4. 1 The Impact of the Organisational Composition on the Management of RECRUITING: Grameenphone is currently the main telecommunications service provider in Bangladesh with more than 28. 7 million customers as of October 2010. Grameenphone was offered a mobile license in Bangladesh by the Ministry of Articles and Telecommunications. Grameenphone launched its service on the Independence Day of Bangladesh. After almost 10 years of procedure, Grameenphone has over 10 million customers.
Every corporation has its management and employees, they are essential for attaining the organizational objectives. In every corporation there is an organizational structure which really is a chart, shows just how of the type of its power and responsibility configuration.
Mintzbergs Model on Organisational Constructions: Henri Mintzbergs(1980) provided in his publication The Structuring of Organisations and Composition in 5's: Designing Effective Organizations. Matching to Mintzbergs business are produced of five main parts, these are talked about as follows
Operating central: Who are related to the productions and services.
Strategic apex: Those who observe the firm is provide its mission effectively and help those employees who control the power over the company.
Middle-line professionals: With the strategic apex makes a string.
Techno composition: By impacting the task of others, the experts serve the business and coach the employees to do the duties but they do not do themselves.
Support Staff: To support the staff, create the specialised models.
The Organizational Composition is rules for an organization to organize and plan the manpower relating to their duties. The impact of business structure is the fact that by using this, the Human Tool Team can categorize all the employees into achievers and non-achievers.
The Organizational Structure of Grameenphone is given bellow which signifies the tasks of the employees of Grameenphone. GP has more than 4500 full and momentary employees. You will discover another 150, 000 people are directly reliant on Grameenphone for his or her livelihood working for the GP sellers, scratch card stores, retailers, suppliers, companies, suppliers, vendors as well as others.
Grameenphone Plank of Directors
Grameenphone Mother board of
Audit Committee
Financial Services
Strategy
Wholesale Business
Sourcing
Company Secretary
Internal Audit
Chief Executive officer
Stakeholder Relations
Deputy CEO
Chief Technology Officer
Chief Commercial Officer
Chief Communication Officer
Chief Financial Officer
Chief People Officer
Chief Corporate Affairs Officer
The organizational composition of Grameenphone exhibited the employees move of obligations and their designations.
4. 2 The Impact of any Organisational Culture on the Management of Human Resources: Organizational culture is the behavior of the business. Organizational culture represents the principles, assumptions, norms and tangible signals of the employees of the organization and their behaviours.
According to Schein (1988) "The deeper degree of basic assumptions and values that are: discovered reactions to the group's problems of survival in its external environment and its problems of interior integration; are shared by people of a business; that operate unconsciously; and that define in a simple 'taken -for-granted' fashion in an organization's view of itself and its own environment".
According to Trice and Beyer (1984) "Any sociable system due to a network of distributed ideologies consisting of two components: substance-the systems of meaning associated with ideologies, norms, and beliefs; and forms-the procedures whereby the meanings are portrayed, affirmed, and communicated to members".
To improve employees' satisfaction, favourable to bringing in and retaining expertise, the impact of organizational culture is important. A good culture can create a pleasant and friendly atmosphere and good group relationships and this kind of atmosphere definitely increase the interest of the employees.
In Grameenphone the organizational culture is satisfying and the atmosphere is friendly. Here every worker likes while doing their work and the employees are so much co-operative.
4. 3 The potency of Human Resources Management is watched in Grameenphone: The potency of human resources management in any organization count some varieties of thins such as right people in the right place and at the right time to meet speedily changing organizational need. To monitor the effectiveness of recruiting management in Grameenphone the following components are reviewed:
HRM Strategy: Every firm has its own Human Source of information Management Strategies, Grameenphone in addition has its HRM Strategies. Grameenphone has well organised Organogram and the right people are in right place. Every employee does their tasks sincerely and they all are well trained and ideal for that post. That is why Grameenphone is the leading telecom in Bangladesh.
HRM Guidelines: Human Source of information Management policies suggest the rules and the guidelines for the employees to be able to the hiring, diagnosis, training and reward of the employees. Grameenphone has such ruler to HRM procedures for the employees and corresponding to the GP provides all kings of facilities to the employees.
These should be supervised not only in Grameenphone but also in every company for the effectiveness.
4. 4 Make Justified Advice to Improve the Effectiveness of RECRUITING Management in Grameenphone: To enhance the effectiveness of RECRUITING Management the following things have to be justified.
Benchmarking HR performance: Benchmarking is an activity to help to enhance the business processes. It also helps identify, understand and adapt outstanding practices to improve organizational performance. To justify the HR performance Benchmarking is one of the approaches. Benchmarking does the following purposes:
Benchmarking helps to learn from others company's errors and successes.
It uses as a process to stimulate the employees to improve.
It also enables to provide the HR tactics by examining the way from other firm.
By following Benchmarking process Grameenphone is growing the HR strategy and daily enhancing their services. GP learns from its competitor and making use of the new strategy in individual source management and improving their performance.
Stakeholder perspectives: To meet the needs of its stakeholders the key tools in the recruiting practices are the training, staffing and performance management. In Grameenphone customers desires good sites services and sensible call rate from the company. Besides employees want their jobs satisfaction and compensation systems from the business by providing their skills and services.
HRM service level agreements and benchmarks: Something level contracts is a formal conformity between two people. One party provides work environment environment to the other. The service level contracts include performance standard and methods and monitor, evaluate for its effectiveness. Every company has this type of agreements to measures the efficiency to keep an eye on. Grameenphone is not the several company; GP also offers the HRM service level contracts and benchmarks to assess its effectiveness.
By doing these activities Grameenphone is bettering its recruiting management and providing batter network services in Bangladesh.
