both.

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Chapter 5
Conclusion Aspects

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Recommendations
It is already discussed that GrameenPhone is one of the leading company and pioneer of the mobile Telecommunication industry in Bangladesh. This has been possible because it has a created a superior image in comparison to the other operators. In other words, GrameenPhone has a clear advantage over competitors. They were using a selected recruitment process which already described last chapter. Here I am suggesting some recommendations against problems. These are .. They are frequently using internal recruitment sources for recruiting and maximum time they are also use employee referral. They should be recruit fresh student from different university Try to use campus recruitment Stop the headhunt recruitment system due to this recruitment system the fresher are not find out their job in GP. Measures an employees performance. Helps in clarifying, defining, redefining priorities and objectives. Motivates the employee through achievement and feedback. Facilitates assessment and agreement of training needs. Helps in identification of personal strengths and weaknesses. Try to maintain international standard in times of considering compensation

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Conclusion
Recruitment & Selection, Training & Development are the most important key theme for business Success in this time of globalization .An ideal endeavor to run those program will have positive impact on the efficiency and results produced by employees. It will encourage the employees to perform better and achieve the standards fixed. It will enhance the process of job evaluation. It will also help in setting up an ideal job evaluation and the set standards would be more realistic and achievable. The system provides growth and advancement opportunities to the deserving employees. The company like GrameenPhone should have good concern on these kinds of programs because these programs accelerate the companys performance at geometric rate which not only ensure the business profitability but also ensures the business sustainability.

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Bibliography

http://businesscasestudies.co.uk

www.businesstoday.intoday.in
http://www.eHow.com www.investopedia.com www.wikipedia.org www.grameenphone.com

http://www.managementstudyguide.com/employee-selection-process.html Campbell, J, And et. Al., Management Behavior, Performance and Effectiveness,
McGraw-Hill Book Company, Inc., New York, 1970.

Anthony, WP, Get to Know your Employees. The human Resource Information
system, in Reading in Personal management. Greenlaw, P.S and Sundre, W.B (editiors) philadelpha, 1979.

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