Topics:
Robi Network
Background of the Report
 Modern communication plays an important role in the
economic development of a country. we placed by
business department at Axiata (Bangladesh) Limited
(ROBI) as a part of our study program consisting of a
major in depth study of the major activities of the
telecommunication industry like ROBI. Practical
knowledge is fundamental for the application of the
theoretical intelligence.
Objectives of the Report
To analyze Employee Satisfaction of “ROBI”
To analyze Employee Relationship of “ROBI”
To analyze Employee Branding of “ROBI”
To analyze the Recruitment Process of “ROBI”.
Methodology of the Report
Sources of Information
Primary sources
1) Observation
2) Personal interview
3) Through personal acquaintance with the people at HR Division
4) By participate in the recruitment and selection process
Secondary sources
1) Information from web.
2) Newspapers Clips.
3) Journals. &
4) HR Books
Limitation of the Report
 Time Frame.
 Access to more internal information.
 It was really difficult for me to accumulate confidential
financial data.
 Bureaucracy.
 Use of biasness and references in the recruitment.
Background of “Robi”
 Axiata (Bangladesh) Limited is a dynamic and leading
countrywide GSM communication solution provider.
It is a joint venture company between Axiata Group
Berhad, Malaysia and NTT DOCOMO INC, Japan.
Axiata (Bangladesh) Limited, formerly known as
Telekom Malaysia International (Bangladesh),
commenced its operation in 1997 under the brand
name ROBI among the pioneer GSM mobile
telecommunications service providers in Bangladesh.
Vision & Mission of “Robi”
Vision
 To be a leader as a Telecommunication Service
Provider in Bangladesh
Mission
 ROBI aims to achieve its vision through being number
‘one’ not only in terms of market share, but also by
being an employer of choice with up-to-date knowl
 edge
Shareholdings
 Axiata (Bangladesh) Limited is a Joint Venture
company between Axiata Group Berhad (70%) and
NTT DOCOMO INC. (30%)
Management Profile of “Robi”
Michael
Kuehner
Managing
Director /
CEO
Izrin Bin
Hashim
Head of
Internal
Audit
Nora
Junita
Dato’
Seri
Mohd
Hussaini
Chief
Financial
Officer
Koji Ono
Chief
Strategy
Officer
A.K.M
Morshed
Chief
Technical
Officer
Segufta
Yesmin
Samad
Head of
Corporate
Affairs
Bidyut
Kumar
Basu
Chief
Marketing
Officer
Alloisus
Mohan
Ramaiah
Head of
Regulatory
Matiul
Islam
Nowshad
Chief
Human
Resources
Officer
Sania
Mahmod
Head of
Marketig
Mohiudd
in Babar
Head of
Communi
cations &
Media
Relations
Nishat
Husain
Transfor
mation
Project
Manager
Division & Department of Axiata
Bangladesh (AXB) Ltd.
 Finance Division
 Commercial Division
 Information Technology Division
 Technical Division
 Human Resources Division
 Revenue Assurance Department
Marketing Mix:
 Product
 Price
 Promotion
 Place/ Distribution
The way Axiata (Bangladesh) Ltd.
defines business
 Axiata (Bangladesh) Ltd. is the Digital Cellular
Telephony
Business.
With
a
technological
development in future, Axiata (Bangladesh) Ltd. will
adopt any cost effective and more efficient technology
to provide state of the art and comprehensive service
to its customers
Long-Term Vision of the Company:
 ROBI strongly believes that subscribers are their most
valuable assets. They have a strong Customer Service
Center. To always be with their customers the ROBI
"Help Line' is there.
Products & Services of ROBI
 Pre-paid
 Post-paid
 International roaming
 Music
 Entertainment
 Downloads
 Internet & Data Services
 Messaging
Human resources management
 Human resources management (HRM) is both an
academic theory and a business practice that
addresses the theoretical and practical techniques of
managing a workforce.
ROBI Human Resource Division
Robi Human Resource system is one of the best systems
in Bangladesh. The strategy of Human Resource
Division is followed from AXIATA strategy. The strategy
that followed by HR is described bellow

Vision

An Organization,

A Culture,

Leaders

Language

People
Salary & Benefits
Monthly salary will be transferred to employee
individual salary account on 25th of each month with
other allowances less deductions such as income tax,
contributory provident fund etc.



Other Variable Bonus
Allowances
Festival Bonus
Career Development
Through appraising their performances & providing with
knowledge & skills through proper training and Development
programs.
•
•
•
•
•
•
•
•
Induction
Performance Appraisal
Organizational Development
Promotion
Motivation
Performance Bonus
Reward & Recognition
Safety & Security
Social & Voluntary Activities
 Donation
ROBI provided charity Mobile Plus connection to the
ABlood Donation for their outstanding contribution to
the society.
njuman Mufidul Islam, Lions Eye Hospital and
Shandhani
 Scholarship Program
students for high quality academic programs in
Multimedia University (MMU) of Malaysia. Every year,
we send three students for studying in IT, Engineering
and BBA under the scholarship program.
Discipline
 ROBI follows systematic methods (Show cause,
personal
hearing,
suspension,
enquiry,
and
punishment) while taking disciplinary action against
any accused employee as per law of the land.
Punishments:
The measurement of punishment should be
proportionate to the severity of the offence committed.
The punishments could be as follows:
 Written Warning;
 the employee without notice
 Suspension without pay for a period not exceeding 7
(seven) working days;
Retirement
Optional Retirement
 Male
50 Years
 Female
45 Years
Compulsory Retirement
58 Years
58 Years
Recruitment & Selection at ROBI
 As we know, Recruitment refers to the process of
finding possible candidates for a job or function,
usually undertaken by recruiters.
 Recruitment and selection is one of the most
important for every employee. Cause by this company
makes a person as the member of it
Role of Human Resources in
Recruitment & Selection Process:
In recruitment and selection process the main role is
played by HR division. The process is start with
manpower requisition and end with appointment. For a
better recruitment and selection process HR arrange
done some task like

Collecting suitable and better CVs

arranging written exam

arranging interviews

ensure medical tests

appointment letter and others
Basic Rule of Recruitment in ROBI
Human Resource planning
 Recruitment and Selection are not simply mechanisms
for filling vacancies rather they are viewed as the key
factor for suitable placements. With a view towards
placing the right person at the position,
Manpower Requisition:
Requisition form contain some information like

Name of the position

Status of the employment

Job description

Job specification

Approval of the MD
Recruitment Sources
Internal Sources
Recruitment from the internal source may be through
Promotion or delegating individuals with new
assignments. In internal source ROBI consider mainly
three types of employees:

Contractual

Part-Time

Interns
Recruitment Sources
The external job market.
In short external sources mean collecting CVs from
outside. ROBI collect a lot of CVs from outside.
Recruitment from external sources will be through
• Executive search – for Senior Managers and Above
Positions.
• Advertisements - managers and below positions.
The CVs are collect by following
ways:







HR CV Box
Advertisement
Internet Job Sites
Employee Reference
Universities
Career Fair or Job Fair
Other
CV Box of ROBI HR:
There is a Box for CV in ROBI HR. In that box anyone can drop his
or her CV in anytime
Advertisement
Advertisement is a well known and world wide accepted
source of recruitment. Like other company ROBI also
use this source for recruitment. The main rules for
advertisement in ROBI are Newspaper Advertisement
will be posted on the national dailies
Internet:
 Internet advertisement is another new source of
Recruitment. Now a day every employee has a website
and they collect CVs by internet. Ever there is lots of
job website and company can send advertisement over
there
Employee Reference:
 The internal employees know how to do the work so
he can easily understand who can do the work.
 Employee Referrals may be collected through
circulation of advertisement to all employees. ROBI
consider employees reference because it got some
advantage,
Universities:
 Universities are big sources of recruitment. There are
many public as well as privet universities send CVs for
job. When students completed their courses,
universities send their CVs to ROBI for internship. And
sometimes they send CVs for job also.
Career or Job Fair:
 This is another big source of recruitment. By
participating in fair or sponsoring fair ROBI gets a lot
of CVs. ROBI participate in many fair like
Screening of Candidates
 Following publication of Job Vacancy, concerned
Divisional/ Department Head and HR Division will
scrutinize the applications and short list candidates for
inviting to oral interviews or written tests where
applicable.
Written Exam
 For every job ROBI HR arrange a written exam for
candidates. The written exam is must for each and
every candidate
Oral Interview
Preliminary Interview:
• Conducted by the respective immediate Manager,
another member from cross functional area & HR.
Second Interview or Final Interview:
• Conducted by next level managers along with the
respective Divisional/ Departmental Heads.
Pre-interview Form
A Pre-Employment Form generally contain the following
Personal Information










Name
Father’s Name
Mother’s name
Permanent address
Present address
Date of birth
Contact number
Educational Background
Job experience
Reference
Practical Test:
ROBI take some practical for the technical candidates.
Basically technicians have to face this test. This test is
called “tower Test”.
Final Selection
This time HR discuss about few things like:



Terms and condition of company
Salary and benefit
Joining
Final Approval:
Like the requisition for appointing candidate the
approval of MD is needed. This time HR sends the
approval to MD that these candidates are selected in
interview for this position and they are going to appoint
these candidates for the post.
Medical Test:
When the MD approved the appointment of the
candidate HR call the candidate for a medical check up.
The candidates have to collect a letter for medical from
HR and go for the medical test.
Reference Checks
 When a candidate is selected for the job, his or her
given reference has been checked by HR. Reference
check may be conducted by HR Division upon
acceptance of offer.
Appointment or Offer Letter:
At last the after the medical test and reference checked,
the offer letter for the candidate has been issued. After
that the candidate gets the call that he or she has been
appointed and he or she has to collect the letter from
HR.
Acceptance of Offer Letter &
Joining Procedure:
The joining also has some procedure. In time of joining
at first the candidates have accept the offer letter by
signing it. Then he or she has to fill up some forms like,
-
HRIS form
ID Card form
Declaration
Recruitment Cycle:
Human Resources Division will take maximum 50 days
to complete a recruitment process. The break down of
the 50 days as follows:
Recruitment for Internship:
 Internship is one of the parts of graduation for
student. In case of Bachelor of Business
Administration and Master of Business
Administration, it is an obligatory. For this reason
Universities send CVs of student to ROBI for
internship
Employee Relationship:
Axiata Bangladesh (AXB) Ltd, Robi try to maintain their
employee Relations under following ways
Try to develop & maintain cohesiveness among
employees, different departments and management.

Inter-departmental relation is very smooth, well
defined & well structured.
Employee Satisfaction:
Employee satisfaction, while generally a positive in your
organization, can also be a downer if mediocre
employees stay because they are satisfied with your work
environment.
 Management,
 Understanding of mission and vision,
 Empowerment,
 Teamwork,
 Communication, and
 Coworker interaction
SWOT analysis of HR division:
 Strength:
The main strength of ROBI HR Division is the authority to
work.
 Weakness:
Still Bangladesh has lack of enough HR personnel in the
marker.
 Threat:
It is also very difficult for ROBI to handel with such a
gigantic number of employees.
 Opportunity:
ROBI is a huge organization consisting more than 4000
employee
Recommendations:

The Human Resources Management system of
ROBI is up to mark. But the management authority
needs to look some major issues like compensation
policies, allowances and transfer policies.

In the selection and recruitment process the
responsible personnel should be more transparent as
some of the internal and external applicants
mentioned.