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Robi (formerly known as Aktel) launched its operations on the
15 November, 1997 in Dhaka and on 26 March, 1998 in
Chittagong. Its founding chairman is Late Mr. Zahiruddin Khan,
an ex-commerce minister. Robi was formed as a joint-venture
between Telekom Malaysia and A.K. Khan Company.
Axiata (Bangladesh) Limited (formerly known as TM
International (BD) Limited) is a joint venture between Telekom
Malaysia Sdn. Bhd. (70%) and NTT DoCoMo (30%).
Robi formerly known as Aktel is the third largest mobile phone
operator in Bangladesh in terms of revenue and subscribers
(8.59 million as of February 2009). In early 2008 Robi slipped
from the second position to the third after facing fierce
competition from banglalink .
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In this report I have tried to look into the two major activities
of HR e.g. Recruitment & Selection & Training & Development
of the Sales Department under the Marketing & Sales Division
of “ROBI”. I will also show how these activities support the
organization’s overall strategy, and how it is linked to other
sales activities within the organization.
To study the training and development program in ROBI
COMPANY Ltd are :
· To know the type of training provided by the Company.
· To know the training techniques used by the Company.
·To know the need of training.
· To know who should provide training.
· Important skills required for performing job.
· Ability required for better performing
· Purpose of training.
· Satisfaction level of the employees.
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The study is basically a combination of primary &
secondary data. I have interviewed associated
personnel of the Sales department & it was not very
difficult for me. As the secondary source,
information was also taken from books and other
vouchers and as well as from World Wide Web.
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Robi Customer Care & Website in
(http://www.robi.com.bd/)
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The major limitation factor for this report
was primarily the reluctance and strict
adherence to confidentiality maintenance
attitude shown by the officials of Robi
Phone. Though I knew & had access to
much information, but there are still some
important things which I couldn’t get hold
of & they don’t even prefer to disclose
those in front of general people.
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Axiata (Bangladesh) Ltd has rebranded itself with a
new look by introducing Robi, the new brand name
for the company, to take its products to the mostly
untapped rural market. 'Robi' replaces the earlier
brand name of 'AKTEL'. The company launched
branding campaigns. 'Robi' replaces the earlier
brand name of 'AKTEL'. The company launched
branding campaigns
Bangladesh's total mobile subscriber base was
54.15 million as of February 2010. Grameenphone
is the market leader with 23.75 million customers,
followed by Banglalink with 14.13 million and Robi
with 10.31 million.
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Products
Prepaid
Postpaid
International roaming
Current Promotions
International calling charges
Services
Market survey and collecting the feedback.
Participation in exhibition
Participation in opening of dealer’s outlet
Instant delivery
Introducing & selling new packages
Follow up with existing subscribers
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Robi has 20 Customer Care Centers and
430 Robi Care Points in 64 districts all over
the country. Robi has over 25,000 retail
selling points along with 100,000 voucher
sales point all over Bangladesh.
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Employee analysis is one of the major
issues faced by every organization. It is a
great place to start learning about
inspiration is to start understanding your
own motivations. To Motivate - as a
definition means "give an incentive for
action." For the small business owner,
motivation is a huge factor for either the
success or demise of your company. You
need to devise an "employee motivation
program".
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It is process for providing employees with basic idea or basic
background information about the firm that is called Training.
The Training processes are:
◦ Needs analysis: Firstly find out the need analysis what they
want. Actually find out weakness on the employees.
◦ Instruction design: Instruction design means the formula &
guide line on the work.
◦ Implementation step: Implementation means group-wise
work. To follow-up the instruction design and maintain the
group wise train up on “Robi” .
◦ On the job training: On the job training means having a
person learn a job by actually doing it.. They train up their
employees inside their job.
◦ Off the job training: Sometimes “Robi” train up their
employees outside the job
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The benefits of employee training are:
• Improves the morale of the workforce
• Helps people identify with organizational goals
• Helps create a better corporate image
• Fosters authenticity, openness and trust
• Improves relationship between boss and
subordinate
• Aids in organizational development
• learns from the trainee
• Helps prepare guidelines for work
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In simple terms, training and development refers to the
imparting of specific skills, abilities and knowledge to an
employee.
Training & Development need = Standard performance –
Actual performance.
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
Quality – Training and Development helps in improving upon
the quality of work and work-life.
Morale – Training and Development helps in improving the
morale of the work force.
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.
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Skill
Education
Development
Ethics
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(1) New and better interconnection agreement
(2) Need for huge telecom services
(3) Future privatization of the fixed network
(4) New international gateway
(5) Demand for inter-city communication
(6) Growth in other operator will give more
connection.
(7) Offer customer motivational package.
(8) Diverse the product line with prepaid.
(9) Network strong
(10) Improve the customer retention.
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Capital
Pricing flexibility
Faithful customer support
Higher technology
Little cost
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After overall analysis we can say that, the
companies of “Robi” continue their employees
training and development program in regular
ways. And all of the activities which are come
from employees all of this things are
occurred reached the company extended
sprint.
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There is actually no organization in this world
which is free from problems. Robi is not also free
from problems. we have found the following
problem. They are :
(a)Their working environment is not good. There is
not
enough free space to walk smoothly.
(b)There is no slot for Part Time job in “Robi”
(c)There is no regular meeting in “Robi” with senior
management.
(d) The numbers of direct & indirect rewards are
very few.
(e)The number of female employee is very low &
no female official is there in the top management.
It’s a sort of discrimination
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Now at this stage we would like to give some
suggestions to “Robi” for a better future:
They should make some improvement in the work
environment.
From our point of view, flexible benefits plan is
something very motivated to the employees
“Robi” should look after their employees & health
care program can be one of them. Till now they
have not introduced it.
Give more and more recognition to the employees,
both inside and outside the organization
Develop a management communications plan to
parallel the employee communication plan.
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In this report I have talked about “Robi”s
recruiting & training process, what is required
for recruitment & training and so forth and also
we have discussed about the training technique
of the sales force at the same time I have
discussed about the drawbacks of both
recruiting and training process. I have also
recommended for overcoming these
drawbacks. So the bottom line of the project
paper is “Robi” is a well-known and most
popular mobile phone company in this country.
And to do so, they will have to make the
training technique more effective, more
motivational and more efficient.
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http://www.robi.com.bd/
&
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Robi customer care