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Submitted By
PriodorshineSarker 1120081030
Md Al-Rafa 1120095030
Khushnoor Jahan 0920130520
Naeem 1130512030
Nazemul Islam Ratul
LETTER OF TRANSMITTAL
This is our pleasure to accomplish the Project Work (MGT210) and submit the report on
Grameenphone limited. We have prepared the report on the basis of the study from
management perspective of Grameenphone limited.
This report is prepared on the basis of both primary and secondary data. Primary data was
collected by questioning the concerned manager of the company during the period of the
working hour; while secondary data was collected from various printed documents like
annual report etc. of the company. Although the main purpose of the report is to provide an
insight from management perspective of Grameenphone limited, a leading
telecommunication company in Bangladesh. We would like to express our gratitude to you
for your valuable effort for us which provided the opportunity to complete this project.
Thank you
Yours Sincerely,
Priodorshine Sarker
Md.Al Rafa
Naeem
Khushnoorjahan
Ratul
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Acknowledgement
We would like to acknowledge to our hon orable course lecturer, Tawfiq Mostofa,
faculty of School of Business of North South Universityfor giving us the opportunity to
complete this project. His valuable suggestion, successful guidelines and helpful advice
throughout the project work smooth the completion of this project. A special thanks to the
Grameenphones manager for his guidance, insight and encouragement in the writing and
completion of this report. His valuable support and patience throughout this journey has been
remarkable and is appreciated from the bottom of our heart.At last once again we like to
praise those persons whoever comprehends this project with the name of Almighty.
Executive Summary
It is the leading telecommunications service provider in the country with more than 16
million subscribers as of December 2007.Grameenphone has been recognized for building a
quality network with the widest coverage across the country while offering innovative
products and services and committed after-sales service.
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
launch edits services in March 1997.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.
In this report, we have analyzed Grameenphone Limited from the management perspective.
Mainly we have tried our best to present the true scenario of management practices of
Grameenphone.
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Background
Vision
We exist to help our customers get the full benefit of communications services in their daily
lives. Were here to help.
Mission
Grameenphone is the only reliable means of communication that brings the people of
Bangladesh close to their loved ones and important things in their lives through unparalleled
network, relevant innovations & services.
Values
MAKE IT EASY
Everything we produce should be easy to understand and use. We should always remember
that we try to make customers lives easier.
KEEP PROMISES
Everything we do should work perfectly. If it doesnt, were there to put things right.
Were about delivery, not over-promising. Were about actions, not words.
BE INSPIRING
We are creative. We bring energy and imagination to our work. Everything we produce
should look fresh and modern.
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BE RESPECTFUL
We acknowledge and respect local cultures. We want to be a part of local communities
wherever we operate. We want to help customers with their specific needs in a way that suits
way of their life best.
STRENGTHS
Market Leader:
Grameenphone is the first organization in Bangladesh, which has reached to the general
people. Though Citycell had started their operation beforehand, but they were unable to reach
the general people. So, the people are being used to with Grameenphone. This is a huge
advantage of Grameenphone.
Network Availability:
Grameenphone has the widest network coverage and a large number of BTS station (Tower)
all over Bangladesh. Thats why the company can provide better connectivity in most of the
area of the country.
WEAKNESSES
Cultural Gap:
In Grameenphone management, employees from different countries are present. Suppose,
CEO is a Norwegian, Chief Technical Officer is Indian and many more employees come
from different countries. Thats why sometimes there maybe lack of understanding due to
cultural gap.
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OPPORTUNITIES
Economic Growth of Bangladesh:
The economic growth of the country will increase the expansion of telecommunication
industry. From 1995 to 2006, there is a huge change in telecommunication sector.
THREATS
Upgraded Technology Used by Competitors:
New mobile phone operators like Banglalink, Airtel are establishing their channels with latest
technology, whereas Grameen Phone is using the stations which are five years old. So, this is
one of the disadvantages for Grameenphone.
Political Instability:
Political instability is another threat. With the change of Government, policies are also
changed. So, this is difficult for any multinational organization to cope with new policies.
The Manager
Name: Mr. Showkat Shopon
Education: Masters in Government Politics
Role: Middle level manager of External Board of Communication Service (Public Relation)
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Shareholders
Media
Education
Grameen Shikhkha
In collaboration with Grameen Shikhkha, an organization of Grameen Bank Family,
Grameenphone provides scholarship to meritorious but underprivileged students through a
scholarship fund at different academic levels. Alokdeep, Non-Formal Primary School cum
Cyclone Shelter Grameenphone, as part of its rehabilitation plans in the SIDR affected areas,
provided financial assistance to build four education center-cum-cyclone shelters in the
southern belt of the country. These cyclone shelters are used as non-formal primary school
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throughout the year to provide non-formal primary education to underprivileged children of
the locality.
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SPAN OF CONTROL
GP do not have span of control.It has mainly 5 managerial bands:A,B,C,D and E.
Band A:CEO
Band B:CSO
Band C:Senior Mangers
Band D:Managers
Band E:Executives
Band E can report to Band D managers or they can directly report to senior managers and
above.Band D managers can report to Band C or CSO or CEO.
GP has a flexible managerial structure.
Strategic Plan:
The official slogan of Grameenphone is Stay Close. The organization wants that consumer
can stay close with their friends and family along with GP. So GP always come with such
service that is convenient for their consumer.
Operational Pan:
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Public Relation Department of GP is try to solve customer complain as well as make relation
with other organization. PR department hear customer demand and recommend top managers
according to their demand. By all the work PR department tries to ensure that GP is
achieving their goal.
For better customer service GP organizing them as more flat and flexible organization. GP
even ensuring that their employees can stay close with each other. So, GP changing
organization structure as more flat and flexible.
Directional Plan:
Standing Plan:
GP uses standing plan mostly in Customer Care Department. Call Center employees deal
with customer in same way and with same answer for general enquiries. Similarly GP
Customer Care Center employees follow a standard procedure to meet customer complain
demand.
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Decision Making System:
Growth Strategy:
Financial controls
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The internal control over financial reporting of Grameenphone includes Company Level
Control (CLC)along with General Computer Control(GCC) to ascertain operation efficacy,
consistent and dependable financial reporting. After being a listed company in the countrys
Stock Exchanges, this internal control over financial situation has become more crucial.
Partnering among Board of Directors, management and employees of the company has made
continuous success story of pursuing Sarbanes Oxley Act in GP since 2006. The outcome of
the effort is award winning and true fair.Grameenphone conducts quarterly financial review
and this provides an analysis of the current economic and financial situation of the
company.In addition, internal financial review on monthly financial results is conducted by
CEO and CFO on a monthly basis.
Grameenphone controls its management information system (MIS) through intranet which is
a computer network that usesinternet protocol technology to share information and operate its
information system within the organization. By using internal website, Grameenphone
monitors the organization's information technology infrastructure and multiple networks of
their operating services. Their objective is to organize and control each individual's desktop
with minimal cost, time and effort to be more productive, cost efficient, up to date with
current information.
Corporate Governance
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interests. The Board of Directors and the Management Team of Grameenphone are
committed to maintaining effective Corporate Governance through a culture of
accountability, transparency, well-understood policies and procedures. The Board of
Directors and the Management Team also persevere to maintain compliance of all laws of
Bangladesh and all internally documented regulations, policies and procedures.
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Possibilities for greater efficiency through reorganization and automation (use of tools
&facilities) and making necessary adjustment.
Employee turnover/employee mobility.
New business initiatives and project s that require new competence and additional
resources.
Government legislation Human resource planning, budgeting and necessary approvals
should be taken in the beginning of the year to ensure timely co-ordination and
implementation.
They usually recruit fresh graduates and allow them to grow in the company. Applications
received are carefully filtered and then they call the suitable candidates for the selection
process.Grameenphone hires the best "fit". Along with specific job-related competences,
experience (as applicable) and other skills, they look for a person who would fit
Grameenphones vision, values, and leadership expectations. In other words, they not only
hire skills but also the employee as a person.
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Selection of Employees in Grameenphone:
There are five stages of employee selection in Grameen phone. These are as follows:
1. Preliminary Sorting
Candidates are first selected based on- academic result, work experience and specific position
requirements.
2. Written Test
After preliminary sorting selected candidates are called for the written test. In the written
examination, candidates are tested basically on job related skills and their analytical ability.
3. Interview
The candidates who are selected based on the written examination are called for the
interview. The candidates must appear in front of an interview panel usually consisting of
four members: from the HR department as overseen by the MD, Chairman, General Manager
and Admin Managers. The candidates are tested for their basic knowledge about the specific
requirements, their interpersonal and communication skills, and their abilities to work in a
team environment.
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4. Medical Test
Grameenphone checks pre-employment medical tests too sure about candidates fitness for
duty.
5. Final Selection & Posting
After all the previous process ends and references are checked, candidates are offered jobs
along with the contract, which they need to sign before joining the job. This is how successful
candidates got selected in Grameenphone.
In Grameenphone, usually the first three months act as the probationary period for the fresh
recruits. This also acts as the training period for the employees. In these 3 months, the
employees are usually induced to the real life projects based on the level of their expertise.
During these 3 months, the employees are tested indirectly and monitored and his/her
caliber judged and hence the management takes the decision of where to place him.
Grameenphone Ltd arranges various training programs in job related subjects for the
development of its employees. This is usually arranged when the employee is not involved in
any active project. This helps to utilize the free time and also comes in the best interest of the
company and the employee. Grameenphone Ltd also encourages its employees to appear
invidious professional certification exams which the company also pays for. Grameenphone
Ltd provides ample opportunities growth for their employees by providing international
training facilities.
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Performance Appraisal
Compensation
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Reward
Types of
compensation
benefits
Reward:
This reward system does not have any fixed criteria. This is basically an additional reward
system, which provides financial incentives to employees for extraordinary performance in
any area of their job. Grameenphone provides some rewards that include:
Profit Sharing:
The most significant employee benefit offered by Grameenphone Ltd is Profit Sharing. The
profit sharing takes place once a year: July. Only the senior employees who are
around two or more years get 20% share of the profit earned. Out of this 20% profit, 75%
is distributed in terms of seniority and designation and the rest 25% is distributed on
performance in that period.
Performance Bonus:
Performance bonuses are given on the basis of performance in a given year. This happens
after the yearly appraisal. The reviewer (usually the immediate boss) notes down the
performance of the employee on a given set of characteristics and sends it to the MD. The
MD then takes the decision on the performance bonus. However, all decisions regarding
performance bonuses by the MD needs to be approved by the Board of Governors.
Festival Bonus:
Grameenphone started payment of Festival Bonus to the Management Staff from the
year 2000.There will be disbursement of an amount equal to one months Basic Salary of the
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employee on two designated festivals. Management Staffs those are in the employment of the
Company for at least three months after their confirmation on the date of the festival will be
eligible for the Festival Bonus.
Grameenphone allows flexible working hour. One can start their office on 8am in the
morning and leave by 4pm.
They provide transport or transport bills while attending a client meeting.
Grameenphone Ltd bears the expense of one tour/picnic per year for each employee.
The company covers all transport, hotel and food expenses. This usually refreshes the
employees a lot and makes room for them to interact and know each other better.
In case of hospitalization of the staff, spouse or any dependent child, in any
recognized hospital or clinic, the company will reimburse 50% of the hospitalization
charges.
They also provide provision for the employees to participate in different training
programmed as well fund any professional certification exam from IBM, Sun,
Microsoft, Oracle, etc. at companys own cost.
GP provide lunch from the office which is prepared in the office.
When we talked with the manager we tried to find out what kind of leadership method is
followed by him. Since we talked to him we found him as a participative leader who consults
with group members and use their suggestions before making a decision. We also tried to
know about his work. He explains his vision to others, expresses the vision not just verbally
but through behavior and last of all he applies the vision to different leadership context. He
creates and articulates a realistic, credible, and attractive vision of the future that improves
the present situation. Analyzing this we come to a conclusion that he follows Visionary
leadership.
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Pros and Cons of our managers job:
When we talked the manager, we tried to find some pros and cons of his job. Those are given
below:
Pro: Managers have more power than the people in their groups. A manager has several
functional authorities, such as setting work schedules. He is as powerful as he is capable of
making his group more successful. And while his ability to lead the group greatly influences,
his power comes from the willingness of the people in your group to grant it to him.
Con: When a manager has the power he gets overconfident of doing anything. He may not
take any suggestion from anyone for doing any work. He takes decision and then worker do
what the manager tell. If this is right of wrong no one notice. This affects badly of the total
organization. At that time many undesirable things incur.
Pro: Hell make more money in a managerial position. The perks dont stop with just money.
Managers usually get bigger discounts, better benefits, more vacation time and sometimes
even bonuses.
Con: A manager has to do a lot of works. Sometimes he feels it like a burden. Pressures of
regular work gives him no room for going somewhere for party or hang out with his friends.
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Con: Nobody likes the boss, and he is lonely at the top. He is the person who always has to
make the decision, right or wrong. Wrong decisions may screw-up his job. On top of that
there are legal liabilities as well as restrictions that non-managers don't have.
Pro: We found that our manager often make decisions consulting with his employees. He
thinks that it is better for doing any work and it also motivates the workers.
Con: Many men many opinions. Our manager faces problem choosing what he should do
with so many opinions.
Pro: Our manager has a huge budget. So it is easier for him to coordinate the whole
organization.
Con: Sometimes he faces problem communicating with others. He says something and
sometimes worker couldnt understand him what he want.
Conclusion:
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References:
www.google.com
www.wikipedia.com
www.GrameenPhone.com
www.yahoo.com
Annual Report, Grameenphone Ltd
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