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Background of the Topic
Modern communication plays an important role in the economic development of a country. Mobile operating companies are the primary contributors to the fulfillment of the demand. Practical knowledge is fundamental for the application of the theoretical intelligence. The goal of this analysis is to expose the student in the organizational work situation also to provide an opportunity for applying classroom learning in practice. There are some differences in theories and practices.

Limitation of the Termpaper

It is really very difficult to find out every single issue within this limited period of time. Overally the the limitations those we have faced are: ➢ Time Frame. ➢ Access to more internal information of different company. ➢ It was really difficult for us to accumulate confidential financial data of that companies . ➢ Bureaucracy. ➢ The company does not have sufficient source of secondary data and collecting of Data was not smooth.

Sources of Information

The scope of the study is limited within telecommunication business in Bangladesh. It is also limited within the organization of “AFS”. And for that reason that information was very much restrictive within the organization as the telecommunication business is going to be very much Competitive.

The following sources have been used for the purpose of gathering and collecting data as required.

A. 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

B. Secondary sources: 1) Information from web. 2) Brochures. 3) Newspapers Clips. 4) Journals. & 5) HR Books
Both primary and secondary data sources will be used to generate this report. Primary data sources are scheduled survey, informal discussion with professionals and observation while working in different desks. The secondary data sources are different published reports, manuals, price updates and different publications of different mobile operator company.

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Background of “AFS”
AFS is a dynamic and new countrywide GSM communication solution provider. AFS is truly a people-oriented brand of Bangladesh. AFS, the people's champion, is there for the people of Bangladesh, where they want and the way they want. Having the local tradition at its core, AFS marches ahead with innovation and creativity.

Its GSM service is based on a robust network architecture and cutting edge technology such as Intelligent Network (IN), which provides peace-of-mind solutions in terms of voice clarity, extensive nationwide network coverage and multiple global partners for international roaming. It has the widest International Roaming coverage in Bangladesh connecting many operators. Its customer centric solution includes value added services (VAS), quality customer care, easy access call centers, digital network security and flexible tariff rates.

Vision & Mission of “AFS”

Vision
To be a leader as a Telecommunication Service Provider in Bangladesh

Mission
AFS 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 knowledge and products geared to address the ever changing needs of our budding nation.
Division & Department of AFS Phone Ltd.
The operational staff is further divided into different types according to their job tasks. The division of operational employees can be identified through following diagram. The designations which are covered under these two heads are as follows:

Operational staff:
•Floor Manager
•Restaurant Manager
•1stAssistant Manager
•2ndAssistant Manager
•Group Leaders
•Crew Members

Operational manager:
•Area Manager
•Area Supervisor
•Trainee Manager
•First line Manager
•Quality control Manager General administrative employee:

We use the tool below to help plan your short-term and long-term staffing needs:

|Mapping out staffing need |
|Function of task |People needed currently|People needed in 6 |People needed in 1 year|People needed in year 2|People needed in year 3|
| | |month | | | |
|Top management |10 |10 |10 |10 |15 |
|Account and Finance |50 |50 |60 |70 |80 |
|Department | | | | | |
|HRM Department |50 |50 |50 |60 |70 |
|Marketing Department |60 |60 |70 |80 |100 |
|Customer service |80 |100 |100 |120 |165 |
|Department | | | | | |

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Pay Structure
Review pay structures
Pay structures are helpful when standardizing your organization’s compensation practices. Typical pay structures can have several grades or levels, career bands, or job families with each having a minimum or maximum salary associated. These could be identified by hourly wages or annual salaries.
As in the previous example, a number of levels may exist for a role or types of roles linked together, and for each a dollar value would be associated. Creation of pay structures are based on internal and/or external data. • Some scales are created with just one level and salary per role; all employees are started or placed at that one salary. o This is seen as somewhat limited as employees (or potential employees) come with a variety of experience and skill and may not have the comparable skills and abilities as outlined, yet show tremendous potential and seem to be a good fit with the culture of the organization. • Other scales are created still with only one level per role but provide a range for the associated salary. o Placement in the range is based on established criteria outlining experience, skill, potential and fit o The scale is usually created by evaluating the market comparative data however, the placement of the person in the salary range is usually based on their skill and ability against other employees in the same role • Criteria for moving through a salary grade must align with the compensation philosophy and be identified at the time of development
Building a matrix that identifies the hierarchy of the job family through levels as well as skills and competencies can assist in determining the appropriate placement of a position.
Example: Caseworker roles against Market data (numbers have been made up for purposes of this example)
Role Evaluation for Salary against External Data
| |Salary Scale |Salary Scale |External Survey Midpoint |
| |Range |Midpoint | |
|Intermediate |35,550 – 43,450 |39,500 |40,000 |
|Senior |39,690 – 48,510 |44,100 |45,000 |
|Supervisory |47,880 – 58,520 |53,200 |58,500 |

In this example, the intermediate and senior salary midpoints are consistent with the external market data. However, the supervisory midpoint is significantly below market averages. A supervisor in this organization would have to be receiving 110% of the salary scale to be consistent with the market’s average salary. In this case, the first salary the organization would want to address would be that of the supervisory staff.
Role Evaluation for Salary against Internal Data
| |Salary Scale |Salary Scale |Average Salary of Current |Percentage of |
| |Range |Midpoint |Incumbents |Midpoint |
|Intermediate |35,550 – 43,450 |39,500 |39,000 |99% |
|Senior |39,690 – 48,510 |44,100 |43,200 |98% |
|Supervisory |48,780 – 59,620 |54,200 |51,500 |95% |

Similarly in this example, the average salaries for the both the intermediate and senior staff are close to the organization’s salary midpoint, whereas the supervisory salaries are only 95% of the organization’s midpoint. This type of inequity, both internally and against the market, could result in increased difficultly keeping or finding the right people.
HR policies
Probation:
All employees recruited on a permanent basis must undergo a period of 6 (six) months as probationary period to ascertain their capability and suitability for employment and would be judged with a performance appraisal at the end of 5th month. And employee will be entitled to avail 50% of entitled annual leave during this period and 7(seven) days for medical leave (subject to submission of sufficient medical papers) during the period.

During probation employment may be terminated by either party upon 24 hours notice and confirmed employees are required to give one month notice for resignation or should give up one month basic salary.

Working Hours & Holiday
Sunday to Thursday 9.00 a.m. – 5.45 p.m.
Lunch Hour 1.00 p.m. – 1.45 p.m.
Friday & Saturday Weekly Holiday

** Only customer Care (Call Centre) is serving round the clock.
** Customer Care (Front desk) is working 8.00 a.m to 8.00 p.m

Punctuality
Employees are required to arrive at work before 9.00 a.m. and to disregard this will be treated as late and will be recorded in the Attendance Register accordingly. Similarly leaving the working place without authorized permission before 5.45 p.m. will be treated as indiscipline.

Leave
Each permanent employee is entitled to the following leaves:Annual Leave

|Management |Annual Leave Entitlement |
|General Manager |25 Working Days |
|DGM & AGM |22 Working Days |
|Senior Manager |20 Working Days |
|Manager |18 working Days |
|Asst. Manager |16 Working Days |
|Executive |14 Working Days |
|Non Executive |14 Working Days |

50% of the entitlement of the annual leave can be accumulated or carried forward to the next service year and rest will be lapse if not availed.

Medical Leave
Employee medical leave entitlement is 14 days for all level of executives. Employee must have to produce medical certificate for medical leave. There is no provision of accumulation of medical leave.

Quarantine Leave
Such leave can be granted by the authority up to maximum 15 working days. However, the employee concerned has to submit a medical certificate from a registered medical practitioner.

Accident Leave
Employees who get injured by an accident occurred while on duty will be allowed Accident Leave with full pay for the period required for full recovery and become fit to join duties. If the accident causes partial or full disablement and the joining to duties is uncertain, then Management will decide on accident leave.

Maternity Leave
A female employee who has been employed for a period of not less than ninety (90) days during the nine (9) months immediately preceding her confinement shall be granted ninety (90) consecutive days maternity leave on full pay. Maternity leave shall be granted after twenty eight (28) weeks of pregnancy and application for maternity leave shall be made not less than two (2) months prior to date on which it is desired that the maternity leave shall commence. Such entitlement applies for two times during her service with the company.

Leave on account of miscarriage prior to the twenty-eight (28) weeks of pregnancy shall not be considered as maternity leave but as medical leave.

Paternity Leave
Male employees are entitled for 3 working days paternity leave. One employee can avail paternity leave up to two times during his tenure.

Compassionate Leave
Employees are entitled for 3 working days compassionate leave in case of death of their parents, spouse and children to cope up with the shock.

Hajj Leave
Only permanent employees (service length minimum 2 years) can take Hajj Leave of 20 consecutive days (including holidays) for Holy Hajj with prior approval of the Management.

Leave without pay
The company may grant an employee, at its discretion, no pay leave on important personal ground upon approval of the divisional head, provided that the employee has exhausted his/her annual leave. Functional Heads will approve such leave depending on the circumstances.

Employee Satisfaction:
Compensatory day-off
An employee when required to work on any weekly holiday or Govt. holiday shall be given a substitute day off which should be taken within one month of that date or will be forfeited. Employees may take day off leave instead of any weekly or Govt. holiday if he works on that day for at least eight hours (in one day). The leave must be taken within the following month and necessary documents (attendance register) must be produced for the approval. On the other hand, the employees will not be entitled for day off leave if they take holiday allowance for the day.

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. Each employee will receive a monthly pay statement detailing gross pay & deduction.

Allowances
Allowances are paid with monthly take-home salary; namely house rent, medical, conveyance & utility.

Festival Bonus
AFS usually awards two bonuses in a year on occasion of EID/Christmas/, as Festival Bonus. The amount of bonus is normally equal to basic salary.

Other Variable Bonus
AFS is offering other variable bonuses like; performance bonus (related with individual performance) & company performance bonus (special bonus for company performance/success) to the employees.

Overtime Allowance
Only Executives (Grade 17, 18, 19, 20, 21 & 22) and Non-Executives (Grade 1, 2, 3, 4) are eligible for overtime. Maximum ceiling for overtime is 48 hours in a month (except Grade- 1 & 2).
Shift Duty Allowance

|Job Level |Allowance Per Month (TK) |Remarks |
|Asst. Manager |Tk-1,600/ |Only those who are entitled to shifting |
| | |duty are eligible for the allowance |
|Executive |Tk-1,400/ | |
|Non-Executive (3 & 4) |Tk-800/ | |
|Non-Executive (1 & 2) |Tk-500/ | |

Holiday Allowance

| Job Level |3-5 hrs |> 5 hrs |
|Manager & Sr. Manager |Tk- 300/ (per day) |Tk- 500/ (per day) |

Provident Fund and Gratuity
The contribution in PF fund is 10% of basic salary from both sides. Employee will be eligible for company contribution after 5 years of the membership of the fund. Employee will also be entitled to a gratuity payment.

Group Life Insurance Policy
TMIB management has approved a group life insurance policy under which, death, permanent partial disability & permanent total disability shall cover. And the insured amount for life is 36 times gross salary.
Subsistence Allowance/ Meal Allowance (Local)
An employee who is required to travel out station on company business beyond a radius of 33 km. From his office (within Bangladesh) shall be entitled to subsistence allowance as follows:

| |
|If the work requires a stay of 24 Hours or more inclusive of travel time |
|Designation |Rate |
|Top Management |BDT 1,500/ |
|Sr. Management (AGM, DGM) |BDT 1,200/ |
|Management (Manager) |BDT 1,000/ |
|Asst. Manager |BDT 800/ |
|Executive |BDT 700/ |
|Non-Executive (3 & 4) |BDT 400/ |
|Non-Executive (1 & 2) |BDT 300/ |
| |
|If the work requires a stay of 8 Hours or more but less than 24 hours inclusive of travel time |
|Designation |Rate |
|Top Management |BDT 800/ |
|Sr. Management (AGM, DGM) |BDT 700/ |
|Management (Manager) |BDT 600/ |
|Asst. Manager |BDT 500/ |
|Executive |BDT 400/ |
|Non-Executive (3 & 4) |BDT 250/ |

Accommodation Allowance
An employee who is required to travel out station on company business beyond a radius of 33 km. From his office (within Bangladesh) and requires a stay of 24 hours or more shall be entitled for following claims: a) Hotel Rental b) Rental Without Receipts

Transport & Traveling allowance
Employees authorized to use his/her vehicle in performing the duty, shall be reimbursed transport expenses:

|Description/Vehicle |Allowance |
|Motorcar |Tk.8 / Km |
|Motorcycle |Tk-4 /Km |
|Parking fees and toll charges |Shall be reimbursed upon submission of receipt |

Meal Allowance

All confirmed regular employees are entitled for a monthly meal allowance as per their Job Grade which is payable with their salary.

Children Education Allowance

All regular employees are entitled for Children Education Allowance up to maximum 2 children (age should be with in 25 years). Allowance is payable with the monthly salary as per the employee Job Grade.

Gratuity

All confirmed regular employees are entitled for Gratuity as per stated below:

|Years of Service |Allowance |
|After 5 years |1 last drawn basis for each completed year |
|After 8 years |1.5 last drawn basis for each completed year |
|After 10 years |2 last drawn basis for each completed year |

Long Service Award

For all confirmed regular employees the reward will be with the form of Gold medal worth different values relating with time frame:

|Years of Service |Reward |
|After 5 years |2 vhori Gold |
|After next every 5 years |3 vhori Gold |

Leave Fare Assistance

All regular employees are entitled for Leave Fare Assistance on monthly basis as per their Job Grade which is payable with their salary.

One of the prime objectives of AFS is to develop its individual employee’s career.

Career Development
Through appraising their performances & providing with knowledge & skills through proper training and Development programs.

Performance Appraisal
To achieve the overall organization goal, each employee is assigned with his induvuidual goals. A periodic (normaly in the month of December) appraisal is conducted with the view to monitoring the employee performances and to find out the training need and developments of each employee. Good performars are awarded accordingly for their contribution to AFS.

Organizational Development
AFS Management gives immence emphasis on developing its Human Resources by allocating huge money with yearly training programs (both local and overseas training). Annual training calander is drawn up consisting with the training need assessment of all members of the organization. In-house training is also arranged with AFS’s own facilitators. Usually trainees are send to Sweden, Egypt, France, Malaysia, Indonesia and India for various training programs.

Promotion
A systametic promotion policy is followed in terms of promoting the deserving employees in line with the succession plan. Promotion is given to an employee when there is vacancy in the higher position and the employee has the required skills, experience to undertake the job. Upgradation is also awarded on the basis of performances and capability of the individuals.

Motivation
As motivation is a prime factor to job satisfaction, Management is willing to take initiative by offering following schemes:

Performance Bonus
Performance bonus may be given to the good performers with accordance with the company rules and mangement discrition as a recognition of ones performance through-out the year.

Reward & Recognition
Reward & Recognition policy is introduced to award the outstanding performers of TMIB for best employee of the year, best employee of the division, outstanding performers, best team performers & best support staff.
Safety & Security
For confronting contingency or any possible accident in the work places, all AFS offices contains fire extinguishers and first aid box and AFS is in the brink of establishing a comprehensive safety and security policy for safeguard of our lives and properties as well.

Punishments
The measurement of punishment should be proportionate to the severity of the offence committed. The punishments could be as follows:

➢ Written Warning; ➢ Suspension without pay for a period not exceeding 7 (seven) working days; ➢ Defer increment for a period not exceeding two (2) years ➢ Degradation to any lower grade; ➢ Dismiss the employee without notice; and ➢ Termination ➢ Impose any other lesser punishment other than (a) to (e)

Medically Boarding Out
When an employee is incapable either physically or mentally to under go his job, management may discharge him/her from service upon recommendation of the Government Medical Board.

Retirement
| |Optional Retirement |Compulsory Retirement |
|Male |50 Years |58 Years |
|Female |45 Years |58 Years |

Note: All types of benefits are changeable according to management decision.

CONCLUSION
From the above discussion we can easily understand that AFS(Bangladesh) Ltd. is a mobile Company of Bangladesh. There are many product and services of AFS is available in Market. At this moment the company is in growing position. But the strategies of the company will make the company “number one” mobile company of Bangladesh. So we can easily find out the Human resource practice, recruitment and selection process at AFS is a very developed and effective one. As a multinational company for making the process more effective AFS should analyze the recruitment and selection process of other multinational company of home and abroad. That can make AFS perfect in recruiting people and the company will get efficient professionals, that will increased the productivity as well as revenue. The most important key source factor of AFS is it's efficient human resource. It is using the state-of-the-art GSM technology and continuously monitoring its network traffic to ensure network quality. Moreover, its decisions are based on facts from market research and coverage survey. The company also monitors it's competitor's activities and is proactive in marketing decisions.

References

➢ Career Management By - Jeffery H. Greenhaus Gerard A. Callanan Varonicam Godshalk ➢ www.telecompaper.com/news/article.aspx ➢ www.linkedin.com/.../axiata-bangladesh-ltd ➢ www.btrc.gov.bd/ ➢ www.btrc.net ➢ www.genecards.org/cgi-bin/carddisp.pl

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Top management department

HRM Department

Customer Service department

Account Department

Marketing Department

GENERAL ADMINISTRATIVE EMPLOYEES

OPERATIONAL STAFF

OPERATIONAL MANAGER

OPERATIONAL EMPLOYEES