Human Resource practices in Grameen Phone Company

kind vision practices in Grameen prognosticate telephoner3.1 HR at Grameen address-HR management is about managing people in physical compositions as in effect as possible for the good of the employees, the company, and society. In GP managing human resources is becoming more and more classical to the success of either di dreams 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 contri thoion 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 throw off accomplished so many successes in the arena of employee benefit and apprehension at home and abroad. HR has very actively participated and sponsored HR conferences and meetings in Bangladesh. Thus they are impart to the uplift of Human Resources in Bangladesh. They a re looking forward to be corporate member of Bangladesh company for Human Resource Management (BSHPM).This indicates that they would like to be a part of the professional institution construction for HR in Bangladesh. Moreover, the HR division has launched the HR News which has started its journey from May2000 is also another Employee victimization initiative. Thus, overall HR of GP is moving forward and playing even stronger role in all(prenominal) year by upholding the team spirit and harmonizing interdepartmental relationship.Human Resources (HR) Department, an important part of Administration incision plays very vital role in the total functioning of Grameen Phone Employee recruitment, endurance, transfer, promotion, training, performance appraisal all these are conducted by HR division. The informal structure of HR according to its functions apprise be classified into three main categories they areu maHuman Resource Management (HRM)Human Resource Development (HRD)Human Resource management Information system (HR- MIS)Human Resource practices in Grameen Phone Company3.2 Human resource planningEffective 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 take in of Human ResourceForecasting of Human Resource Demand is done fully on Judgment. The regularity in this respect used is bottom-up forecasting. Each unit, branch or department estimates its own forthcoming need for employees. The sum of the estimated unit needs is the demand forecast for the whole organization3.4 Mission, Vision, Objectives Strategies of Grameen PhoneCompany VisionIdeas that SimplifyCompanyMissionThe vision will be achieved byConnecting Bangladesh with ease and careBeing user-friendlyProviding value for moneyProviding simple and timely connectionsHaving a right and understandable processObjectives and Mission of the Grameen PhoneThe objectives of HR at GP areTo be strategic business partner with the line managers.To bring into being an attractive work environment.HR missions at GP areTo attract, develop and retain qualified employees so that they can contribute to business stopping point.To create an environment which facilitates are effective performance and enhances employee morale and satisfaction.Grameen Phones introductory 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 homogeneous time, contributes to genuine development of the country. In short, it pursues a dual strategy of good business and good development. dower the mass market is one of GPs primary goals. By serving the general habitual as fence 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 many companies, which involves connecting isolated islands of urban coverage through transmission links, Grameen Phone builds continuous coverage, cell aft(prenominal) 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 Phones network. In addition, GP has positioned itself to capitalize on the declining prices of handsets, making its goal to serve the general public realistic.Company outlineGrameen Phone follows strategies at three levels.Those are expound belowFunctional Level Strat egyGrameen Phones focus is on efficiency, quality, innovation, and customer responsiveness. This enables Grameen Phone to earn free-enterprise(a) advantage over the competitors.Business Level StrategyGrameen Phone mainly applies cost leadership strategy. In addition, they also apply differentiation strategy as their business level strategy.Corporate Level StrategyGrameen Phone follows related diversification as their corporate level strategy. It enables them to keep the cost lower.3.5 cut of Human ResourceManpower planning is an important function of HR management section. Two major activities in this function arePlanning 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 SupplyThe 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 outside SupplyHR division has policy to manage labor supply externally such asOnline 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 around future.HR department ensures integration between HRP and strategic planning of the organization.