Grameenphone Recruitment

I would like to thank my teacher Mr. Chris Moore for his guidance and encouragement he has given me in writing this report.

|Your managing director asked you to analyse company’s HR planning. In your report, you must include : |

In the modern and changing global business environment, human resources management (HRM) has been linked to the heart of business success and high performance of organizations (Haslinda, 2007). High demand for innovation, customer satisfaction and increased sales volume in the search and internet industry and finance industry has forced organizations such as Google Inc and Absa to incorporate human resources practices in their business strategy. Various human resources practices has been adopted at Google Inc Company and ABSA Group Limited, which include recruitment and selection, training and development, compensation, just to mention a few (Google Inc, 2012 ;Best employers, 2011). Despite sporadic arguments over the

Cascio, W. (2013). Managing Human Resources: productivity, quality of work life, profits (ninth edition). New York, NY: McGraw – Hill Companies, Inc.

More effective responses to changes ? improved trust and communication help a team to adapt to new circumstances.

Introduction: Each organization has their unique way to perform various function of human resource management such as Selecting, recruiting, on boarding, training, retaining, performance management etc. For the purpose of company analysis project following topic has been selected to describe best practice and my own experience with organization.

Schuler and Jackson (1987) propose the model of Human Resource Management as the business strategic policies and practices of the organization. This framework is to achieving competitive advantage in different industry condition. They argue for fit in different industry condition and business strategic. It includes innovation, quality enhancement and cost reduction. This business strategic associated with particular employee role behaviors and HRM policies and practices.

Schuler and Jackson (1987) propose the model of Human Resource Management as the business strategic policies and practices of the organization. This framework is to achieving competitive advantage in different industry condition. They argue for fit in different industry condition and business strategic. It includes innovation, quality enhancement and cost reduction. This business strategic associated with particular employee role behaviors and HRM policies and practices.

Abstract: Human Resource Management is fast gaining popularity and its importance is becoming unavoidable, this is due to the fact that Human Resource Management plays a huge role in the growth of any company irrespective of its size. Unfortunately it is yet to achieve global standards or strategy of operation; this can be attributed to the various differences between environmental factors, employment attitudes, cultural

It is necessary for human resource management to have a proper human resource planning. “Human resource planning involves planning that assure a firm’s needs for employees”, says Madura. She also includes that human resource planning consists of three tasks which are forecasting staffing needs, job analysis (Madura, 2007). Recruiting and selecting the right employee is not enough. There is a necessity to provide continuous training and development to the employees to be more productive and efficient. With great training, it enables the employees to be more innovative, creative, motivated and thus increase their working performance. Training can be through various types such as on the job training, off the job training, job rotation and scholarships.

Profit being the primary motive, the private sector enterprises diversifies in terms of product portfolio as well as in terms of geographical boundaries. The organisations have the liberty to choose the best candidate based on merit and accord him the pay due as per his merit and performance. They also have the liberty to expel the non-performers. Their key to hiring and retaining employees rests in evolution of efficient and best practices for management of resources especially the human resources. All this notwithstanding, these organisations also face a different set of challenges. According to Rao and Varghese (ibid), although PMS in this sector has evolved and matured to a substantial degree, the organisations face critical issues such as shortage of skilled manpower, quick job changes impacting attrition, retention and employee skill development, multiplying job opportunities in the market, recognition methods of intellectual capital or talent pool, acknowledgement beyond compensation and benefits packages, disengagement and lack of robustness in HR systems. These issues are due to interplay of many organisational and market factors,

This summary paper provides a full description and analysis of the Human Resource Management (HRM) function. Included in this paper are key topics discussed in this module: the basic functions of Human Resource Management: planning and forecasting human resource requirements, recruitment and selection, appraisal, evaluation and employee motivation. Additionally, this paper addresses employee quality of life and productivity programs and improving the physical work environment. The relationships between successful business and Human Resource Management are examined as well as how Human Resource Management strategies can be incorporated into business strategies to improve profit.

In this chapter, we discussed the various elements of human resources management. Also the review of some existing literature relevant to the study, is made to refer to some scholars work related to the topic under study.

The company’s determination in investing in its human capital has proven beneficial in many ways, such as constant improvements and cordial environments. The Recruitment process of companies should be centralized which means that every decision is made with the consideration of the top level management and should prefer involving the entire department’s decision.

Both authors are from Sri Lanka and Prof.Opatha is in Department of HRM, Faculty of Management Studies and Commerce, University of Sri Jayewardenepura. . Mr Arulrajah is in Department of HRM, Faculty of Management Studies and Commerce, University of Sri Jayewardenepura.Prof. Opatha has done many researches on Human Resource Management and he’s an expertise on his field. Mr Aulrajah he is specialized in Human Resource Management and Corporate Environmental Management. (Opatha & Arulrajah,p.101)