Telecommunication servicing company

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JTL a multi-disciplinary Telecommunication servicing company 1.1. ABOUT COMPANY: JTL is a registered limited as a company which started its operations in 2007 with experienced management and technical capabilities in the telecom sector. It also spread in a wide range to support its tremendous business plan. JTL is a multi-disciplinary Telecommunication servicing company is looking forward to provide services to different operators as well work as a sub contractor. JTL offers a full range of telecommunication services like Initial survey, MW LOS survey, Installation, Commissioning, PAT, Operation and Maintenance in the field of GSM, CDMA, PSTN, PNMS, IBS and Optical etc. As one the fast growing telecom servicing houses, JTL is highly diversified in expertise and specialization. JTL provides, in the most professional manner, telecom services for a wide range of BTS, Transmission, fiber etc. JTL maintains a roll of highly experienced professionals specialized in diverse discipline and can offer the best team almost every time. JTL has been working on not only new project but also network maintenance. JTL is fully equipped with some energetic teams, testing tools such as site master, test mobile, BER detector, Laptop and necessary software for installation and commissioning. Just Tech is well organized with experienced management and trained engineer. 1.2 MISSION STATEMENT The mission statement of JTL is realization of vision through maximum production of goods and services strictly on ethical and moral standards at minimum costs to the society ensuring optimum benefits to the shareholders and other stakeholders. This mission is envisioned by the concept of business which ensures well being of the investors, stakeholders, employees and members of the society which will create new wealth in the form of goods and services. 1.3. KEY PRODUCT / SERVICES:


Figure: Portfolio of the product. Portfolio is the result of our extensive experience of the telecoms sector, including long-term relationships with customers. It is based on a strong commitment to research and development, as well as industry-wide standards, and addresses both customers’ business and technology demand PORODUCTS and SERVICES Cables and Interconnect Products We have utilized the company’s vast experience in technology, product development and production of cables and passive network materials to develop a broad portfolio of cables and interconnect products:  Passive Fiber Infrastructure  Energy Infrastructure  Interconnect Cable CDMA Major network operators around the world depend on CDMA technology to deliver mobile voice and data services to over half a billion subscribers. JTL is a leading supplier of CDMA solutions:  CDMA Access  CDMA Voice Core  CDMA Operations, Administration & Maintenance. Core Networks Our core network offering ensures efficient deployment and management of network expansion and modernization.  Mobile Switching  Packet Core  User Data Management  IMS  Fixed Switching Fixed Access The broadband boom is continuing with a rapidly increased penetration and more sophisticated services requirements from both residential and business users.  Broadband Access Nodes  Narrowband Access IP Networking Carriers need to build highly versatile IP networks that are personalized, adaptive and efficient for residential and business broadband service delivery. Microwave Networks Our microwave offering provides the lowest cost of ownership, whether it is for new mobile network rollouts, evolution of mobile networks, or fixed broadband over microwave. Multimedia Applications


Multimedia applications give service providers the tools to create attractive services to draw in the consumer. End-users are provided with video, images and sound, and combined with voice it.  Business Applications  Messaging Products  Social Communication Products  Personal Information Management  Mobile Positioning  Media Applications Multimedia Brokering By acting as the interface between enterprises and multiple mobile operators, multimedia brokers remove the complexity from mobile commerce for enterprises. National Security & Public Safety Products Our National Security and Public Safety products ensure reliable and effective communications for organizations charged with saving lives and protecting property.  NSPS Command and Control  Secure Communication Network Management Products Successful service delivery requires reliable network operation. Our Network Management offering gives you the control you need to ensure the network delivers both services and revenue. Optical Transport The Optical Networks product family provides cost-effective, scalable and flexible solutions to meet operator needs today and in the future. Power Modules Watch our video to learn more about energy benefits of dynamic bus voltage.  DC/DC Regulators - Point of Load  DC/DC Converters and IBC  Discontinued Products  Board Power Management Provisioning For communication service providers, the essence of provisioning is to deliver what was sold. In the user eyes this translates into immediate response with services working as expected.  Multi Activation  Automatic Device Configuration  Just Tech Remote Device Manager

Radio Access Our portfolio of Radio Access Network products enables operators to build a highly profitable radio network based on any mixture of the GSM/EDGE, WCDMA/HSPA and LTE technologies.  Base stations


   

Controllers GSM Radio Access Network Products LTE Radio Access Network Products WCDMA Radio Access Network Products

Billing & Revenue Management Our solutions address every player in the value chain, generating both savings and profit.  Charging System  Multi Mediation  Analytics Suite  Money Orchestrator Service Delivery Platform Our portfolio provides the building blocks to make multimedia services available to everyone. In this way, we support communication providers so they can evolve service portfolios in line with...  Multiservice Proxy  Mobile Service Delivery Platform  Service Integration Gateway  Composition Engine  Estore Site Products The Site Products offering provides everything you need to establish core and radio base station sites, from power supply and housing to components and tools. Television JTL individualized the telecommunication experience by making mobile broadband a reality. Now, we're enabling another quantum paradigm shift for the way people watch television with any  Video Compression & Distribution Products  Video Management Products 1.4. STRATEGIC GOALS & OBJECTIVES: The company sets the following objectives for it to achieve: To strive hard to optimize profit through conduction of transparent business operations within the legal and social framework with malice to none and justice for all  To create more jobs with minimum investments  To be competitive in the internal as well as external  To reduce the income gap between top and bottom categories of employees. Thus the company focuses to pole-star its mission that fulfill the objective with emphasis on the quality of the product, process and services blended with Good–governance that helps builds the image of the most enable corporate – citizenship at home and abroad. The company wants to produce such society friendly goods and services that go to satisfy the wants of all the relevant party without disturbing or damaging the socio- economic and ecological, balance of the mother earth and the process of human civilization leading to peaceful co-existence of all the leaving beings.


The company always strives for top quality services at the least cost reaching the lowest rungs of the economic class of people in the country. The company values its obligation to the greater society as well as it strives to protect the interests of its shareholders and to ensure highest return and growth of their assets.

MARKETING OVERVIEW

MARKETING OVERVIEW The fact is that while lots of people think marketing is about advertising and other tactics, marketing is in fact much bigger than that. In fact, very good marketing is heavily based on analysis. In these articles we will show the analysis and the tactics that make up marketing. Marketing a product or service consists of three essential stages. These are shown in the figure below.


FIRST STAGE In the first stage of marketing, we conduct analysis. Three types of analysis should be performed: Analysis of customers, competitors, and the company marketing the product. In fact, other types of analysis can and should be done; for example, broad environmental and technological analysis is also an important part of doing powerful marketing. In this tutorial, however, we focus primarily on the so-called 3 C’s. Some people believe that focusing squarely on customers is most important. Others, including Michael Porter and his disciples, believe that competitors are the most threatening aspect of any part of a company’s strategy and should be the focus of obsession. Still others focus on the company and its core competencies. In fact, if we think about it, we really need to analyze all three and pay equal respect to all parts of the analysis. To see this clearly anybody, just consider trying to market a product that will have researched and found would deeply satisfy customers SECOND STAGE After analysis, the next step is to make decisions about objectives. In marketing, this consists of deciding which customer segments to target and what is a sustainable and differentiable position to have in the minds of customers. This is essentially a decision about to whom and what benefits we should be promising and delivering. As we will see, these decisions, while deeply important, are easier to make if you have done proper analysis. Our experience in the real world suggests that too many firms make these types of decisions without really doing any proper analysis. THIRD STAGE At this point we use the so-called 4 P’s (product, price, promotion, and place – otherwise known as distribution) to effect the proper positioning of the product. These are marketing tactics. Some people like to think of them as strategies. But these are more the things that get the job done (i.e., deliver the benefits) rather than the larger questions posed in prior stages. As before, there are literally hundreds of marketing tactics, but in choosing which ones to use, it is easier (and more correct) to base them on a sound analysis. Advertising Advertising is defined as any form of paid communication or promotion for product, service and idea. Advertisement is not only used by companies but in many cases by museum, government and charitable organizations. However, the treatment meted out to advertisement defers from an organization to an organization.


Advertising development involves a decision across five Ms Mission, Money, Message, Media and Measurement. Mission looks at setting objectives for advertising. The objectives could be to inform, persuade, remind or reinforce. Objective has to follow the marketing strategy set by the company. Money or budget decision for advertising should look at stage of product life cycle, market share and consumer base, competition, advertising frequency and product substitutability. Message’s development further is divided into four steps, message generation, message evaluation and selection, message execution, and social responsibility review. Once the message is decided the next step is finalizing the media for delivering the message. The choice of depends on reach of media, frequency of transmission and potential impact on customer. Based on this choice of media types are made from newspaper, television, direct mail, radio, magazine and the internet. After which timing of broadcast of the message is essential as to grab attention of the target audience. Checking on the effectiveness of communication is essential to company’s strategy. There are two types of research communication effect research and sales effect research. 2.1. Marketing Objectives:Marketing objectives presents a brief summary of the main goals and the recommendations of the plan for management review, helping top management to find the plan’s major points quickly. In marketing objectives, following areas are included  Current marketing situation  Threats and opportunity analysis  Objectives and issues  Marketing strategy  Action programs  Budgets  Control Target Market:The target market of JTL is very wide. Its products are demanded Bangladesh and are given preference at any other Networking company in Bangladesh. They have comparatively low rates than the other companies and have a very good and Interactive performance and interesting features, so because of these features, People prefer JTL than the other companies. Especially in Bangladesh has a very big market. It is manufacturing GSM and AMPS technologies network sets which are meeting every kind of consumer’s requirements. In 2009, JTL's largest markets are in Bangladesh and also developing countries in all over the world. Portfolio Analysis: The major activity in strategic management is business portfolio analysis whereby management evaluates the business making up the company. The company will want to put strong resources into its most profitable business and phase down or drop its weaker ones. So while analyzing the portfolio of JTL, it was found that its product of set up BTS network, especially its GSM sets were making more profit to the company as compare to its other


products. So the company invested more budgets in this area and started development on this area to earn the maximum profit. But in the mean while, the company didn’t neglect their other products and invested more money on the development of those products. 2.2. Marketing Environment The actions and forces outside marketing that affect marketing management’s ability to develop and maintain successful transactions within target customers, is called the marketing environment. Environmental considerations are integrated into every area of company life and at every phase of our products' life cycle. We believe in eco-efficiency and sustainability-to respect nature and the needs of future generations. JTL’s new Environmental Report 2009 states the company understands of the environmental aspects and impacts of its activities there are two categories of marketing environment: 1. Microenvironment 2. Macro environment 1- Micro Environment:     

Following are the micro environmental factors which affects the company: The company Suppliers Marketing intermediaries Customers Competitors Public

2- Microenvironment:Following are the macro environmental factors which affects the company:  Demographic environment  Technological environment  Economic environment  Political environment  Natural environment  Cultural environment 2.3. SIZE & GROWTH OF MARKET: The Company’s marketing operations continued its emphasis on export sales over the years as depicted below: S/N

Description

Completed In Process

1

BTS Installation and Commissioning 72

10

Grant Total 82

2

MW Installation and Commissioning 58

08

66

3

MW LOS survey

-

85

85


4

Shelter Installation

5

21

6

27

Optical equipment Installation and 0 Commissioning

0

0

6

Civil work

15

0

15

7

Site acquisition

272

56

328

8

Power connection

187

31

218

9

BTS PAT

18

3

21

Total=

728

114

842

2.4. COMPETITOR ANALYSIS: Visually, there is no any key competitor to JTL as comparing its vast market and demand, but still, we can consider the following companies as its competitors: Ericson  Wi-max  Siemens  Universal Engineering & Technology co. Ltd  Stratex Networks Ltd  Powertrade Engineering Ltd  Huawei Technologies (BD) Co., Ltd.  Mobiserve (Orasinvest) Bangladesh Ltd This competitor of JTL has also a big market, but as compared to JTL, we cannot say that they can compete this organization at the same level of competition. Social Factors:Every JTL employee has influence over JTL's performance and reputation in issues of health, safety, security, employee relations, corporate citizenship and human rights. 2.5. Marketing Strategy As we move into the GSM/CDMA World, we remain committed to strong growth, profitability and responsible market leadership. Strategic Direction:The mobile phone is fast becoming the centerpiece of personal communication, allowing us access to an ever-widening range of services. Today, we are moving from voice services to services driven by data and multimedia. Business Environment:JTL competes in the global telecommunications industry in general and in the mobile industry in particular, each of which has exhibited rapid growth, change and convergence in recent years.


ORGANIZATION STRUCTURE

Board of Directors

Managing Director

CEO Eng.Mostofa Tariqul Anam (Palash)

Manager HR & Finance Belal Hossen Shamim


Project Manager Md. Zahidur Rahman

Manager Admin & Logistic Mijanur Rahman

Officer

Manager Telecom Installation & Commissioning

Manager Civil & Power connection Eng. Md. Saidur Rahman

Civil Team

Manager Site Acquisition Aklas Uddin Shikder Site Acquisition Team

Team Ledger, Telecom

Power Connection Team

Installation & Commissioning S.M. Kamruzzaman Telecom Installation & Commissioning Team

Fig: Organization Structure. 3.1. MANPOWER AND TEAM STATUS We have totaled 45 No employee like 6 (Six) no. B.Sc Engineer, 8 no. Diploma Engineer, 10 no Acquisition Executive, 08 no MW LOS survey Executive, 06 No. skilled technicians & others graduate, Lawyers ETC. The Engineers and team leaders are also well trained. MANPOWER Sl Department 1.0 Managing Director 3.0 HR & Finance Department 4.0 Admin & Logistic Department 5.0 Labor ( Contractual ) Total=

No. Of employees 1 3 3 12 18

Technical Department Sl Category 1.0 Manager 2.0 Team leader 3.0 Technician Total=

No. Of employees 4 18 16 38

Site acquisition Sl Category 1.0 Manager 2.0 Team leader survey

No. Of employees 1 10


3.0 4.0

Surveyor Legal Executive Total=

MW LOS survey Sl Category 1.0 Manager 2.0 Team leader survey 3.0 Others Total=

2 2 15 No. Of employees 1 08 2 11

3.2. CAPACITY PER MONTH CAPACITY PER MONTH (Installation, Commissioning & LOS survey) Functions

No.

BTS Installation & commissioning

20

M/W Installation & commissioning

20

PNMS

100

M/W Los survey

50

Shelter Installation

25

CAPACITY PER MONTH (Site acquisition) Functions

No.

Green field site

40

Roof Top site

60

CAPACITY PER MONTH (Power Connection) Functions

No.

PDB

40

REB

25

3.3. TEAM SITUATION Functions

No.

BTS Installation & commissioning

3

M/W Installation & commissioning

3

M/W Los survey

8


PNMS

2

Shelter Installation

2

Site acquisition

10

Power connection

10

3.4. CHARACTERISTIC AND MAIN ENGNIEERING CAPABILITY JTL is capable to provide a full portfolio of services in Telecommunication sector to ensure customer satisfaction and make us an attractive partner for vendors, investors, authorities and regulators. As a part of complete turnkey solutions, we have trained graduate engineers with proven capability to carry out the commissioning works. Our business concept is to provide all the functions and services from site survey to operation and maintenance as required by an operator and service provider. Our key characteristics and main Engineering capabilities are listed below:  BTS installation and commissioning  MW installation and commissioning  MW LOS survey  Shelter installation  Fiber optics installation and commissioning  Site survey, design and documentation  Project management  Site preparation  Civil works  Network planning and optimization  Network operation and maintenance  Site acquisition  PNMS  IBS  Logistic support 3.5. MANAGEMENT JTL was incorporated under the companies act XVIII of 1994, the board of directors of the company has been constituted with the following promoters who will hold office until they voluntary resign subject to provision of section 108(1) of the companies act, 1994 during their tenure. Sl

Name

Designation

Year

01 02 03 04

Mr. Mamunur Rashid Mr. Syed Saiful Islam Mr. M.M.Faruk Azam Mr. Mostofa Tariqul Anam

Chairman Managing Director Director CEO

May18,2010 May18,2010 May18,2010 May18,2010

The entire management process comprises the following units:


MANAGEMENT

Executive

Standing Committee

Management Committee

Management Audit Committee

Employment Relations

Management

Committee

Committee

Fig: Organ gram of JTL. 3.6. Executive Management: The Managing Director, the CEO is the head of the Executive Management Team which comprises senior members of the Management Apparatus. Within the limits of delegated authority and responsibility by the Board of Directors, Executive Management operates through further delegation of authority at every echelon of the line management. The executive Management operates within the framework of Policy & Planning strategies set by the Top Management with periodic performance reporting for guidance. The Executive Management is responsible for preparation of segment plans/sub–segment plans for every profit centers with budgetary targets for every item of goods & services and is held accountable for deficiencies, with appreciation for outstanding and exceptional performances. These operations are continuously carried out by the Executive Management through series of Committees, Sub–Committees, Committees & standing Committees assisting the line management. 3.7. Management Committee: Comprising top executives, deal with entire organizational matters. 3.8. Standing Committee Standing Committee comprises the following committee: 3.8.1. Audit Committee:  Internal Audit Committee  Performance Evaluation Committee

 Social / Environment Committee Audit

3.8.2. Employment Relations Committee:  Remuneration Committee  Work Environment Committee  Performance Evaluation Audit Committee

3.8.3. Management Committee:  Product Planning & Development Committee  Quality Control & Research Committee  Production & Inventory Management Committee


 Export Promotion Committee

HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE MANAGEMENT “Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function.” "Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise" The concepts and techniques need to carry out the “people” or personal aspects of management job are:• Conducting job analyses (determining the nature of each employee’s job) • Planning labor needs and recruiting job candidates • Selecting job candidates


• • • • • • •

Orienting and training new employees Managing wages and salaries (compensating employees) Providing incentives and benefits Appraising performance Communicating (interviewing, counseling, disciplining) Training and developing managers Building employee commitment

HR Policy The long-term success of the Company depends on its capacity to attract, retain and develop employees able to ensure its growth on a continuing basis. This is a primary responsibility for all managers. The JTL policy is to hire staff with personal attitudes and professional skills enabling them to develop a long-term relationship with the Company. Therefore the potential for professional development is an essential standard for recruitment. Each new member joining JTL is to become a participant in developing a sustainable quality culture which implies a commitment to the organization and a sense for continuous improvement leaving no room for complacency. Therefore, and in view of the importance of these JTL values, special attention will be paid to the matching between a candidate's values and the Company culture. 4.1. Focus of HRM Department The HRM focus should always be maintaining and, ideally, expanding the customer base while maintaining, and ideally, maximizing profit. HRM has a whole lot to do with this focus regardless of the size of the business, or the products or services you are trying to sell. HRM is involved in managing the human resources with a focus on expanding customer base that gives profit to the company. The bottom line of the company is the focus of the HRM department as well as the function.

Manager HR & Finance

Mr. Usman Tahir Sr.Mgr. HR services

Belal Hossen Shamim

Md. Amir Rizvi Mgr. Recruitment

Fig: Human Resource Department. 4.2. RESPONSBILITIES OF HR OFFICER:

Manager Admin & Logistic Officer


Following are the responsibilities of HR Officer in JTL.  Recruitment And Selection  Policy Making  Training  Labor relation  Employee relation  Job analysis  Job design  Selection  Development  Incentives  Benefits  Reward Systems and Compliance  Retention Program  Improve Working Relation Of Employees 4.3. HRM Management Responding To Changing Environment: JTL HRM Management is responding to changing environment by  Follow Customers Needs  Adopt Continuous Changes  Decentralized Organization 4.4. COMPETITIVE ADVANTAGES: JTL has following competitive advantages over its competitors:  Strong Pay Structure  Retention Program  Select People From Top Universities 4.5. Major Trends Affecting HRM  Increased globalization of the economy.  Technological changes and environmental changes.  The need to be flexible in response to business changes.  Increase in litigation related to HRM.  Changing characteristics of the workforce.


HR PRACTICES IN JUST TECH LMITED LIMITED 5.1. Human resource planning JTL have a personal and administrative Department. JTL is one of the middle level employers in Bangladesh. For the employees there are systematic in house training in home and field. To motivate the employees, along with salary and benefits the company provides various facilities like free meals, free transportation. A production and accommodation facility includes full time supply of safe drinking water, adequate lighting and ventilation facilities from sheet. 5.2. Recruitment and Selection process in JTL. Recruitment is the process through which the organization seeks applicants for potential employment. Selection refers to the process by which it attempts to identify applicants with the necessary knowledge, skills, abilities and other characteristics that will help the company achieve its goals, companies engaging in different strategies need different types and numbers of employees. The strategy a company is pursuing will have a direct impact on the types of employees that it seeks to recruit and selection. 5.3. Source of recruitment There are two kinds of source JTL uses for recruitment .They are 5.3.1. Internal source. 5.3.2. External source. I try to discuss all relative sources which are used for recruitment in JTL. 5.3.1. Internal source JTL thinks that current employees are a major source of recruits for all but entry-level positions. Whether for promotions or for ‘Lateral’ job transfers, internal candidates already know the informal organization and have detailed information about its formal policies and procedures. Promotions and transfer are typically decided by operating managers with little involvement by HR department.


5.3.1. (A) Job-posting programs HR departments become involved when internal job openings are publicized to employees through job positioning programs, which informs employees about opening and required qualifications and invite qualify employees to apply. The notices usually are posted on company bulletin boards. Qualification and other facts typically are drawn from the job analysis information. The purpose of job posting is to encourage employees to seek promotion and transfers the help the HR department fill internal opening and meet employee’s personal objectives. Not all jobs openings are posted .Besides entry level positions, senior management and top stuff positions may be filled by merit or with external recruiting. Job posting is most common for lower level clerical, technical and supervisory positions. 5.3.1(B) Departing Employees An often overlooked source of recruiters consists of departing employees. Many employees leave because they can no longer work the traditional 40 hours work week. School, child care needs and other commitments are the common reason. Some might gladly stay if they could rearrange their hours of work or their responsibilities .Instead, they quit when a transfer to a part-time job may retain their valuable skill and training. Even if part-time work is not a solution, a temporary leave of absence may satisfy the employee and some future recruiting need of the employer. 5.3.2. External source When job opening cannot be filled internally, the HR department of JTL must look outside the organization for applicants. We discuss all the external source of recruitment at bellow: 5.3.2(A) Walk-ins and Write-ins: Walk-ins are some seekers who arrived at the HR department of JTL in search of a job; Write-ins are those who send a written enquire .both groups normally are ask to complete and application blank to determine their interest and abilities. Usable application is kept in an active file until a suitable opening occurs or until an application is too old to be considered valid, usually six months. 5.3.2(B) Employee referrals: Employees may refer job seekers to the HR department .Employee referrals have several advantages .Employees with hard to find job skill may no others who do the same work. Employee’s referrals are excellent and legal recruitment technique, but they tend to maintain the status quo of the work force in term of raise, religions, sex and other characteristics, possibly leading to charges of discrimination. 5.3.2(C) Advertising Want ads describe the job and the benefits, identify the employer, and tell those who are interested how to apply .They are most familiar form of employment advertising. For highly specialist requites, ads may be placed in professional journal or out of town newspaper in areas with high concentration of the desired skills. 5.3.2(D) Employment Agencies. Many organizations get the information about the prospective candidates through employment agencies. In our country, two types of employment agencies are operating. ďƒź Public Employment Agencies:


There are employment exchanges run by the government almost in all districts. The employment seekers get themselves registered with these exchanges. Normally, such exchanges provide candidates for lower positions like semi-skilled and skilled workers, and lower-level operatives like clerks, junior supervisors, etc.  Private Employment Agencies: There are many consultancy and employment agencies like ABC Consultants, A.F. Ferguson and Company, Personnel and Productivity Services, S.B. Billimoria and Company, etc., which provide employment services particularly for selecting higher level and middle level executives. 5.3.2(D) Internet Now today nobody thinks anything without internet. So Just Tech Limited give their advertise at internet. Example: I. WWW.bdjobs.com II. www.square.bd.com III. www.prothomalojobs.com 5.3.2(E) Selection process  Selection refers to the process of offering job to one or more applicants from the applications.  Selection process varies according to organisation.  Most organizations use more than one selection device to gather information about applicants. Less expensive devices such as application blanks and some written tests tend to be used for initial screen of large numbers of applicants.  More costly procedures such as interviews and assessment centres are used later in the process for candidates that have passes the earlier assessment.  HR department takes responsibility for first few steps.  Then one or more managers or supervisors interview the short-listed candidates.  Next choose the candidates from among the short-listed candidates.  Reference checks.  Offers are made.  Medical examinations are completed.  Hiring is finalized. 5.4. Training and Development program of JTL Training is a process of learning a sequence of programmed behavior. it is application of knowledge. It gives people an awareness of the rules procedures to guide their behavior. It attempts to improve their performance on the current job or prepare them for an intended job. Development is a related process. It covers not only those activities which improve job performance but also those which bring growth of the personality; help individuals to the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better men and women. In organizational terms, it is intended to equip person to earn promotion and hold greater responsibility. BATCH TRAINEES All employees selected through this process, have to first complete a probation period before given a complete status of a JTL employee. The major benefit of this procedure is that JTL


can employee a large number of employees at a lower cost. The procedure for accepting a batch trainee is as follows: “The process of teaching new employee the basic skills they need to perform their jobs.” Basic Steps in Training: Following are the basic steps in training employees in JTL:  Need Analysis  Instructional Design  Validation  Implementation  Evaluation and follow up  Training Mangers and faculty is hired for training purposes.  Training Mangers are in their respective head offices There are many types of method practices in JTL. We discuss that method at bellow: 5.4.1. On the job training On the job training is a training that shows the employee how to perform the job and allows him or her to do it under the trainer’s supervision on the job training is normally given by a senior employee or a manager like senior executive or a manager. The employee is shown how to perform the job and allowed to do it under the trainer’s supervision. 5.4.2. Job rotation Job rotation is a training that requires an individual to teach several different some in a work unit or department and performer each job for a specified time period. In job rotation, individuals learn several different jobs within a work unit or department. One main advantages of job rotation is that it makes flexibilities possible in the department. When one employee like junior executive absence another executive can easily perform the job. 5.4.3. Apprenticeship training Apprenticeship training provides beginning worker with comprehensive training in the practical and theoretical expect of work required in a highly skilled occupation. Apprenticeship program combined of the job and classroom training to prepare worker for more than one hundred occupation such as computer operator. 5.4.4. Classroom training Classroom training is conducted off the job and probably the most familiar training method. It is an effective means of imparting information quickly to large groups with limited or no knowledge of subject being presented. It is useful for teaching factual material, concepts principle other theories .portion of orientation programs, some expects of apprenticeship training and safety programs are usually presented utilizing some form of classroom instruction. More frequently however, classroom instruction is used for technical, professional and managerial employee. 5.5. Length of selected apprenticeship courses of JTL. SL

Occupation

1 2 2

Project Manager Legal advisor Acquisition Executive

Length (months) 5 5 3


5.6. Development of the human resources The long term development of human resources as distinct from training for a specific job is of growing concern to HR departments of JTL. Throw the development of current employees the department reduces the company’s dependents on hiring new workers .if employees are developed properly the job openings found throw HR planning are more likely to be filled internally promotions and transfers also show employees that they have a career not just a job. The employee benefits from increased continuity in operations and from employees who fail a greater commitment. HR department is also an effective way to meets several challenges including employee obsolescence, international and domestic diversity, technical challenges. Affirmative action and employee turnover. By meeting these challenges the department can, maintain an effective workforce. 5.7, Steps in the Evaluation of training and development Evaluation criteria > pretest > trained or developedWorkers > posttest > transfer to the job > follow-up studies.

PERFORMANCE APPRAISAL PERFORMANCE APPRAISAL


Performance appraisal is the process of assessing employee’s past performance, primarily for reward, promotion and staff development purposes. “Performance appraisal (is) a process that identifies, evaluates and develops employee performance to meet employee and organizational goals” Performance Appraisal doesn’t necessarily use to blame or to provide a disciplinary action. Previous management theories used to view performance appraisal as a stick that management has introduced to beat people. Performance appraisals are now more clarified and they concentrate on developing organizational strengths and employee performance.


Fig: Performance Appraisal Process. 6.1. APPRAISAL METHOD AT JTL. The Appraisal Methods at JTL are 1. Self Appraisal Method  Ratting  Evaluation 2. Problems During Appraisal  Unfair Assessment (Bias) 6.2. BEHAVIOR APPRAISAL In this service oriented industry behavior is as important as performance on job. To manage behaviors and appraise company has devised a managing behavior system to evaluate their core values. Each employee in such a system is rated against the behavior performance achieved, against the required benchmark applicable, depending on the Job Grade. 6.3. PERFORMANCE STANDARDS AT JTL JTL Has laid down the following Performance Standards:  Demonstrates Commitment  Aligns Activities  Promotes JTL Long Term Objectives 6.4. MANAGING CAREER & FAIR TREATEMENT In JTL, Managing Career & Fair Treatment is based on: Promotion Decision  How To Handle Transfer  Communication at JTL.  Manage Dismissals 6.5. PAY PLANS & INCENTIVES AT JTL. Pay Plans: Pay plans JTL are establish on the basis of job ratings. All jobs are ranked from top to bottom, on the bases of compensable factor. Employee with higher rank gets highest pay and incentives. Compensation Plans for Employees: In JTL compensation plan for employees includes:  Basic Salary  Bonuses  Medical Facilities  Allowances


Incentive Plans: In JTL, incentive are provided to  Managers and Executives  Middle and Lower Level Employees 6.5. EMPLOYEE BENEFIT & SERVICES The employee benefits & services provided by JTL are  Health & Life Insurance  Paid Annual Vacations, Leaves, Holidays  Health Insurance Of Parents  Pension & Provident Fund  Discount On Company Products  Annual Bonuses  Educational Plans  Social Events  Customized Services  Creative, Learning & Healthy Environment  Highly Qualified, Experienced & Committed Staff  Profit & Gain Sharing Plans Financial Benefits: The financial benefits provided by JTL to its employees are Severance – Pay Severance Pay is given according to 1. Policy 2. Give Full & Final Settlement 3. Half Salary As A Complementary (Optional) Supplemental Unemployment Benefits Supplemental Unemployment Benefits are given 1. During Annual Routine Audits 2. Other Privileges Insurance Benefits: JTL gives insurance benefits on  Worker’s Compensation  Complete Life Insurance  Hospitalization & Medical Insurance Other Benefits: Other benefits provided by JTL to its employees are  Pregnancy Compensation  2 – Bonuses For Each Employee  Faster Promotion  Staff Suggestion Scheme  Family Community Concept  Salary Of Own Choice  Job Rotation Facility  Prizes & Gifts


   

Refreshment Packages Short Courses & Trainings + Training Material Traveling & Stay Allowances Communication Benefits

Retirement Benefits: JTL gives retirement benefits on the basis of  Age  Pension Plans  Provident Fund Facility  Early Retirement Window  No-golden Offerings & Defined Contrib. Plan  No-social Security & Deferred Profit Sharing Services Benefits: Following services benefits are provide JTL to the employees:  Introduction Of MENTORS (HR – REPRESENTATIVE)  Counseling Services – Financial, Career, Job-placement, Grievances  Lunch & Learn Program  Employee Transportation  Educational & Training Subsidies  Flexible Benefits Programs (Few-limitations)  No-subsidized Child & Elder Care EMPLOYEE SAFETY & HEALTH CONTRIBUTION JTL is  Strict About Occupational Safety Laws  Obeying The OSHA – Standards  Major Responsibility – Br. Manager  Routine Safety Audits  Inspection & Citations By Head Branch  Managing Proper Responsibilities & Rights Of  Both Employer & Employee Avoiding the Causes of Accidents: JTL’s management plays an important role in avoiding the three causes of accidents  Unsafe conditions  Unsafe acts  Accident prone people 6.6. HEALTH PROBLEMS & REMIEDIES Following are the steps that taken by JTL‘s HR Department to solve the health problems in the organization and make possible remedial changes  Smoke Free Environment  Role Of Mentors ; Regarding  Job-stress , Burn-out , Health Conditions  Remedies For VDTS & Other Tools  Vaccinations & Health Treatments


Other Precautionary Measures: Other precautionary measures taken by JTL for the safety of employees are 1. Personalized Attention To Employees 2. Angry Employees Management 3. Temporary Stop The Working 4. Counseling 5. Real Root Problem 6. Use Of Personal Skills 7. Professional Attitude Adopted 6.7. Purpose of Performance Appraisal in JTL  To review past performance  To assess training needs  To help develop individuals  To audit the skills within an organization  To set targets for future performance  To identify potential for promotion  To provide legal & formal justification for employment decision  To diagnose the hidden problems of an organization

Employee relation & Job Analysis


7.1. Employee relation Employers and employees each have their own sets of needs and values, and successful relationship between these two sides requires that some sort of balance be struck. This balance often takes the form of a psychological contract, an understood agreement between employer and employees that defines the work relationship. This contract with or without support of a formal collective bargaining, agreement influence the outcome achieve by each side. JTL the various into three channel categories those are  Employee safety  Employee health  Employee working condition. 7.1.1 Employee safety Just Tech Limited provides the employee safety .It ensure the all kinds of job safety such as insurance of each employee not this it provide insurance to the labor. 7.1.2. Employee health Free medical checkup, provide health care and also provide necessary medical facilities for each employee. 7.1.3. Employee working condition The working condition of employee is very hygienic 7.2. Job analysis The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. Job Analysis includes: 7.2.1. Job Description Job description is a written statement that defines the duties, relationships and results expected of anyone in the job. Typically it includes  Job Title  Date  Title of immediate supervisor  Statement of the Purpose of the Job  Primary Responsibilities  List of Typical Duties and Responsibilities


 General Information related to the job  training requirements  tool use  transportation  Signature of the person who has prepared the job description 7.2.2. Job Specification Job Specification is an analysis of the kind of person it takes to do the job, that is to say, it lists the qualifications.    

Degree of education Desirable amount of previous experience in similar work Specific Skills required Health Considerations

7.2.3. The Process of Job Analysis Step 1- Determine the purpose for conducting the job analysis: To determine the scope of any job analysis effort, an organization must first decide ---- What it hopes to accomplish with the job analysis data.  IT must then identify the jobs or work processes that to include in the analysis program. Step-2: Determining Which Jobs to Analyze  Which types of jobs, the number of jobs, and the geographic dispersion of jobs are important for determining the specific method of job analysis used? For example, one way to collect job information is to observe employees actually performing the jobs. Step-3: Explain the process to employees and determine their level of involvement  The purpose of conducting a job analysis should not be kept from the employees and managers. They should be informed of who will be conducting the analysis, why the job analysis is needed, who to contact if they have questions or concerns, the schedule or timetable of events, and their role in the job analysis. Step-4: Method of Collecting Job Analysis Information There are two methods of collecting Job Analysis Information: Interviews  Observation INTERVIEWS “A procedure designed to obtain information from a person through oral responses to oral inquiries” Who Conducts Interview? “Interviews are taken by the branch HR head responsible for recruitment and selection” Types of Interviews Taken:  Structured interview only  Structured Sequential Interviews  Panel Interview Criteria for Selecting Candidates:


Following is the criteria for selecting candidates in JTL based on:  Communication Skills  Present Personality Educational Background (etc.) INTERVIEW QUESTIONS  Why Should I Hire You?  Why Do You Want To Work For Us?  What’s Your Great Strength?  What’s Your Great Weakness?  From Us? Step-5: Process the job analysis information  Once the job analysis information has been collected, it is important to place it into a form that will be useful to managers an HR department.  Job analyst must prepare a report  The purpose and scope of the project  A summary of the specific methods used and why they were used  An explanation of the analyses conducted  What information they provided  A strategy as to how the information gained from the project can be used in the future  The report should be written form Step-6: Review and update frequently  Since jobs are dynamic, the information collected about a job today may not accurately represent the job 5 years from now  Thus data must be up-dated periodically to incorporate job changes Uses of job analysis data  Job evaluation: Specify relative value of each job in the organization. Used to design equitable compensation program.  Recruitment, selection, and placement  Labor and human resource relations  Utilizing human resources  Training and development The supervisor or HR specialist of Just Tech Limited normally collects one of the following types of information: Work activities First he or she collects information about the job actual work activities such as marketing, Execution & production. This list also include how, why and when the worker performance each activity. Education and qualification Collects the information about education background and qualification. Experience Experience must be needed for any job in JTL.


Sample of job analysis of JTL Legal Acquisition Manager Qualification Musters/Bachelor in any Discipline Musters/Bachelor in Law discipline will be given preference Must have at least 5 years practical experience in similar position in any Survey Firm. Site Acquisition Executive Qualification Bachelor/Diploma in any subject preferably Science. Bachelor/diploma in Civil, EEE, Architecture or related discipline will be given preference Must have at least 3 years practical experience in similar position in any Survey Firm. Office Executive Qualification Bachelor in any subject preferably commerce. Bachelor in management or Accounting discipline will be given preference Must have at least 3 years practical experience in similar position in any company. Experience and skill for all above jobs: Candidate must have experience to work with world reputed Telecommunication Company. Good writing and communication both in Bengali and English Should be capable of making QA reports on daily basis Computer literacy in MS word, Excel, e-mail etc.

Job Design


JOB DESIGN Job design is the process of structuring work and designating the specific work activates of an individual or group of individuals to achieve certain organizational objectives. The job design can generally be divided into three phases: 1. The specification of individual task. 2. The specification of the method of performing each task. 3. The combination of individual tasks into specific job to be assign to individual. 8.1. Organizational considerations for job design Effectiveness In the context of job design, to remain effective, organizations may have to redefine jobs, monitoring, and using technology so that the firm can even compete against giant rivals. Efficiency Maximum outputs through minimum inputs of time, effort and other resources. In the context of job design, efficiency in time, effort, labor costs, and training should be done accordingly. Technological Considerations Task Interdependence The dependence of one task from another is task dependence. In this context, the task interdependence can be high or low depending on the product or service. Technical constraints Scarcity of machines is constraints, which in turn leads to the increase and decrease of production. Ergonomic constraints Greek word where Ergo = Work & Nomo’s = Laws, i.e. Laws of work. Optimal productivity requires a relationship between the worker and the work, thus designing a job needs this consideration. 8.1.1. Employee considerations Skill variety Variety refers to the use of different skills and talents to complete an array of work tasks and activities. Autonomy Autonomy refers to the freedom and independence to plan and schedule the work and determine the procedures used to carry it out.


Task identity Task identity means doing something from beginning to end rather than just part of it. Task significance It is the degree to which a job has substantial impact on an organization. Feedback Feedback is the degree to which employees can tell how well they are doing based on information from the job. 8.1.2. Environmental considerations Social expectations In designing jobs, the surrounding social expectations must be considered to avoid possible worker dissatisfaction. Workforce availability Job requirements should be balanced against the availability of the people who are required to do the work. Work practices Work practices are set methods of performing work. These methods may arise from tradition or the collective wishes of employees. 8.2. Incentives Compensation fluctuates according to  A pre-established formula  Individual or group goals because group goals are different from individual goals  Company earnings Incentives adds to base pay It controls costs because the employee is being paid for his/her extra effort and for the benefits brought to the organization. Motivates employees Incentive Pay Categories Individual Group Company-wide 8.2.1. Individual incentive plans  Quantity of work output (How many units produced)  Quality of work output (What was the quality of the product or service being produced or served)  Monthly sales (How much sales was generated)  Work safety record (How many hazard or errors are being reduced.  Work attendance (If the absent is reduced or attendance is good) Individual Incentive Plans (Piecework plans)  Awards based on individual  production vs. company standards


 Awards based on individual  performance standards using Quantity and / or quality goals Advantages and disadvantages of Individual Incentive Plan  Advantages – Helps relate pay to performance – Promotes equitable distribution of compensation – Helps retain best performers – Compatible with individualistic cultures and societies  Disadvantages – May promote inflexibility  – Unrealistic standards may hamper employee motivation  – Setting performance standards is time consuming  – Factors beyond employee’s control may affect outcomes – Factors not rewarded may be overlooked 8.2.2. Group Incentive Performance Measures Group incentive plans

– Customer satisfaction – Labor cost savings – Materials cost savings – Reduction in accidents – Services cost savings Company-Wide Performance Measures Company-wide incentive plans – Company profits – Cost containment/prevention – Market share Group Incentive Plans Rewards employees for their collective performance Group incentive use has increased in industry 2 types Team - based or small group Gain sharing Company-Wide Incentive Plans


Rewards employees when company meets performance standards 2 Types Profit sharing plans Employee stock option plans 8.2.3. Competitive Strategies Lowest - cost – Lower output costs per employee – Individual & group incentive plans – Behavioral encouragement plans Differentiation – Unique product or services – Creative, risk - taking employees – Long - term focus – Team - based incentives 8.2.4. Required Benefits of JTL. Employee benefits & services were formerly known as fringe benefits and these benefits were primarily the in-kind payments employees receive in addition to payments in the form of money. In addition to paying employees fairly and adequately for their contributions in the performance of their jobs, organizations assume a social obligation for the welfare of employees and their dependents. Employees benefits are usually inherent components of the non-compensation system are made available to employees that provide:  Protection in case of health & accident  Income upon retirement & termination these benefits are components that contribute to the welfare of the employee by filling some kind of demand. 8.2.5. Legally required benefits of JTL.  Social Security  Social security benefits include the general benefits like unemployment insurance & benefits, old age insurance, and Medicare facilities.

 Workers’ Compensation  Worker’s compensation includes the compensation when an employee becomes injured or disable due to extreme working conditions or while working at the job site.  Family & Medical Leave  Family leave includes the compensation continuation during the family leave such as maternity or paternity leave and other family leave. 8.2.6. Medicare


Depends on the country’s policy, Medicare facilities are generally government services to citizens. Organizations add some value to Medicare facilities. In some countries Medicare is financed together by employees’ tax, employers and the government. Provided insurance coverage for  Hospitalization - Covers inpatient & outpatient hospital care & services.  Major Doctor bills – Charges of visiting a doctor or specialist.  Prescription drug costs.  Provides unlimited in-home care in certain situations. 8.2.7. Workers’ Compensation Workers’ compensation is a legally required benefit is included in the compulsory disability laws of many countries. Mostly, employer is seen liable regardless of the fault.  Objectives of Workers’ compensation  Provide income & medical benefits  Reduce litigation  Eliminate legal fees & time  Encourage employer safety  Promote accident study & avoidance  Workers’ compensation claims – Injury – Occupational disease – Death  Workers’ compensation benefits  – Medical services  – Disability income  – Death benefits 8.2.8. Discretionary Benefits  Discretionary benefits are judgment based benefits that the organization provides to its employees. These benefits are not legally required benefits but enhance organizational culture and corporate image.  Benefits include:  – Protection programs  – Pay for time not worked  – Other services 8.2.9. Pay for time not worked  Holidays  Vacations  Funeral leave  Marriage leave


     

Sick leave Stress leave Blood donation or welfare work Personal leave Sabbatical leave/ For Muslims, leave after death Other religious leaves such as pilgrimage or preaching

SWOT ANALYSIS SWOT analysis is a strategic planning method used to evaluate the Strengths, Weaknesses, Opportunities, and Threats involved in a project or in a business venture. It involves specifying the objective of the business venture or project and identifying the internal and external factors that are favorable and unfavorable to achieve that objective. A SWOT analysis must first start with defining a desired end state or objective. A SWOT analysis may be incorporated into the strategic planning model. Strategic Planning, including SWOT and Scan the analysis has been the subject of much research. Strengths: attributes of the person or company that is helpful to achieving the objective(s).  Weaknesses: attributes of the person or company that is harmful to achieving the objective(s).  Opportunities: external conditions that is helpful to achieving the objective(s).  Threats: external conditions which could do damage to the objective(s). 


Identification of SWOTs is essential because subsequent steps in the process of planning for achievement of the selected objective may be derived from the SWOTs. First, the decision makers have to determine whether the objective is attainable, given the SWOTs. If the objective is NOT attainable a different objective must be selected and the process repeated. The SWOT analysis is often used in academia to highlight and identify strengths, weaknesses, opportunities and threats. It is particularly helpful in identifying areas for development. SWOT Analysis Framework Environmental Scan Internal Analysis

External analysis

Strengths Weaknesses Opportunities Threats

SWOT matrix Strengths A firm's strengths are its resources and capabilities that can be used as a basis for developing a competitive advantage. Examples of such strengths include:  patents  strong brand names  good reputation among customers  cost advantages from proprietary know-how  exclusive access to high grade natural resources  favorable access to distribution networks Weaknesses The absence of certain strengths may be viewed as a weakness. For example, each of the following may be considered weaknesses:  lack of patent protection  a weak brand name  poor reputation among customers  high cost structure  lack of access to the best natural resources  lack of access to key distribution channels In some cases, a weakness may be the flip side of strength. Take the case in which a firm has a large amount of manufacturing capacity. While this capacity may be considered a strength that competitors do not share, it also may be a considered a weakness if the large investment in manufacturing capacity prevents the firm from reacting quickly to changes in the strategic environment. Opportunities


The external environmental analysis may reveal certain new opportunities for profit and growth. Some examples of such opportunities include:  an unfulfilled customer need  arrival of new technologies  loosening of regulations  removal of international trade barriers Threats Changes in the external environmental also may present threats to the firm. Some examples of such threats include:  shifts in consumer tastes away from the firm's products  emergence of substitute products  new regulations  increased trade barriers The SWOT Matrix A firm should not necessarily pursue the more lucrative opportunities. Rather, it may have a better chance at developing a competitive advantage by identifying a fit between the firm's strengths and upcoming opportunities. In some cases, the firm can overcome a weakness in order to prepare itself to pursue a compelling opportunity. To develop strategies that take into account the SWOT profile, a matrix of these factors can be constructed. The SWOT matrix (also known as a TOWS Matrix) is shown below: SWOT / TOWS Matrix Strengths Opportunities Threats

Weaknesses

S-O strategies W-O strategies S-T strategies W-T strategies

S-O strategies pursue opportunities that are a good fit to the company's strengths. W-O strategies overcome weaknesses to pursue opportunities. S-T strategies identify ways that the firm can use its strengths to reduce its vulnerability to external threats.  W-T strategies establish a defensive plan to prevent the firm's weaknesses from making it highly susceptible to external threats. SWOT analysis means the analysis of strength, weakness, opportunity and threats.   

Findings and Analysis a) JTL Beliefs, in present competitive and dynamic environment human resource department are the most valuable department than the others. b) They consider their skilled people as asserts for their organization. c) JTL committed to draw the most talented and dynamic professionals from the available candidates.


d) JTL follows both the internal and external sources of recruitment. e) Training and development programs of JTL include orientations, and socializations activities to inform employees about policies and procedures. f) JTL try to develop their employee with future advancement and educate them in jobs kills. g) For job analysis JTL consider several common uses such as- job definition, job re-design, orientation, socialization, carrier counseling, employee safety, performance appraisal and compensation. h) JTL designs their job in such way, which is the right person at the right place at the right time to achieve their objectives and goals. i) JTL follows the Ranking and the Classification method for evaluating the job. j) For evaluating the performance appraisal JTL mostly follows the rating scale method. k) Taking constructive steps they are trying to develop the skills of the human resource pool. l) Their human resource department (HRD) trusts in team work and respect each other. Recommendations JTL is a highly professionally managed organization in where safety leads improved productivity, so JTL need to provide the employee more quality work life as well as more attractive environment for working. They should keep the work environment sound and healthy for the employee to work in their own environment. Employee’s satisfaction needs to be increased by maintaining the company policy efficiently to get maximum productivity through employees’ satisfaction. Though the company has loss in different sector, above all it makes profit in the current year but it need to prevention of loss by adopting effective technology and continuous development of human resource management. JTL is a Telecommunication Networking company so for the responsibility of the society it needs to completely obey the national law and order of the Government. CONCLUSION HRM managers at Just Tech Limited are performing a great job as far it is concerned, motivating them and looking after them. Along with the other managers and employees. HRM managers are also doing a great job in achieving company goals and objectives. There is a very calm and friendly atmosphere at JTL because of the HRM department and their policies for keeping their employees happy, productive and efficient. REFERENCES: Company main profile collected from Managing Director. Marketing Research (5th edition) Naresh k.Malhotra. http://www.managementstudyguide.com/scope-of-human-resource-management.htm http://www.ericsson.com/ourportfolio/products/microwave-networks?nav= http://download-reports.blogspot.com http://www.scribd.com/doc/14343825/Human-Resource-Management-Practices-ofBangladesh-A-Case-Study-on-Orion-Infusion-Limited-OIL http://www.marketingprofs.com/Tutorials/Overview.asp Anthony, William, P. and Others, (2003), “Strategic Human Resource Management”, (6th edition), McGraw-Hill Book Company, Boston, USA-2003.pp


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