Welcome to our presentation

Group members

1. Bright Costa 09-14293-2

2. Saha Amit 09-14286-2

3. Azad marzan bin 09-13826-2

4. Karim farhana 09-14208-2

5. Awal Saniul 09-13843-2

6. Rahman md. Atikur 09-14231-2

7. Haque s.m Imdadul 09-14120-2

Topic:

Developed recruiting and selection process of Grameenphone.

Introduction

GrameenPhone is a GSM-based cellular operator in Bangladesh.GrameenPhone started operations on March 26, 1997. It is partly owned by Telenor (62%) and Grameen Telecom (38%).GrameenPhone is the largest mobile phone company in Bangladesh with 20.84 million customers as of August, 2008.

Logos of grameenphone:

Old logo:

On the November 16, 2006 GP formally changed this logo

Logos of grameenphone:

Vertical logo:

Horizontal logo:

Key people

Oddvar hesjedal Iqbal Quader (CEO of GP) (Founder of GP)

Company Vision

We are here to HELPWe exist to help our customer get the full

benefit of communication services in their daily life. We want to make it easy for customer to get what they want, when they want it.

Company mission

The vision will be achieved by connecting Bangladesh with ease and care being user-friendly providing value for money providing simple and timely connections having a right understandable process

Purpose of staffing

To establish and maintain sound personnel relation at all levels of the organization.

To make effective use of personnel to attain the objectives of the organization.

Provide Appropriate and acceptable number of workers in each category to perform their work properly.

WHY STAFFING IS IMPORTANT

The activities performed in the staffing process are important to enterprises of all types and sizes because of the relationship these tasks have to the organization’s goals, direct staffing costs, indirect staffing costs, organizational impacts, and legal issues of staffing.

Basic activities regarding staffing

1) Recruiting

The term recruitment is often used to signify employment. Recruitment is only one of the steps in the employment of people. It is the process of attracting good applicants for jobs. It is one of the important functions of management.

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2) Selection

Selection means going through the qualifications and experience of the candidate to decide whether he /she fulfils the requirements of the job. Thus selection is the process of matching the candidate, his qualification, experience and skill with the expectations of the job

Process of Recruitment

(1) Job design The first step is to clearly identify and outline the nature of the job

to be performed.

(2) Job descriptionThe second step is to prepare a description of what a job really is

and to enumerate the duties and responsibilities associated with it.

(3) Identifying the source of recruitmentThe third step is to decide from Where suitable candidates will be

available for the job.

SOURCES OF RECRUITMENT

(1) internal Internal sources of recruitment come from people

already employed by the company. A company with good planning will have trained up suitable people to take on any vacancy.

(2) external External Sources are those sources of recruitment that

are found outside the employment.

Advantages & Disadvantages of Internal & External Recruiting

Grameenphone Advertising tools

Newspapers Television Radio Magazines Newsletters Internet

Selection (Selection Procedure)

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1. Initial Screening Involves screening of inquiries and screening interviews. 2. Completed application formGives a job-performance-related synopsis of what applicants have

been doing, their skills and accomplishments.

3. Employment testOrganizations historically relied to a considerable extent on

intelligence, aptitude, ability, and interest to provide major input to their selection process.

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4. Comprehensive Interview

Interviews involve a face-to-face meeting with the candidate to probe areas not addressed by the application form or tests.

5. Background investigation

Verify information from the application form

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6. Conditional job offer Offers of employment made contingent upon

successful completion of background check, physical/medical exam, drug test, etc.

7. Medical ExaminationShould be used only to determine if the

individual can comply with the essential functions of the job.

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8. Permanent job offer

Actual hiring decision generally made by the department manager.

Findings

Other advertising tools used by grameenphone

Television Radio Magazines Newsletters Internet

Recommendation

• Grameenphone should provide application form for those who wants to work in nontechnical areas.

• Recruitement advertising tools should be increase through all advertising areas.

• Selection process is quite good,exept only is that their online application form

• Remove frequent changes in process • Establish strong coordination among segments

Conclusion

Grameenphone is one of the most biggest telecom brands in our country and it has a good recruitment and selection procedures.And it can be measured by their successfulness in their management teams.As we know staffing is not only to fill up the gap,it is to fill up the gap with exact or suitable person.