Hrm Structure of Robi Axiata Ltd

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2.2 SELECTION PROCESS

Selection steps sometimes overlaps with recruiting steps. There is a process for selecting candidates which would involve the following. After receiving applicants they must be short listed and their CVs must also be scrutinized which involves cross referencing the referrals and doing background checks. Incomplete applications and under qualified candidate must be rejected. The final short listed applicants must go through a written test which tests their practical and technical knowledge. It is helpful when the number of applicants is high. Most of the MNC also does a psychological test but smaller firms avoid it as it can be an extra expense. These type of tests a person’s personality, aptitude and intelligence. After they have gone through the tests successfully they are called for personal interview. The interviewer can be a single manager or sometimes a panel may sit also. The interview clears out the expectations from the candidate. Candidates are asked about their past jobs and experiences. It often exposes their strengths and weaknesses. Most companies ask for references so that they can cross examine the details said during interview. Before the final selection candidate must go through medical checkup.Medically ill people are often rejected. If he/she passes the medical then the company gives an appointment letter to the person. The appointment letter specifies the post, title, salary and terms of employment. This letter is temporary. After working certain period of time, the letter then gets renewed to be permanent.

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2.1.2 Selection process at Robi Axiata LTD

There are six steps for recruitment and selection process which is showed in figure 3 below[pic 5]

In the following paragraphs I will discuss the steps in brief. The first step for the position be filled an official document is required know as Manpower Requisition Form. It is a formal/official document signed by the top management which indicates the job opening and also about what type of employee is needed and/or any specifications. (Anon., n.d.).It is a form when any department they have a vacancy sends to the HR DEPARTMENT. Basically the HR verifies the head count for the department and passes it. Secondly they advertise about the job as I explained above. Robi Axiata LTD does not accept hard copy of any CVs; which makes the sorting out easier. Usually they give a time frame like about a week for applying for the job. After the deadline Robi Axiata LTD shortlists the candidates by matching the qualifications to the vacant job. For lower entry level jobs written test is conducted. Sometimes the HR personnel design the test regarding general topics like GK or work related questions. Sometimes it can also be done by the respected department. Written test is not mandatory for upper level positions as they already posses experience. (Anon., n.d.)

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2.2 TRAINING AND DEVELOPMENT

Human resource training plays an essential role in any organization. Training is an investment for the present while development is required for the betterment of future. For the employees to perform better for the company it is vital to invest in return on investment of employees. Big organizations have staff dedicated to train employees. Sometimes they have Training and development manager and expertise. A training specialist will perform training needs and design teaching methods and mediums. The onset of training will begin with employee orientation, which is welcoming a staff to the company. It is a vital step in building new relationships with the employer and organization. It helps them to process the company policies and how their job helps the organization achieve its goals. The staff can also be given in-house training which can be related specifically to their jobs like keeping up with technologies or such. There is in house training on HR topics as well for example sexual harassment, customer service training or management training or leadership enhancing training, etc. (Dias, 2016)They can be given on the job training such as Job rotation which boosts employee motivation. (David A.Decenzo, 2010) Companies usually rotate new staffs to different jobs until they are settled into one. Off the job trainings are also provided for decentralized structures. Example of off job trainings can include multimedia such as DVD and videos even simulations. Training employees has many advantages as well such as it increases their efficiency as they learnt more or new things and it gives their confidence a boost, it reduces the workload of supervisor, As they are being trained they now know how to do the tasks efficiently and no longer need constant supervision. (Anon., n.d.)

Employee development is future oriented and is more concerned with education than on the job training. (David A.Decenzo, 2010).Development of employees can take place on the job through popular techniques through job rotation,assistant to positions,committee assignment,etc.

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2.2.1 Training and development at Robi Axiata LTD

Since Robi Axiata LTD is a part of AXIATA, its HR structures is same as the parent company...The HR structure of Robi Axiata LTD can be divided into 3 categories which are Human Resource Management (HRM), Human Resource Development (HRD), Human Resources Management Information System (HR-MIS). (Sobhana Nowshin, 2013).The human resource development section takes care of the T&D of its employees.Robi Axiata LTD Axiata ltd has a training calendar according to which employees are trained.First a need analysis is performed by one of the HR assistant managers of all new and old staff to check which skills they are lagging behind in. Every individual faces an evaluation and then they are informed about which kind of training they require. After this is done,trainers are allocated to different training programs and then the calendar is prepared.Robi Axiata LTD has two kinds of training program : Leadership traning which includes training programs like Business communication traing,problem solving,decision making,situational leadership etc.These trainings develop leadership skills in employees.Then there is functional training which hep the employees with technology like excel training,IP network barrier training,3G overview training,etc.There is also customer service training for the sales division.A special mention every year a number of employees from technology department are also sent to Malaysia,its headquarters,for training in