Human resource working process, structure of Robi Axiata

This internship report is submitted in a partial fulfillment of the requirements for the degree of Bachelor of Business Administration,2015.Cataloged from PDF version of Internship report.Includes bibliographical references (page 40).This report was prepared during my internship report in Robi Axiata Ltd. This report has helped me to understand the practical scenario of Telecommunication Company. Robi Axiata Ltd. is one of the leading mobile companies in Bangladesh. It is a joint venture company between Axiata Group berhad, Malaysia and NTT DOCOMO INC, Japan. It is the first operator in the country to introduce GPRS. There are many product and services of ROBI that is available in market. This internship report is based on my observation and experience gathered from the company. This report focuses on the recruitment and selection process that the company is following as I had the privilege to work under HR Division. Robi does external recruitment. Interested candidates within the company can apply for a vacant position but they have to follow all the steps which are followed in external recruitment process. Robi gives advertisement in their Robi Career Site and also in “www.prothom-alojobs.com” and “www.bdjobs.com”. They do not take hard copy of CVs because it makes the CV sorting time consuming. There are six steps involved in the recruitment and selection process of Robi. Upper level recruitment is more complicated than entry level position. Candidates who have previous work experience are preferred. Selected candidates have to pass the medical test for being recruited. After joining the organization, first six months are counted as probation period. After six months, if the employee performs well then he is provided with a confirmation letter. From this time onwards, the employee can enjoy every benefit that the organization offers. For reducing inefficiency in the process, each step is cross checked by another person. However, Robi has certain limitations which are, they do not have defined job specification, they are still developing their resourcing policy and their HRIS system is not fully developed yet. If Robi can overcome these limitations, then Robi‟s HR Division will be more efficient. In my report I have described the six steps of recruitment and selection process in detail. This report also contains recommendation and conclusion which I think will increase the efficiency in the HR division.Chowdhury Shadia HossainB. Business Administratio