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Name Student ID
Md Shafayet Islam 2021225
Afifa Anjum 2111161
Naima S K Motaleb 2220272
Saharin Islam 2220283
Shamjid Bin Nashir 2222197
Independent University, Bangladesh (IUB)

Course Name: Introduction to Human Resource Management

Course Code: HRM301, Section: 03
Semester Name: Spring 2024
Report on: The Background of the Company: Banglalink
Group Name: The Fifth Group
Submitted to: Nabila Kamal Promy
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Table of Contents

Banglalink – Background..............................................................................................................3

The Recruitment Process of Bangladesh.....................................................................................7

Advertisement Process of Banglalink..........................................................................................7

Internal and External Recruitment Process of Banglalink........................................................8

Types of Internal and External Recruitment Sources for Banglalink......................................9

Number of Recruitments of Banglalink in a Year....................................................................10

The Selection Process of Banglalink..........................................................................................11

Available Job Advertisements of Banglalink............................................................................13

Training and Development.........................................................................................................14

Training at Banglalink................................................................................................................14

Special Training for Level Managers........................................................................................17

Conclusion....................................................................................................................................18

Recommendations........................................................................................................................19

References.....................................................................................................................................20
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Banglalink – Background

Banglalink, a telecommunications company based in Bangladesh, started its operations in

February 2005 under the name Sheba Telecom (Pvt.) Ltd. It is the third-largest mobile network

operator in Bangladesh and a subsidiary of the VEON group. VEON, the parent company, owns

the majority of Global Telecom Holding's shares. VEON is a global connectivity provider listed

on NASDAQ and Euronext Amsterdam, serving over 235 million customers across 13 markets,

including Bangladesh. VEON operates under various brand names like Beeline, Kyivstar,

WIND, Jazz, Banglalink, and Djezzy, with a vision to lead the personal internet evolution for its

consumers worldwide.

Banglalink first started with a generic goal of making mobile phones affordable for everyone in

Bangladesh. With over 40 million subscribers in 10 years, Banglalink quickly became a popular

choice for consumers. The company's success was built on factors like focusing on consumers’

needs, being innovative, working together, and being truthful. Now, Banglalink is dedicated to

bringing the digital world to all its consumers, transforming from a traditional mobile company

to a technological one.

The company offers various digital services such as video streaming, music streaming, online

gaming, eBook services, and many more. Banglalink quickly gained popularity, reaching 1
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million subscribers by December 2005 and exceeding 10 million subscribers by August 2008. As

of August 2021, Banglalink has gained subscribers of 36.90 million, and is dedicated to

enhancing customer experience by acknowledging digitalization, offering services online.

Banglalink's growth has been driven by introducing new and exciting products, improving

network quality, offering excellent customer service, expanding its market across the country,

and building a strong brand that customers love.

The company's headquarters is recognized as the first certified Green Office in Bangladesh by

the World Wide Fund for Nature (WWFN). Banglalink operates with a flat organizational

structure, which means a company with few or no hierarchical levels between employees. The

company operates only in Bangladesh and focuses on providing affordable telecommunications

services to a broad range of customers. The company's key products include mobile services,

digital content services, and subscription-based app stores. In terms of departments, Banglalink

has various segments to provide to different customer groups. These include Mass Market

Operation Department for individual needs, Corporate Sales Department for corporations, SME

Division for Small & Medium Enterprises, and a Telesales department within Customer Care for

customer acquisition and retention.

As stated above, since Banglalink operates with flat organizational structure, the hierarchy level

is insignificant between employees. Hence, the Management Team of Banglalink features as

follows:
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Erik Aas Andre Kangas Jahrat Adib Chowdhury Upanga Datta

Chief Executive Officer Chief Financial Officer Chief Legal Officer Chief Commercial Officer

Taimur Rahman Muniruzzaman Sheikh Hüseyin Türker Monzula Morshed

Chief Corporate & Chief Ethics and Chief Technology & Chief Human Resource and
Regulatory Affairs Officer Compliance Officer Information Officer Administration Officer

Chief Executive Officer (CEO) – Erik Aas: Erik Aas has signed the role of CEO at Banglalink

on December 1, 2015. Erik Aas has held leadership positions in the telecommunications sector of

emerging markets for an extensive period. With international experience at Telenor Group from

1997 to 2007, Erik served as a Senior Executive before becoming the CEO of Grameenphone.

Chief Financial Officer (CFO) - Andre Kangas: Andre Kangas was appointed as Chief

Financial Officer of Banglalink on 4th March 2024. Before joining Banglalink Andre played

different key positions at Motorola in Belgium and Cell C in South Africa.

Chief Commercial Officer (CCO) – Upanga Dutta: Upanga Dutta has signed the position of

Chief Commercial Officer at Banglalink on September 18, 2019. Before his tenure at Banglalink,

Upanga Dutta served as the Chief Executive Officer of Bharti Airtel in Gujarat and as the Chief

Marketing Officer of Telenor India.

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Chief Legal Officer – Jahrat Adib Chowdhury: Jahrat Adib Chowdhury joined Banglalink on

September 15, 2014, bringing her expertise to the legal team. As a Barrister-at-Law and advocate

at the Supreme Court of Bangladesh, she boasts over 13 years of outstanding experience in the

legal field. Before joining Banglalink, Jahrat served as the Head of Legal & Compliance at

Novartis (Bangladesh) Limited.

Chief Technology & Information Officer - Hüseyin Türker: Hüseyin Türker joined the role

of Chief Technology & Information Officer at Banglalink on March 1, 2022. With a successful

track record spanning over 20 years in Telecommunication and ICT, he has excelled in

Operations, Planning, Rollout, Business Development, Network Transformation/Merger, and

Partner Management. Before joining Banglalink, he served as the Chief Technology and

Information Officer (CTIO) at Digicel Pacific, Papua New Guinea.

Chief Corporate & Regulatory Affairs Officer – Taimur Rahman: Taimur Rahman joined

Banglalink on February 16, 2014, after serving as the Regulatory Affairs Director at

Grameenphone. Prior to his tenure at Banglalink, Taimur held senior positions in Strategy,

Account Management, and technical roles at leading telecom companies like Ericsson, Motorola,

and Alcatel.

Chief Ethics and Compliance Officer - Muniruzzaman Sheikh: Muniruzzaman Sheikh

assumed the role of Chief Ethics and Compliance Officer on August 1, 2019, after serving as the

Head of Internal Audit at Banglalink since April 2017. Before joining Banglalink, he worked in

Internal Audit roles at Telekom Malaysia International Bangladesh (now Robi) and

Grameenphone Ltd., later taking on leadership positions as the Head of Sourcing at

Grameenphone IT Ltd. and Workplace Solutions at Accenture Bangladesh.

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Chief Human Resource and Administration Officer - Monzula Morshed: Monzula Morshed

joined Banglalink on April 26, 2015, as the Chief Human Resource and Administration Officer.

Prior to her role at Banglalink, she served as the Human Resources Director at Lafarge Surma

Cement Ltd.

The Recruitment Process of Bangladesh

Recruitment is the process of finding, screening, hiring and eventually onboarding qualified job

candidates. The recruiting process can be relatively straightforward, but advances in technology,

a tight labor market and a workforce pool that might span five generations can make the first step

-- finding potential candidates -- particularly challenging. Recruitment is a key part of human

resource (HR) management and supported by the hiring manager and others involved in the

hiring process. Skilled recruitment efforts will make a company stand out and be more attractive

to potential employees, a strategy that can directly impact a company's bottom line.

Banglalink Bangladesh, one of the leading telecommunications companies in the country, is

currently seeking dynamic and talented individuals to join its team. As part of the recruitment

drive, Banglalink looks for individuals who are passionate about making a difference in the

telecommunications industry and are eager to contribute to the company's success.

They search for candidates who possess a blend of technical expertise, innovative thinking, and

strong communication skills. Whether you're an experienced professional or a fresh graduate,

Banglalink offers a range of opportunities across various functions including but not limited to

technology, marketing, sales, customer service, finance, and human resources.

Advertisement Process of Banglalink

Banglalink, a leading telecommunications company in Bangladesh, employs a multifaceted

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approach to advertise job vacancies and attract talent to its workforce. Leveraging the power of

digital platforms, Banglalink typically utilizes three primary online channels for job postings:

LinkedIn, BdJobs, and its Facebook career page. These platforms offer extensive reach and allow

the company to connect with a diverse pool of potential candidates.

In addition to online channels, Banglalink's recruitment strategy encompasses proactive

headhunting by recruiters. This approach involves actively seeking out qualified individuals who

possess the skills and experience necessary for various roles within the organization. Recruiters

employ targeted searches and networking efforts to identify and engage with potential

candidates, particularly for top management positions.

Moreover, Banglalink recognizes the enduring relevance of traditional methods, occasionally

opting to advertise job openings in newspapers. This strategy ensures broader visibility across

different demographics and regions, catering to candidates who may not be actively engaged

with online platforms.

Overall, Banglalink's advertisement process for recruitment reflects a comprehensive approach,

combining digital platforms, proactive headhunting, and occasional traditional methods to attract

talent and build a dynamic workforce that drives the company's growth and success in

Bangladesh's telecommunications sector.

Internal and External Recruitment Process of Banglalink

When a company or organization wants to fill a position from within its current workforce; this

is known as internal recruiting. On the other hand, external recruitment refers to the process by

which a company seeks out candidates from outside the organization to fill open positions.

External recruitment means opening a vacancy to a wider pool of candidates rather than selecting
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someone from the existing staff to fill the role. A job vacancy advertised externally may still end

up being filled by an existing staff member. They use both external and internal recruitment.

Banglalink utilizes a combination of internal and external recruitment strategies. They encourage

internal switches as part of job rotation and diversity promotion within the organization.

However, they also open up vacancies to external candidates, thereby tapping into a wider pool

of talent. This approach allows Banglalink to leverage the skills and perspectives of existing

employees while also bringing in fresh perspectives and experiences from outside the

organization. Overall, this dual approach to recruitment can contribute to a dynamic and diverse

workforce.

Types of Internal and External Recruitment Sources for Banglalink

By utilizing a combination of internal and external recruitment sources, Banglalink

Telecommunications Company can effectively identify and attract top talent to fill open positions

and support its talent management framework.

Internal Recruitment Sources:

1. Succession Planning: Internal successors are nurtured continuously for crucial job roles,

ensuring that there are qualified candidates ready to fill open positions within the organization.

2. Job Postings: Internal job postings are used to inform current employees about open roles

within the company. Employees can apply for these positions through internal communication

channels.
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3. Internal Referrals: Employees are encouraged to refer potential candidates from their networks

for open positions within the company. This helps in leveraging existing employees networks to

find suitable candidates.

External Recruitment Sources:

1. Job Posting Platforms: Open roles and new roles are posted on external job platforms or

websites to attract external candidates. These platforms may include popular job boards,

professional networking sites, and the company's careers page.

2. Recruitment Agencies: Banglalink Telecommunications Company may engage external

recruitment agencies to help identify and attract qualified candidates for specific positions. These

agencies can leverage their networks and expertise to find suitable candidates.

3. Social Media Recruitment: The Company may utilize social media platforms to advertise job

openings and attract external candidates. Platforms like LinkedIn, Twitter, and Facebook can be

used to reach a broader audience of potential candidates.

4. Campus Recruitment: Banglalink Telecommunications Company may collaborate with

universities and colleges to recruit fresh talent directly from campuses. This can involve

participating in career fairs, hosting information sessions, and conducting campus interviews.

5. Employee Referrals (External): Employees may also refer external candidates for open

positions within the company. This can be incentivized to encourage employees to actively

participate in the recruitment process and refer qualified candidates from their networks.

Number of Recruitments of Banglalink in a Year

The number of recruitment process depends on what kind of skilled employee they need.
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Approximately 15-18% attrition rate on top of new roles collectively around 200 recruitment

taking places in a year.

The Selection Process of Banglalink

For Banglalink’s selection process, the most common methodology involves three stages of

selection process such as Behavioral Assessment, and two stages of interviews.

1. Behavioral Assessment: In the selection process at Banglalink, behavioral assessment

involves evaluating candidates based on their behavior, skills, and competencies to determine

their aptness for a particular job position in the company’s assessment centers. Banglalink

applies various methods to assess candidates' behavioral traits during recruitment for different

roles. These methods include cognitive abilities and achievement tests, role play session, case

studies, focused group discussions, presentations, and IQ tests for certain positions. Some of the

key methods are:

Role Play Sessions:

Banglalink incorporates role play sessions in its selection process to assess candidates' abilities to

handle real-life scenarios and demonstrate their skills in practical situations. These sessions

allow recruiters to evaluate candidates' communication, problem-solving, and decision-making

skills in a simulated environment.

Focus Group Discussions: Focus group discussions are a part of Banglalink's selection process

where candidates engage in group conversations to showcase their communication skills,

teamwork, and ability to express ideas individually and effectively. These discussions help assess

candidates' interpersonal skills, leadership potential, and how well they collaborate with others.

Skill Assessment: Banglalink conducts skill assessments during the selection process to evaluate

candidates' competencies, business and technical skills, and abilities for the roles they are being
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considered for. These assessments focus on specific skills required for the job and help in

determining the candidate's proficiency in key areas.

Digital Assessment: Banglalink offers modern recruitment practices such as digital assessments

to evaluate candidates' digital literacy, problem-solving abilities, and adaptability to technology.

Banglalink utilizes digital tools or platforms to assess candidates' digital skills during the

selection process.

Presentations: Presentations are a key component of Banglalink's selection process, where

candidates are required to deliver presentations to demonstrate their communication skills,

subject knowledge, and ability to engage an audience. Through presentations, candidates can

showcase their presentation skills, confidence, and their capacity to deliver information

effectively.

Banglalink's selection process is structured and thorough, containing steps such as requisition,

interviews, medical examinations, and final job offers based on the candidate's performance in

these assessments. Candidates undergo medical checkups, and those who are medically fit

receive permanent job offers.

Banglalink's selection process emphasizes behavioral assessment alongside other evaluation

methods such as multiple stages interviews to ensure that candidates not only take on the

required skills but also display the right behaviors and competencies for the roles they are being

considered for.

2. Two-stage Interviews: For multiple interview stages, Banglalink's selection process involves

assessing candidates thoroughly for various job positions within the organization. The process

usually includes a series of steps such as preliminary selection, focused group discussions,

presentations, and final interviews.

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Candidates face an initial interview after certain tests, followed by an aptitude test and script

checking before the final interview.

The final interview is conducted with the Head of the Department (HOD) of Banglalink, where

the candidate's abilities in teamwork, decision-making, planning, organizing, strategic thinking,

and leadership are evaluated. Successful candidates receive a verbal offer detailing

compensation, benefits, incentives, job location, and joining date.

Available Job Advertisements of Banglalink

The publicly available job advertisements for Banglalink are posted in social media platforms

such as Facebook, Banglalink’s official website, Banglalink’s e-Recruitment website, online

broadcasting news portal such as The Financial Express, and online job platforms such as

LinkedIn, BDJobs.com. Some of the examples are as follows:

1. Online Job Application Form – Banglalink

Source: Banglalink Online Job Application Form (banglalink.bdjobs.com/application)

This source provides an online job application form for Banglalink from its own website, where

candidates can fill in their personal information, experience level, preferred job location, and

other relevant details.

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2. Banglalink jobs in Bangladesh - Dhaka – LinkedIn

Source: Banglalink Jobs on LinkedIn

The LinkedIn page provides several job opportunities at Banglalink in Bangladesh, specifically

in Dhaka for the positions such as Corporate Account Manager and Key Segment roles.

3. Welcome to e-Recruitment System of Banglalink

Source: Banglalink e-Recruitment System

This website welcomes users to the e-Recruitment System of Banglalink where candidates can

apply online by filling out an application/resume form. It emphasizes the importance of

reviewing job requirements before applying and provides a tracking number for application

submission.

4. Job opportunity at Banglalink - Dhaka - The Financial Express

Source: Job Opportunity at Banglalink on The Financial Express

Training and Development

Training is the process of teaching new employees the basic skills they need to perform their

jobs. It is a hallmark of good management. An organization gives its employees training when

they feel that employees need to learn new skills, technology, techniques and knowledge. When

it comes to training it is very important that whatever training programs are designed should be

well aligned with the ultimate goal and objectives that the organization aims to achieve. Training

helps to reduce an employer’s exposure to negligent training liability.

Training at Banglalink

Banglalink has its own set of training processes. They follow On the Job Training method,

Mentoring and Coaching method, Programmed Learning method, Off the Job training method
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and Formal Learning method. All employees are provided e-learning licenses for self-learning in

LinkedIn, Udemy, Coursera. On top of that classroom training is being arranged on functional

requirement basis and signature training programs-based nominations.

On-The-Job Training (OJT): Banglalink, a prominent telecommunications company in

Bangladesh, implements a comprehensive On-the-Job training program to develop its employees.

This program primarily focuses on three key components: Job Rotation and Special

Assignments, Coaching and Understudy.

Types of On-the-job Training:

1. Job Rotation: Banglalink believes in exposing its employees to various job roles within the

organization. Through job rotation, employees get the opportunity to work in different

departments or functions. This allows them to gain a broader understanding of the company's

operations and processes. For example, an employee from the marketing departments of

Banglalink spends a few months working in the customer service department, followed by a stint

in finance or sales. This exposure enhances their skill set and fosters adaptability in various

departments.

2. Special Assignments: Banglalink offers Special Assignments to employees to work on

specific projects or tasks that require specialized skills or knowledge. These assignments involve

cross-functional collaboration, innovation initiatives, process improvements, or market research

projects. Through those special assignments Banglalink provides them with the opportunities to

enhance their problem-solving abilities, leadership skills, and domain knowledge.

3. Coaching and Understudy: Banglalink believes in coaching to train its employees.

Experienced workers of Banglalink act as coaches for new or less experienced employees. These

coaches give individual help, support, and feedback to employees. They help employees
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understand their jobs and what's expected of them.

Banglalink also uses an understudy approach. This means employees learn by watching and

helping experienced coworkers. They shadow senior staff, learning job roles, techniques, and

best practices. Through this hands-on experience, employees gain practical skills for their roles.

Programmed Learning Training: Banglalink employs Programmed Learning to train its

employees effectively. Here's an overview of how Banglalink train their employee under this

method:

1. Interactive Learning Tools: Banglalink utilizes interactive learning tools such as videos,

simulations, and gamified elements to engage employees and enhance retention.

2. Content Development: Banglalink creates structured learning materials that cover various

aspects of the job, including product knowledge, customer service skills, and technical

competencies.

3. Continuous Improvement: Banglalink regularly updates and refines its programmed learning

materials based on feedback from employees and changes in business objectives or industry

standards.

Off the Job Training: Banglalink also implements Off-The-Job Training for its employees. This

approach involves training outside the regular work environment. Here’s a summary of how

Banglalink carries out this training method:

1. Workshops and Seminars: Banglalink organizes workshops and seminars to provide in-

depth knowledge on specific topics relevant to employees' roles. These events may include

interactive sessions, case studies, and group discussions.

2. Case Study Method: Banglalink employees engage with real-world business scenarios
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relevant to their roles. They analyze these cases, identify challenges, and propose effective

solutions. This approach enables them to bridge theoretical knowledge with practical application,

fostering critical thinking and problem-solving skills.

3. Role Playing: Banglalink utilizes Role Playing as a training tool, enabling employees to

immerse themselves in simulated workplace situations. By assuming different roles, employees

gain practical experience in handling diverse challenges they may encounter in their roles. This

method enhances communication, interpersonal skills, and decision-making abilities in a

controlled yet realistic environment.

Special Training for Level Managers

Yes, Banglalink provides special training to their senior level managers to enhance their

leadership, managerial, and technical skills. This type of training Banglalink provides their

senior level manager.

1. Needs Assessment: Banglalink conducts a thorough needs assessment to identify the specific

skills and competencies required for senior-level managers to excel in their roles within the

company.

2. Customized Training Programs: Based on the needs assessment, Banglalink designs

customized training programs tailored to address the identified gaps and challenges faced by

senior-level managers. These programs cover areas such as leadership development, strategic

planning, decision-making, communication skills, and change management.

3. Continuous Learning Culture: Banglalink fosters a culture of continuous learning and

development, encouraging senior-level managers to pursue ongoing education and professional

development opportunities, such as attending industry conferences, enrolling in executive

education programs, or participating in leadership forums.

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Conclusion

In conclusion, since its founding in 2005, Banglalink has made a name for itself as a major force

in the market. By prioritizing customer requirements, innovation, and technology advancements,

Banglalink has effectively increased its subscriber base and broadened its range of digital

offerings.

In order to draw in top talent, Banglalink has an advanced recruitment process that draws from

both internal and external sources. Through the use of proactive recruiting, contemporary digital

platforms, and occasionally old-fashioned techniques, Banglalink guarantees a varied pool of

applicants for different positions within the company.

In addition, Banglalink's selection procedure is methodical and well-organized, utilizing

behavioral tests and many interview phases to appraise applicants' proficiencies and cultural fit.

This methodical process guarantees that the individuals chosen for a position not only have the

necessary technical skills but also have the right mindsets and behaviors for success in that

position.

Banglalink's training programs, which include a variety of techniques such on-the-job training,

internet-based training, programmed learning, and off-the-job training, further demonstrate the

company's dedication to employee growth. Senior-level managers benefit from specialized

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training programs that highlight the organization's commitment to developing leadership

potential and encouraging ongoing development and progress.

Banglalink's overall goal of providing excellent telecommunications services and promoting

digital transformation in Bangladesh is in line with its hiring and training practices. Banglalink

hopes to maintain its market-leading position and keep advancing the socioeconomic

development of the nation through these initiatives in the years to come.

Recommendations
Improved Digital Recruitment Platforms: Banglalink needs to keep funding and utilizing

digital recruitment sites like its own e-Recruitment website, LinkedIn, and BdJobs. By making

more use of these platforms, the hiring process may be streamlined and a larger pool of possible

applicants can be reached.

Diversification of Advertising Methods: Banglalink should investigate other advertising

methods in order to draw in a wide talent pool, even though digital platforms are highly

effective. This might involve joint ventures with academic institutions, business gatherings, and

focused advertising in specialized magazines.

Constant Evaluation and Improvement of the Selection Process: Banglalink should

periodically assess and improve its selection procedure to guarantee the choice of the most

qualified applicants. This could include giving recruiters thorough training, improving interview

strategies, and using new assessment methodologies.

Emphasis on Internal Talent Development: By providing staff with possibilities for career

growth, mentorship programs, and specialized training, Banglalink should place a high priority

on internal talent development. Putting money into the training and development of current

employees may increase employee loyalty and boost productivity across the board.
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Extension of Training Programs: The organization ought to think about extending the scope of

its training programs to include more subjects and competencies related to the telecom sector.

Advanced technical training, leadership development courses, and seminars designed for certain

professional responsibilities are a few examples of this.

Feedback Mechanisms for Continuous Improvement: Putting in place feedback systems for

employees and candidates may give important information about how well hiring and training

efforts are working. Frequent surveys, performance reviews, and departure interviews can assist

in recognizing problem areas and provide guidance for upcoming choices.

Promotion of Diversity and Inclusion: When it comes to hiring and training, Banglalink should

give priority to diversity and inclusion. This might entail putting diversity recruiting tactics into

practice, encouraging an inclusive workplace, and giving managers and staff diversity training.

References
Banglalink :: Welcome to e-Recruitment System. (n.d.). Online Application Form. Retrieved from
Banglalink e-Recruitment System: https://banglalink.bdjobs.com/

Banglalink. (n.d.). About Banglalink. Retrieved from About Us: https://www.banglalink.net/en/about-us

LinkedIn. (n.d.). banglalink: Jobs | LinkedIn. Retrieved from

https://www.linkedin.com/company/banglalink/jobs/

Doherty, L. (2023, October 16). What do you need to know about the recruitment process in the UAE?
Connect Resources. https://connectresources.ae/recommendations-to-do-a-recruitment-and-
selection-process

Rozario, S. D., Venkatraman, S., & Abbas, A. (2019, August 5). Challenges in Recruitment and Selection
Process: An Empirical Study. Challenges, 10(2), 35. https://doi.org/10.3390/challe10020035