HUMAN RESOURCE MANAGEMENT PLANINNG IN COMPANY OF

LETIBOM (PVT) LTD

A Project Report

Prepared By

M. A. N. Costa

AC/CL/01/31

Advanced Certificate Course in Human Resource Management

January, 2021

CHARTERED INSTITUTE OF PERSONNEL MANAGEMENT SRI LANKA

Contents
Acknowledgement 2

Executive Summary 2

Introduction of the Organization 3

The objective of the Organization 3

Organizational Structure 3

The objective of the Study 4

Methodology 4

Review of literature 5

Recruitment, Selection, Induction & Placement 6

Training and Development 8

Reward Management 9

Performance Management 10

Introduction about Digitalization 11

Recommendation 12

References 12

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Acknowledgement

I would like to express my sincere gratitude to CIPM and the Board of Lectures of
Advanced Certificate of Human Resource Management who gave me the valuable
opportunity to do this project on the key result areas of Human Resource Management. It
was very interesting, and I was able to learn about so many new things.

Then I would also like to thank my parents and colleagues who helped me a lot in
completing this project.

When I was collecting information, an HR Executive and an Engineer helped me very

much. Without their guidance and persistent help, this paper would not have been possible.
I owe my deepest gratitude to all the employees in Letibom (PVT) Ltd who helped me a
lot.

Executive Summary

This project defines some areas of HR Management such as Recruitment and selection
process, Reward management, Learning and development, Performance management, and
Uses of digitalization. The main focus was to learn how the process of HR Management is
carried out within an organization. The Organization chosen was Letibom (PVT) Ltd one
of Sri Lanka’s Leading Telecommunication Service Provider.

The inquiries were made through the respective managers regarding the methods available
to them with analyzing, interviewing and collecting data. According to the information
provided by Letibom (PVT) Ltd HR Department, it's clear that due to their well-planned
Human Resource management they were able to achieve great success.

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Introduction of the Organization
Company Name : Letibom (PVT) Ltd

It's Sri Lanka’s National Mobile Service Provider and country's second-largest mobile
network operator with over 9 million subscribers. The company offers mobile telephony
services, high-speed broadband, Enterprise Solutions, IDD Services, Mobile Money
(mCash), and a host of Value-Added Services. More than 3000 employees work here.
It has continuously introduced new services and trends to the Sri Lankan community. A
brand that consumers readily recognize, trust, and accept.

The objective of the Organization

Vision - To lead Sri Lanka towards an info-com and knowledge-rich society through
our service offerings

“Every employee has a role to play in our vision to lead, helping us to focus our efforts and
remain a truly dynamic and successful organization.”

Mission - To Care, Share & Deliver

“These are the 3 key ingredients in our relationship with our Shareholders, Employees, and
Customers. Committing to these 3 principles as an individual and as a team and by regularly
practicing them as an organization, we can truly achieve our vision to lead.”

Organizational Structure

CEO

Human Administration & Customer Engineering & Information Risk

Marketing Sales Finance
Resource Procurement Care Operation System Management

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The objective of the Study
● Identify the organizational structure and the process.
● Identify the organization’s requirements, selection, placement & induction method.
● Identify the organization’s reward management procedures.
● Identify the organization’s learning and development types and processes.
● Identify the performance management procedures in the organization.
● Identify how digitalization has impacted business and HRM activities
● Identify the strengths and weaknesses of the organization and Give effective
solutions for organizational weakness.

Methodology
The methods I used to collect data can be categorized as follows.

Primary data Collections - Observations, Interviews, personal contacts and collect data by
informal discussions and questionnaires, In-depth connection with Human Resources and
Information Technology department, further informal interviews with selected employees.

Secondary Data Collection - Company Annual Reports, other publications about the
company, HR systems, Internet, Company’s Official website, Related websites and
Company LinkedIn Page.

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Review of literature

I wanted to find out the main key result areas of Human Resource Management in Letibom
(PVT) Ltd. After long consideration, I selected five areas for this project.

I selected Recruitment and Selection Process, Training and development procedure,

Performance Review, Reward Offerings, and Digitalization Implementation in this
company. In these areas an organization gains competitive advantage by using its people
effectively, drawing on their expertise and ingenuity to meet clearly defined objectives.
Human resource management is aimed at recruiting capable, flexible and committed
people, managing and rewarding their performance and developing key competencies.
Here I described the Importance of these All areas Details and Procedures. Human
resources are uniquely important to sustained business success.

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Recruitment, Selection, Induction & Placement
Then I am going to describe the Recruitment, Selection, Induction & Placement process in
this Company.

Recruitment
Employees are the most valuable resource in an organization. Recruitment is the process
of searching for prospective employees. It arises due to the scarcity of people in the
organization. I was able to discover two basic types of recruitment in the Organization.

Internal recruitment methods – Job rotation and transfer Offering (some employees rotate
to another job, another section or another branch), Promotions (given the high performance
of employees on each year), HRIS

External Recruitment Methods - Media Advertisements, Job Recruiting Websites (topjobs,

XpressJobs) Social Media job posts on Facebook and LinkedIn Management Consultants,
Career Fairs, Walk-in Interviews, and University Industrial Training.

Name of Vacancy Recruitment Type

Associate Data Engineer External – Career fair

HR System Executive External- Internet

Quality Assurance Engineer Internal - Promotion
External- University Industrial Training
Customer Experience Executive External - Internet
Trainee Executive External- Walk in Interview

Selection
It's a process of selecting the most appropriate candidate for a particular job. Letibom has
a great selection process.

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Selection Process in Letibom (PVT) Ltd
Application Employment Employment Reference Final
arrangement Interview test Checking Selection
and listing
First Panel 1.Written test (then give
(using Job Interview. then appointment
Description structured 2. Medical letters)
and interview by test
Specification) HR

Here I gathered information using 5 employees in the Letibom.

Name Written Panel Structured Reference Medical Final
Exam Interview Interview Checking Test Selection
Associate Data Engineer Yes Yes Yes Yes Yes Yes
HR System Executive Yes Yes Yes Yes Yes Yes
Quality Assurance Yes Yes Yes Yes Yes Yes
Engineer
Cust. Service Executive Yes Yes Yes Yes Yes Yes
Trainee Executive No No Yes Yes No Yes

Induction
The process which a new employee is integrated into the Organization, learning about its
corporate culture, policies, procedures, and the specifics of their new job.

Placement
It's a process of assigning a specific job to each of the selected candidates.

● After a long process, the company decides to sign a contract of employment with
the employee. It's about legal Connectivity between employees and the
organization.

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Training and Development
It’s the process of acquiring and developing knowledge, skills, capabilities, behaviours,
and attitudes through learning and development experiences. Training is based on the
current needs of the employee and the organization. Development is focusing on the future
needs of the business. The mission of these programs is to facilitate career development.
the Company Provides different types of training programs to their employees as explained
below.

❖ First, identify training needs using actual Performance / expected Performance level in
organizational and individual Sides through the following methods.
● Performance Review, Questionnaires, Observation with Supervisor and Line
Managers, Suggestion of individual employees.

❖ As the Second Step, Plan Training and Development Programs.

Training and Development Programs offered by Letibom
● Job-Related Training - give the competency level of the Job to related employees.
● External Training – conducted by a professional (local and overseas program)
● Other Programs (Seminars, Conference, Workshops)
i) Example: Microsoft Product Training and other Software product training and
Workshops for IT department Employees using E-Learning Platforms /
Overseas Training
● Soft Skills Training – to grow and achieve individual personal development
● On the job training – Job rotations, Internships, Industrial Training
● Executive Development Program – offer for executive cadre to develop their skills.
● Management Development Program – include the grooming and etiquette sessions,
persuasive presentation skills, and executive coaching.
● Learning and Development Awards
❖ As the Third, deliver training Programs.
❖ At the End, Evaluate the training programs - measuring learner’s performance and
delivery after attending to the training program. Then Completed Evaluation form in

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 soft copy format will be handed over to the HR Department and employees request to
evaluate the program. Evaluate using Training evaluation formats and (KPI).

Reward Management
The reward is an incentive plan to boost the desirable behaviour of workers in return for
their service to the organization.
Letibom offers financial and non-financial rewards. Financial rewards can be provided to
satisfy the monetary and future security needs of individuals. Non-financial rewards cannot
be measured in terms of money.

Financial Rewards in Letibom

● Bonus – Given by annually or on performance basis
● Incentives/Commissions - in addition to the salary for fulfilling targets well.
● Allowances - Vehicle Allowance
● Medical Bill claims - It pays for approved medical charges.
● Medical / Life Insurance - insured for expenses incurred from illness or injury, or pay
the care provider directly.

Non-Financial Rewards in Letibom

● Job Enrichment - adding the contents to a job, leading to increased responsibility,

scope, and challenge in its performance.
● Career advancement opportunities - company provides financial aid.
● Status - the level of authority, responsibility, recognition as well as perks will determine
the status of an employee.
● Memberships Offering
E.g.: IEEE, BCS, British Council

These rewards offer Permanent, Fixed term type of employees to motivate them.

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Performance Management
It’s the continuous process of identifying, measuring, and developing the performance of
individuals and teams and aligning their performance with the organization’s goals.

The performance appraisal process in Letibom

Performance appraisal is a formal assessment and rating of individuals by their managers

at -usually- an annual review meeting.

● First, they identify Performance standards and describe the accepted level of
performance by an employee on the job.
● Line managers and Supervisors grade and examine the appraisal. They use excel
format appraisal forms. Forms are shared through emails and gave by the due date.
offer guidelines and a format to fill the form. Then Employees should share duly
completed appraisal forms with the supervisor / Line manager.
● Senior Management Approves marks to their appraisals given and verified by Line
Managers / Supervisors.
● Identify and establish standard rating levels for Performance.

● Evaluate employee’s performance using these rating scales.

● Finally Offers promotions, benefits and other rewards.

This occasion conducts at end of the year to give bonuses, salary increments, and
employment confirmation.

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Introduction about Digitalization
In the fast-growing technology evolvement, digitalization is a stimulating concept to be
comprehended, especially for such HR professionals.

Digitization - The process of changing from physical or analogue to digital form.

Uses of Digitization in Letibom
● Changing the Customer Registration process from paper-based structure to digital
entry system to improve easiness and avoid human errors and recuse time.
● Moving from document-based Attendance record-keeping to Digital Attendance
Making System with HRIS system.
(a) Example: Fill appraisal forms using excel formats

The Digitalization - The process of leveraging data to moving to a digital business

Uses of Digitalization in Letibom
● Introducing a mobile application to Easily register a new Sim purchase within a
few seconds. Customers do not want to provide ID card copies and fill forms.
● Introducing a Mobile Application/ Web Application to apply for leaves, provide
the facility to submit medical certificates, mark missing attendance, Request and
approval process for Overtime and other attendance related tasks.

Digital transformation – Implementing a series of technological and human changes to

restructure the existing business models.
Uses of Digital Transformation in Letibom
● Fully Automated Customer Service platform for Purchases, Value Added Service
Activations, Mobile money Transfers, etc.
● With Machine Learning and Artificial Intelligence Technologies, Customer
complaints will be identified and solutions will be provided by a Chat-Bot which
will replace the task of customer care agents and it can also be used in Data package
activations, service activations, etc.
● Automated HR process for employees from marking Attendance to calculating
salary by the attendance with other variables.

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Recommendation
● Establish more incentive plans for Individual and team performance. Can use an
evaluation method to categorized jobs and give rewards.
● Give Recognition - Appreciation or praise satisfies one’s esteem needs. Declaring
the best performer of the week/month, displaying their names on a notice board.
● Provide Overall Training about the company to all employees and all departments.
● Can provide instruction book for new employees. It's about Discipline, rules, and
regulations about the company.
● Establish at least two performance appraisals. can be fixed on mid of the year.
● Move from traditional digital file-sharing via emails to cloud-based file sharing.
(E.g.: Office Online/ OneDrive)
● SAP system with HRM System integrated to pay salary and provide digital pay-
slip for salary, track performance easily, and Appreciate hard work and
commitment. This Digital transformation can help to reduce the labour cost
required to make Salary sheets by every month and reduce the cost for office
accessories, Time consumed in decision taking (paper-based authorization), etc.

References
● CIPM ACHRM materials
● Wikipedia
● Company Website and LinkedIn Page

Word Count - 2188

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