3.1 HR at Grameen Phone-HR management is about managing people in organizations as effectively as possible for the good of the employees, the company, and society. In GP managing human resources is becoming more and more important to the success of all divisions of the company. With the honest and coordinated effort, HR plays a key role in realizing the vision and strategic direction of the company. In the contribution of GP, the HR Team is a beautiful blend of bright, innovative, enthusiastic and professional members. The entire HR team has had excellent drive to translate concepts into reality. Thus, in within a short period they have accomplished so many successes in the arena of employee benefit and recognition at home and abroad. HR has very actively participated and sponsored HR conferences and meetings in Bangladesh. Thus they are contributing to the uplift of Human Resources in Bangladesh. They are looking forward to be corporate member of Bangladesh Society for Human Resource Management (BSHPM).This indicates that they would like to be a part of the professional institution building for HR in Bangladesh. Moreover, the HR division has launched the ‘HR News’ which has started its journey from May2000 is also another Employee Development initiative. Thus, overall HR of GP is moving forward and playing even stronger role in every year by upholding the team spirit and harmonizing interdepartmental relationship.
Human Resources (HR) Department, an important part of Administration Division plays very vital role in the total functioning of Grameen Phone Employee recruitment, selection, transfer, promotion, training, performance appraisal – all these are conducted by HR division. The informal structure of HR according to its functions can be classified into three main categories they are:
Human Resource Management (HRM)
Human Resource Development (HRD)
Human Resource management Information system (HR- MIS)
Human Resource practices in Grameen Phone Company
3.2 Human resource planning
Effective human resource planning (HRP) can be one of the most rewarding aspects of work in human resource management. Effective planning can enhance the success of the organization while minimizing the amount of suffering resulting from poorly anticipated labor surpluses or shortages.
In the line of business plan, HRP at GP starts. HRP is tagged with business Plan such as potential investment, subscribers, market shares etc. There is a strong correlation between subscriber and employees requirement.
3.3 Demand of Human Resource
Forecasting of Human Resource Demand is done fully on Judgment. The method in this respect used is bottom-up forecasting. Each unit, branch or department estimates its own future need for employees. The sum of the estimated unit needs is the demand forecast for the whole organization
3.4 Mission, Vision, Objectives & Strategies of Grameen Phone
“Ideas that Simplify”
The vision will be achieved by
Connecting Bangladesh with ease and care
Providing value for money
Providing simple and timely connections
Having a right and understandable process
Objectives and Mission of the Grameen Phone
The objectives of HR at GP are:
To be strategic business partner with the line managers.
To create an attractive work environment.
HR missions at GP are:
To attract, develop and retain qualified employees so that they can contribute to business goal.
To create an environment which facilitates are effective performance and enhances employee morale and satisfaction.
Grameen Phone’s basic strategy is the coverage of both urban and rural areas. The Company has devised its strategies so that it earns healthy returns for its shareholders and at the same time, contributes to genuine development of the country. In short, it pursues a dual strategy of good business and good development.
Serving the mass market is one of GP’s primary goals. By serving the general public as opposed to niche markets, the Company plans to achieve economies of scale and healthy profits. At the same time, service to the general public means connectivity to a wider population and general economic development of the country. In contrast to the “island” strategy followed by some companies, which involves connecting isolated 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-to-cell coverage is applied throughout Grameen Phone’s network. In addition, GP has positioned itself to capitalize on the declining prices of handsets, making its goal to serve the general public realistic.
Grameen Phone follows strategies at three levels.
Those are described below:
Functional Level Strategy
Grameen Phone’s focus is on efficiency, quality, innovation, and customer responsiveness. This enables Grameen Phone to earn competitive advantage over the competitors.
Business Level Strategy
Grameen Phone mainly applies cost leadership strategy. In addition, they also apply differentiation strategy as their business level strategy.
Corporate Level Strategy
Grameen Phone follows related diversification as their corporate level strategy. It enables them to keep the cost lower.
3.5 Supply of Human Resource
Manpower planning is an important function of HR management section. Two major activities in this function are:
Planning and forecasting the organizations short-term and long-term human resource requirements.
Analyzing the jobs in the organization and determining skills and abilities that are needed.
Grameen Phone has both internal and external supply of labor force.
3.5.1 Internal Supply
The HR department maintains a strong HRIS for internal supply. It keeps all types of employee data ranging from skill inventory to selection out. For senior level post, they hire internally in most of the case. For senior level position, they are some times from external source. They maintain replacement chart as a part of succession planning.
3.5.2 External Supply
HR division has policy to manage labor supply externally such as:
Online recruitment policy to attract people from outside as well.
Use the temporaries with the help of their HRIS.
Rehire the retired person: they have few examples of such case.
No formal organizationally sponsored career planning is in existence now, but the HR unit is considering it with due importance and now working on it to implement in near future.HR department ensures integration between HRP and strategic planning of the organization.