Recruitment and Selection Process

of Robi Axiata Limited

In order to get on with the rhythm of the modern world, infra-structural development of the
telecommunication sector should get the priority. As a consequence, Robi Axiata Ltd. one of the
pioneers not only in the telecommunications private sector of Bangladesh, but also is a dynamic
and leading countrywide GSM communication solution provider. It is a joint venture company
between Axiata Group Berhad, Malaysia and NTT DOCOMO INC, Japan. With a mission to meet
the communication needs of the people of Bangladesh, Robi Axiata Ltd. formerly known as
Telekom Malaysia International (Bangladesh), commenced its operation in 1997 under the brand
name of Aktel. Later, on 28th March, 2010 the company started its new journey with the new
brand name Robi.
By serving the urban dwellers and rural people simultaneously, Robi is going to fulfill the
countrys vision to make communication a basic necessity and with the reach at all levels of the
society. Sharing Robis experience and expertise with people of Bangladesh will not only assist in
the development of the telecom infrastructure in the country but most importantly the people of
Bangladesh remains connected and closer with each other.
Robi is truly a people-oriented brand of Bangladesh. Robi believes in ahead with innovation and
creativity. The company is providing the telecommunication services to support national
telecommunication policy for a higher rate of telecommunications ratio and coverage in
Bangladesh. Robi is committed to provide warm, friendly approachable service to its valued
customers as well as mass society. Robi services its subscribers with the philosophy of the
excellence with the limited interconnection.
To ensure leading-edge technology, Robi has the international expertise of Axiata and NTT
DOCOMO INC that support 2G voice, CAMEL phase 2 and GPRS/EDGE service with high speed
internet connectivity. Its GSM service is based on a robust network architecture and cutting edge
technology such as Intelligence Network (IN), which provides peace of mind solutions in terms of
voice clarity, extensive nationwide network coverage and multiple global partners for international
roaming (IR). It has the widest International Roaming coverage in Bangladesh connecting 553
operators across 207 countries. Its customer centric solution includes value added services
(VAS), quality customer care, easy access call centers, digital network security and flexible tariff
rates.
History of Human Resource Management
The History of Human Resource Management is the strategic and coherent approach to the
management of an organizations most valued assets the people working there who individually
and collectively contribute to the achievement of the objectives of the business. The terms
human resource management and human resources (HR) have largely replaced the term
personnel management as a description of the processes involved in managing people in
organizations. Human Resource management is evolving rapidly. Human resource management
is both an academic theory and a business practice that addresses the theoretical and practical
techniques of managing a workforce.
Human resource management has it roots in the late and early 1900s. When there are less labor
then there are more working with machinery. The scientific management movement began. This
movement was started by Frederick Taylor when he wrote about it a book titled The Principles of
Scientific Management. The book stated, The principal object of management should be to
secure the maximum prosperity for the employer, coupled with the maximum prosperity for each
employee. Taylor believed that the management should use the techniques used by scientist to
research and test work skills to improve the efficiency of the workforce. Also around the same
time came the industrial welfare movement. This was usually a voluntary effort by employers to
improve the conditions in their factories. The effort also extended into the employees life outside
of the work place. The employer would try to provide assistance to employees to purchase a
home, medical care, or assistance for education. The human relations movement is the major
influence of the modern human resource management. The movement focused on how
employees group behavior and how employee feelings. This movement was influenced by the
Hawthorne Studies.
Functional area of HRM
Human resource auditing
Human resource strategic planning
Human resource planning
Manpower panning
Recruitment / selection
Induction
Orientation
Training
Management development
Compensation development
Performance appraisals
Performance management
Career planning / development
Coaching
Counselings
Staff amenities planning
Event management
Succession planning
Talent management
Safety management
Staff communication
Reward

Recruitment
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job
at an organization or firm. It is undertaken by recruiters. It also may be undertaken by an
employment agency or a member of staff at the business or organization looking for recruits.
Job analysis
The proper start to a recruitment effort is to perform a job analysis, to document the actual or
intended requirement of the job to be performed. This information is captured in a job description
and provides the recruitment effort with the boundaries and objectives of the search. Oftentimes a
company will have job descriptions that represent a historical collection of tasks performed in the
past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect
present day requirements. Starting recruitment with an accurate job analysis and job description
insures the recruitment effort starts off on a proper track for success.
Sourcing
Sourcing involves the following steps:
Internal sources:
The most common internal sources of internal recruitment are
1. personal recommendations
2. notice boards
3. newsletters
4. memoranda
1) Personal References
The existing employees will probably know their friends or relatives or colleagues who could
successfully fill the vacancy. Approaching them may be highly efficient method of recruitment but
will almost certainly offend other workers who would have wished to have been considered for
the job. To keep employees satisfied make sure that potentially suitable employees are informed
of the vacancy so that they can apply. Also anyone else who is likely to be interested is told about
it as well so that they can apply for the job.
2) Notice Boards
This is the convenient and simple method of passing on important messages to the existing staff.
A job advertisement pinned to a notice board will probably be seen and read by a sufficient
number of appropriate employees at little or no cost. However many of the staff will probably not
learn of the vacancy in this way either because the notice board poorly located or is full of out
dated notices that they dont bother to look at it, as they assume there is nothing new to find out.
A notice board must be ensured that it is well sited. Wherever it is been placed it should be
certain that it is seen by everyone. It means there must be equal opportunity to see to it and this
happens when they know that just important topical notices are on display. Attention must be paid
to the design and contents of the notice if it is to catch the eye and make the employee read on
and then want to apply for the job.
3) Newsletters
Many companies regularly produce in-house newsletters, magazines or journals for their staff to
read. It is hoped that latest company news sheet is read avidly by all staff thus ensuring that
everyone is aware of the job opportunity advertised in it. Unfortunately this is not always so,
because it is sometimes not circulated widely enough and employees may find it boring and
choose not to read it. Newsletter can be utilized as the source of recruitment if it is convinced that
everybody will see a copy.
4) Memorandum
Possibly the best way of circulating news of the job vacancy is to send memorandum to
department managers to read out to the teams or to write all employees perhaps enclosing
memoranda in wage packets if appropriate. However it can be a time consuming process to
contact staff individually, especially if there is a large work force. It should also be kept in mind as
to in which way the memorandum is phrased out so that the job appeals to likely applicants.
External sources:
There are many sources to choose from if you are seeking to recruit from outside the company.
1. word of mouth
2. notices
3. job centers
4. private agencies and consultants
5. education institutions
6. the press
7. radio
8. television
Two or three points are discussed below.
1) Word of Mouth
Existing employees may have friends and relatives who would like to apply for his job. Recruiting
in this way appears to be simple, inexpensive and convenient. Never use word of mouth as a sole
or initial source of recruitment if the work force is wholly or predominantly of one sex or racial
group. Also employing friends and relatives of present employees may be imprudent because it is
not certain that they are as competent as the current staff.
2) Notices
Displaying notices in and around business premises is a simple and often overlooked method of
advertising a job vacancy. They should be seen by a large number of passerbies, some actively
looking for work. It can also be inexpensive with a notice varying from a carefully hand written
post card up to a professionally produced poster.
Pay attention to the appearance and contents of the notice if it is intended that it is applied by the
right people.
3) Job Centers
Most large towns have a job center which offers employers a free recruitment service, trying to
match their vacancies to job seekers. Staff will note information about a post and the types of
person sought and then advertise the vacancy of notice boards within their premises. Job center
employees can further help if requested to do so by issuing and assessing application forms and
thus weeding out those applicants who are obviously unsuitable for the position. Short listed
candidates are then sent out for the employer to interview on his business premises.
Recruiting internally and externally
Internal Recruiting:
Recruiting from among the existing workforce offers many advantages. Seeing your employees at
work on a day-to-day basis will enable you to evaluate their particular strengths and weakness
accurately and choose the most suitable person for the position.
When the company recruits from within the organization the employees will feel important and
highly valued since it appears that the organization immediately turns to them whenever a
vacancy occurs. Their work rate and performance should improve as well as they will realize that
increasing job opportunities are available to them if they are industrious and successful at their
jobs. However any method has its own merits and demerits.
Merits
It improves the morale of the employees
The employee is in better position to evaluate those presently employed than outside
conditions
It promotes loyalty among the employees, for it gives them a sense of job security and
opportunities of advancement.
These people are tried and can be relied upon
Demerits
It often leads to inbreeding and discourages new blood from entering into an organization.
There are possibilities that internal sources may dry up and it may be difficult to find the
requisite personnel from within an organization.
No innovation are made no new thinking so on new inputs which is very much essential
for the growth of the organization
Usually promotions are based on seniority so the danger is that really capable hands may
not be chosen.
External Recruiting:
When a company is involved in large expansions and is more oriented towards achieving high
growth and high market share, with more focus on quality of the product and high customer
satisfaction then it is inevitable for any organization to go for external recruiting. External
recruiting is nothing but recruiting the people in your organization from outside the company. It
will help the company to make best use of other sources that are lying outside the organization
like for example campus recruits is an effective and efficient way of recruiting when a company
wants new minds that are more creative and go-getters for any task. If a company wants to
concentrate only on its core activities and wants to relieve the burden of the task of recruitment
then the more feasible option would be third party recruiting or recruitment process outsourcing
RPO. The experienced persons but unemployed can be recruited into the company which may
reduce the training cost if they are from same industry. Retired and experienced people can yield
more by enhancing their prior experience in new business situations.
Merits
New entrant to the labor force i.e., young mostly inexperienced potential employees fresh
graduates or postgraduates can be taken and mould in accordance with companys
culture.
External recruiting results in best selection from the large sources
In the long run this source proves economical because potential employees do not extra
training.
Many different ways of recruiting is available.
The excess applications generated for current requirement may be utilized for future
vacancies.
Demerits
Extra time is required by the people to adjust them selves to the present working
situations.
If the recruiting is done from large source then it will be more time taking as the
applications generated are more and short listing becomes critical.
Cost of recruiting will be comparatively more than internal recruiting.
Sometimes it creates employee dissatisfaction as there may be mismatch between the
employee expectation with the company and the companys expectation with the
employee.
Before making a choice and making decisions as to which source should be adopted for
recruiting both the sources should be thoroughly assessed and must be studied carefully
the wide variety of individual sources of recruitment that are available whether Internal or
External. Before choosing any sources make sure that it gives answer as YES to these
following questions:

Selection
Employee Selection is the process of putting right men on right job. It is a procedure of matching
organizational requirements with the skills and qualifications of people.
Effective selection can be done only when there is effective matching. By selecting best
candidate for the required job, the organization will get quality performance of employees.
Moreover, organization will face less of absenteeism and employee turnover problems. By
selecting right candidate for the required job, organization will also save time and money. Proper
screening of candidates takes place during selection procedure. All the potential candidates who
apply for the given job are tested.
Human Resource planning
Recruitment and Selection are not simply mechanisms for filling vacancies rather they are viewed
as the key factor for suitable placements. With a view towards placing the right person at the
position, in Robi following procedures in Recruitment and Selection will be practiced:
Robis Human Resource planning will start at the beginning of the year in accordance with the
approved business Plan and budget provisions.
Each Division will submit their month wise recruitment plan to HR for the whole year and on the
basis of such requirement HR Division will prepare the upcoming recruitment plan of each
Division/Department.
Manpower Requisition:
Based on the HR Planning respective Division/Department Head will inform HR on personnel
requirement through Manpower Requisition form, after obtaining necessary approvals from the
Managing Director. Employment Requisition Form must contain a JTOR (Job Terms of
Reference), comprising Job Description and Job Specifications / Requirements of the position.
Requisition form contain some information like
Name of the position
Status of the employment
Job description
Job specification
Approval of the MD
When the approval comes to HR, the process begins by collecting suitable candidates from
sources.
Recruitment Sources
First and foremost step of recruitment is collecting CVs from sources. There are two sources of
recruitment:
Internal source (within the organization)
The external job market.
Internal Sources
For encouraging the internal candidate, job vacancies in Robi may be advertised through internal
notices to all Robi Axiata Ltd (Robi) employees. Recruitment from the internal source may be
through Promotion or delegating individuals with new assignments.
In the case of internal sourcing, HR along with the concerned Division/Department will identify
prospective candidates on the basis of Individual Capability matching with Competency/Role
Profile and will conduct appropriate tests to select the most suited person.
In internal source Robi consider mainly three types of employees:
Contractual
Part-Time
Interns
Contractual employees are those who are working in a contact of six months or one year. And
part-time employees are those who work in Call Center. And also interns, after completing their
internship and completing their graduation can apply for job.
External Sources
In short external sources mean collecting CVs from outside. Robi collect a lot of CVs from
outside. Recruitment from external sources will be through
Executive search for Senior Managers and Above Positions.
Advertisements for managers and below positions.
The CVs are collect by following ways:
HR CV Box
Advertisement
Internet Job Sites
Employee Reference
Universities
Career Fair or Job Fair
Other
CV Box of Robi HR:
There is a Box for CV in Robi HR. In that box anyone can drop his or her CV in anytime.From the
CV Box HR sort out suitable CVs for the required position. This box is open for everyone who
wants to drop their CV. Almost everyday this box get full of CVs. It contains about five hundreds
of CVs. By this way Robi HR collect a lot of CVs for job.
Advertisement:
Advertisement is a well known and world wide accepted source of recruitment. Like other
company Robi also have a career website from where applicants can fill up an application forms.
When the job requirement is matched with the applicants CV then HR select these applications
for recruitment.
Internet:
Internet advertisement is another new source of Recruitment. Now a day every employee has a
website and they collect CVs by internet. Ever there is lots of job website and company can send
advertisement over there. Recently Robi lunch a carrier website for the candidates.
Like other company Robi also give advertisement over net. Generally Robi gives advertisement in
www.bdjobs.com. The interested candidates whose profiles match with the requirements can
apply for job over the net. By this way Robi gets many CVs.
Employee Reference
Employee Referrals may be collected through circulation of advertisement to all employees. Robi
consider employees reference because it got some advantage, the internal employees know how
to do the work so he can easily understand who can do the work. If an employee refer someone
that means he knows about him better and that helpful for the company because Robi believes
employees cannot be harmful for company.
Universities
Universities are big sources of recruitment. There are many public as well as privet universities
send CVs for job. When students completed their courses, universities send their CVs to Robi for
internship. And sometimes they send CVs for job also.
Career or Job Fair
This is another big source of recruitment. By participating in fair or sponsoring fair Robi gets a lot
of CVs. Robi participate in many fair like
IBA Fair 2006
Robi Career Fair 2007
Robi Career Fair at AIUB 2010
Among them Robi was the main sponsor of Robi Career Fair 2007. This fair was arranged by
Dhaka University Finance Department and Robi was the main sponsor of it.
It was a grand branding for Robi as well as Robi got a lot of suitable candidates CV. This is a
great success for Robi. Almost three thousands of CVs was in Robi box when the fair over. The
main theme of the fair was to encourage student to come to Robi and drop CV in for job in Robi.
By this way Robi HR collect CVS for job.
Other Sources:
Depending on the circumstances professional employment agencies, notice boards of technical
universities like BUET/ KUET/ CUET/ RUET, other universities like IBA, NSU, BRAC etc., and
journals may be chosen for attracting applicants against job openings.
Screening of Candidates
Following publication of Job Vacancy, concerned Divisional/ Department Head and HR Division
will scrutinize the applications and short list candidates for inviting to oral interviews or written
tests where applicable.
When screening the following criteria will be followed:
For the Executive position, candidate must be at least graduate (from Robi preferred universities)
For Executive and above, candidate must have at least 2nd class in all academic level. However,
in case of competent candidates with strong experience in the relevant field such educational
qualification may be relaxed.
For Non-Executive permanent employees, minimum educational requirement is SSC.
For Non-Executive contractual employees, candidate must be of class eight pass.
Written Exam
For every job Robi HR arrange a written exam for candidates. The written exam is must for each
and every candidate.
The written exam is called General Ability & Psychometric Test. It contain two parts,
General Ability
In this section, the general ability of the candidate has been checked.
Psychometric Test
This is one kind of physiological test by which the behavioral sides of candidates have been
checked.
This is the way of written exam that taken by Robi for job. It is a very important and useful way to
find our good candidate from the all kind of candidate.

Oral Interview
For the oral interview, competency based structured interview will be conducted. The standard
Interview Assessment Form along with probing questions will be supplied by HR Division.
Position specific structured interview with necessary Proving Questions and Assessment form
can also be developed/ used.
The oral interview may take place in different phases according to the decision of HR Division
and concerned Division/ Department and on the basis of Position:
Preliminary Interview:
Conducted by the respective immediate Manager and another member from cross functional
area.
Second Interview or Final Interview:
Conducted by the particular departments next level managers along with the respective
Divisional/ Departmental Heads.
Interview of Key Position:
If the recruitment is for any key position/ AGM or above level a final interview must be conducted
with the Managing Director. Sometimes one interview makes the final result and sometimes there
are two interviews. Interviews are arrange by HR. HR arrange interview for every post even for a
tea boy and for a driver. Generally these interviews are held in HR floor of Robi. There is a
separate room for interview.
These interviews are generally taken by managers of the required division and there must be an
HR person in that interview. In interview the interviewer find out the fact candidate behavior as
well as the ability of the candidate. Interviews also test the intelligence and smartness of the
candidate.
Practical Test
Robi take some practical for the technical candidates. Basically technicians have to face this test.
This test is called tower Test.
Tower Test is a practical test. In this test the candidates have to claimed up a technical tower
which is twenty fit high. The reason of this exam, is to find is the candidates is able to claimed up
a seventy five fit tower or may be more then seventy five fit tower.
This interview is generally taken by technical people. They find out about the technician can do
that or not. They also ask questions about and select candidates who is suitable for the post.
Final Selection
From the interview some suitable candidates comes out. Once the final incumbent is selected,
HR Division (Compensation & Benefit) will initiate the compensation Plan and will make offer/
process the appointment formalities. This time HR discuss about few things like:
Terms and condition of company
Salary and benefit
Joining
Final Approval
Like the requisition for appointing candidate the approval of MD is needed. This time HR sends
the approval to MD that these candidates are selected in interview for this position and they are
going to appoint these candidates for the post.
Medical Test
When the MD approved the appointment of the candidate HR call the candidate for a medical
check up. The candidates have to collect a letter for medical from HR and go for the medical test.
The selected candidate must undergo a medical check up and subject to satisfactory medical
report formal appointment letter will be issued.

Reference Checks
When a candidate is selected for the job, his or her given reference has been checked by HR.
Reference check may be conducted by HR Division upon acceptance of offer.
Subject to satisfactory response joining will be accepted
Appointment or Offer Letter
At last the after the medical test and reference checked, the offer letter for the candidate has
been issued. After that the candidate gets the call that he or she has been appointed and he or
she has to collect the letter from HR.
Acceptance of Offer Letter & Joining Procedure
The joining also has some procedure. In time of joining at first the candidates have accept the
offer letter by signing it. Then he or she has to fill up some forms like,
HRIS form
ID Card form
Declaration
When all this formalities are over the candidate will become one of the member of Axiata and
start working as an employee of Robi.
Recruitment of Contractual & Others
This policy governs the appointment of individuals on Contract/Causal basis and through Third
Party service providers. Prior to process the employment on the above category, the Division/
Department concerned must obtain approval from the Managing Director. The manpower
requisition must contain the job specification with justification of the need along with the period.
Contract Appointment
Jobs which are temporary in nature and is likely to be for a limited period or need is for a long
term but cannot be hired on a permanent basis due to headcount restrictions. The period of
appointment will be of 3 (three) months to maximum 2 (two) years.
A contract appointment should be for a fixed period and will become void automatically on the
end date unless the contract is shortened or extended in writing prior to the expiration date.
Person appointed on contract may be terminated during the tenure at the discretion of the
employing department with reasons (performance/ redundancy) or without assigning any cause.
A termination clause (with notice period/pay in lieu of) must be incorporated in the contract.
The division/ department concerned will initiate the recruitment in concert with HR. Upon
finalizing the selection; HR will issue the formal appointment letter. Employees hired on contract
must go for pre-employment medical test and subject to satisfactory results (fit for work) the
incumbent will be allowed to join.
Standard terms and conditions similar to permanent employee especially adherence of code of
business ethics, confidentiality and full time engagement clauses must be included.
If a contract employee is made permanent (based on performance/capability/ headcount) the
service length of that individual will be counted from the first day of the joining provided the
contract period was continuous/uninterrupted.
Salary and benefits will be fixed based on the incumbents educational and professional
background. A contract employee will be entitled to same level of salary and benefits if he/she is
hired in a position that already exits in the permanent payroll.
A contract employee will not be eligible for end service benefits or loan facilities from the
company.
Casual Appointment
Jobs that are totally causal in nature and are required for a short period (maximum of 12 weeks)
to cater the additional influx of work or emergency exigencies or filling up a permanent position
that is temporarily vacant.
Casual appointment should be for a fixed period or until the completion of the special job/project
and cannot be for long periods. Employing divisions/ department must obtain approval form the
Division/ Department Head justifying the need, specifying the number of personnel and the
required background. Line Manager in concert with HR will process the hiring.
No written contract is required. Appointment will be on a daily worked basis.
The line manager will do the necessary arrangements for recruitment and appointment of
Casuals keeping HR & Administration informed.
The principle of hiring should be the best candidate suited to the job/position. No discrimination
will be permitted on the basis of personal relationship regarding hiring of Casuals. All individuals
involved in the hiring process must be sensitive to the perception of favoritisms and bias.
Salary should be determined based on the incumbents background and skills. The calculated
market median for the type/nature of the job should be taken into account prior to fix the
compensation. Casual employee will not be eligible for any other standard benefits of the
company and the payments can be on a daily/weekly/monthly basis.

Recruitment for Internship

Internship is one of the parts of graduation for student. In case of Bachelor of Business
Administration and Master of Business Administration, it is an obligatory. For this reason
Universities send CVs of student to Robi for internship.
Recruitment of interns just like the recruitment of contractual. The candidates have to face the
interview and if they get selected then they will appoint as intern. Generally for internship Robi
ask for CVs to the reputed Universities like Dhaka University, North South University and BRAC
University etc.
The requisition for interns is send by the departmental head or the employee who need intern.
When requisition comes HR sort CVs and then arrange interview.
Recruitment for Surveyor
Surveyor is a monthly program of Robi. Robi has always done a monthly survey in their Customer
Service. This is done for knowing about the customer satisfaction and condition of customer care.
For recruitment the candidates can be undergraduate no need of graduation. Candidates have to
face an interview and if he select by the interviewer then he will be appointed.
Conclusion
Recruitment is an important issue for any organization. Recruitment and selection allows an
organization to asses the vacancy and choose the best personnel who will lead the organization
in future. So the organization should give more emphasize on selecting a person. A person who
can carry forwarded the organization in terms of development, values and ethics. Mainly the
precious resource for any organization is their knowledge based efficient workers. The
organizations should more cautious on this issue to ensure the quality and ethics.
From the above discussion we can easily understand that Robi Axiata Ltd. (Robi) is one of the
top mobile Company of Bangladesh. It covers the whole Bangladesh by its network. There are
many product and services of Robi 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,
employee satisfaction and relations at Robi is a very developed and effective one. As a
multinational company for making the process more effective Robi should analyze the recruitment
and selection process of other multinational company of home and abroad.
That can make Robi 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
Robi Axiata Ltd is its 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 its
competitors activities and is proactive in marketing decisions.