Strategies of human resource: a study on Grameenphone Ltd.
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Grameenphone Limited is the leading Telecom operator in Bangladesh where a strong & organized Human Resource Management internally called as ‘People & Organization’ is always working for the formulation HR strategies for the betterment of the employees as well as to achieve the ultimate organizational goal. Grameenphone Ltd. takes its employees as human capital. Here our objective of study is to discuss about telecommunication business in Bangladesh, to discuss about Human resource Planning (HRP), to discuss about Recruitment and Recruitment Policies, to discuss about selection strategies, to discuss about Training and Development, to discuss about Transfer, termination and Other Disciplinary Action strategies and to discuss about Benefits, Leave and Other Allowances strategies. Human Resource planning of Grameenphone is the process of getting the right number of qualified and competent people into the right job at the right time. Putting another way, HR planning is the system of matching the supply of people internally and externally with the openings the company expects to have over a given time frame. The quality of the candidate and his/her expertise are deciding factor how Grameenphone will succeed in achieving its visions, objectives and tasks. Grameenphone training policy is to support employee training which is directly linked to the individual’s specific jobs and his or her future development. The training program is expected to enhance job-related knowledge as well as develop technical and/or managerial skills. In addition to training program, employees are encouraged to search and utilize personal developmental opportunities for his/her career progression. Career planning/development identify a sequence of development activities, formal and informal, short-term or long term that helps make an individual capable of assuming a higher position in future. Divisions are responsible for selection employees to enhance their performance to take higher responsibility in future. Management is responsible for providing leadership and ensures effective training programs by investing in training. HR will pay facilitator’s role in career development.