Robi Axiata Ltd Recruitment & Selectionupdated

7/26/2019 Robi Axiata Ltd Recruitment & Selectionupdated

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Index

Title Page No

1. Executive Summery vi

2. Introduction 1

Objective of the tudy 2

!ethodology" Sco#e" $imitation" 2" %

%. &om#any overvie' (

!iion" )iion" Princi#le *Product Portfolio +

,obi -or #lan /

0iviion 0e#artment 1

3unction of variou 0e#artment 1

$ong term viion 14

&S, 5ctivitie 16

(. 7ob Part 21

4. $iterature ,evie' 2%

0icuion about 8,! 2%

3unctional area of 8,! 2(

,ecruitment Proce 2*

Selection Proce %1

*. ,obi 8uman ,eource 0iviion %*

+. 3inding %6

6. ,ecruitment Selection Proce %6

/. 5nalyi 4%

1. ,ecommendation 4*

11. &oncluion 46

12. 9ibliogra#hy *


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Robi Axiata Ltd.


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E:E&;TI)E S;!!E,

Robi strongl) believes that subscribers are their most valuable assets *he) have a strong

/ustomer Service /enter *o al&a)s be &ith their customers the Robi G#elp LineF is

there Robi has successfull) migrated to a ne& s&itch &ith higher capacities in terms of

accommodating higher customer base and as &ell as to let them use all the basic

supplementar) services under SM technolog) Robi Axiata Ltd 2xpertise and

experience are ac'no&ledged throughout the industr) "emand is gro&ing all the time,

not simpl) for the services it alread) provides, but for greater and more diversified

services and even higher qualit) performance Its pace is fast, re&ards are high and &or'is of constant challenge *he) introduced the both9&a) national roaming all through their

net&or' coverage *he ?repaid services &ith enhanced features have been commerciall)

commenced successfull) and no& the) are ta'ing some pro+ects to accumulate more

advanced technological features in their net&or' In terms of -et&or' Hualit), the

compan) &ill ensure not onl) the equipment are of &orld class standard but more

importantl) its si$e or capacit) is catered to the right dimensioning of customer base, in

order not to face the problems of drop calls or congestion All these are done through

proper planning, control and schedule maintenance program *he) maintain the

benchmar' for providing the qualit) services *he) monitor these through generating

regular reports and on site surve) If there are an) &ea' signals or a call drops, the s'illed

engineers are providing services round the cloc' to resolve the problem instantl) *he

most important 'e) resource factor in Robi Axiata Ltd =Robi> is its efficient human

resource Moreover, its decisions are based on facts from mar'et research and coverage

surve) Moreover, the above ob+ectives can onl) be achieved through the right people

Robi has put its 'een e)es in developing its emplo)ees through proper training, as the)

believe that the most important asset for Robi Axiata Ltd =Robi> is its staff members So

the) are ensuring qualit) services b) qualit) people Axiata has the plan to give

opportunit) to ever) household in using cellular service in the countr) at the competitive

price providing unparalleled qualit) service and customer care In achieving this goal,


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the) canFt &ait for more interconnection facilities &ith the fixed net&or' Robi is

planning to enforce their strong efforts to create their o&n independent net&or' *he)

have alread) started the "ha'a9/hittagong Robi bac'bone *he future plan is to

vigorousl) expand the net&or', &hich &as called cell to cell expansion, covering almost

all the regions of Bangladesh &ithin the )ear 688


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CHAPTER-5

Robi Human Resource

Division

Robi #uman Resource s)stem is one of the best s)stems in Bangladesh *he strateg) of

#uman Resource "ivision is follo&ed from AIA*A strateg) *he strateg) that

follo&ed b) #R is described belo&

)iion

?8,@

ision cr)stalli$es their emplo)ee focus as the cornerstone of ever)thing the) do% to help

their customers get the full benefit if communications services in the customer:s

dail) lives It describes their ambition for future, sets a common direction across the

group, and shall inspire all emplo)ees to imagine ho& the) can contribute *heir

values describe &hat behaviors are necessar) to reali$e that vision

#R is a /ritical 2nable for Robi Axiata Ltd =Robi> in the pursuit of its Strategic oals

#R is a 'e) to ensuring

5n OrganiAation" that provides a competitive advantage b) being simple, aligned and

efficient

5 &ulture centered on the emplo)ee and characteri$ed b) diversit), generosit) and an

international mindset

$eader" (ho have a passion for business, excel at empo&ering people and never

compromise on Robi ethical standards

Peo#le" (ho perform at the pea' of heir abilit) because the) feel a sense of mission,

accomplishment and gro&th


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&85PTE,=*

3IN0INBS,ecruitment Selection at ,obi

As &e 'no&, Recruitment refers to the process of finding possible candidates for a +ob or

function, usuall) underta'en b) recruiters It also ma) be underta'en b) an emplo)ment

agenc) or a m e mber of staff at the business or organi$ation loo'ing f or recruits And

Selection is a process b) &hi c h candidates emplo) m ent are divided in to t&o classes

those &ho &illb e o ff ered e m plo) m e nt and tho s e &ho &ill not

Recruitment and selection is one of the most important for ever) emplo)ee /ause b) this

compan) ma'es a person as the member of it *here is a general process of recruitment

and selection that a compan) should follo& In Bangladesh perspective man) compan)

does not follo& an) specific process for recruitment and selection *here are lots of

Ne' 8, 8ierarchy Old 8, 8ierarchy
http://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Employment


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limitations a compan) face in case of recruitment and selection process But the

recruitment and selection process must be developed, modern and fair

In Robi recruitment and selection is done b) a specific process and &hich is ver) much

modern It starts &ith the manpo&er requisition and end &ith appointment And after that

Robi arrange various t)pes of training and development program for the emplo)ees to

develop their s'ill In true sense Robi follo& a developed recruitment process for

selecting right people in right place

,ole of 8uman ,eource in ,ecruitment Selection Proce>

In recruitment and selection process the main role is pla)ed b) #R division *he process

is start &ith manpo&er requisition and end &ith appointment

(hen there is a need of manpo&er, the required departments send the manpo&er

requisition to #R consist the approval needed *hen #R starts the process *he process

include some step or tas' that done b) a sequential order

3irt step is manpo&er requisition It comes from the division &ho has vacancies It can

be replacement or for the ne& candidates

econd step the requisition comes to #R department the particular oficer of #R ta'es

approval from the /#R.

third step starts, #R give advertisement for the +ob, it can be external or internal After

collecting /s #R starts sorting suitable /s for that post

forth step startsAfter sorting of / the *he forth step is &ritten exam (ritten exam has

t&o parts, one is the #R parts and another is the particular department:s parts *he

candidates must have passed #R part

fifth step of the process ,(hen a candidate passed the &ritten exam then he or she gets

call for intervie& enerall) the candidates have to face one intervie& but sometimes

the) have to face t&o intervie&s

Sixth step After intervie& a candidate is selected b) the intervie&ers *hen the selected

candidate has to go for medical chec'up *hen comes reference chec' step

$atly selected candidates fill up +oining forms and then he@she gets the appointment

letter


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*his is the procedure that Robi #R follo& to recruit people Actuall) in Robi the

recruitment and selection is totall) control b) #R "ivision #R "ivision ma'es the

polic) for recruitment and selection and also ta'es decision sometimes that a department

required manpo&er (hen the requisition comes #R starts the process

#R also supervise that Recruitment and Selection are not simpl) mechanisms for filling

vacancies rather the) are vie&ed as the 'e) factor for suitable placements

;or a better recruitment and selection process #R arrange done some tas' li'e

- collecting suitable and better /s

- arranging &ritten exam

- arranging intervie&s

- ensure medical tests

-appointment letter and others

9aic ,ule of ,ecruitment in ,obi

;or recruitment Robi #R follo& some rules *hese rules are set up b) #R for better

recruitment and selection *he rules are

a Robi Recruitment is to hire the right 'ind of people at the right place

selecting them through an effective process from a pool of candidates in the

+ob mar'et 2ffective recruitment shall ensure the competenc) and high

qualit) performance of the &hole organi$ation

b Robi Axiata Limited =Robi> Recruitment does not allo& an) favor or

preferential treatment to an)one


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c -o one &ho is belo& 37 )ears of age can be hired as an emplo)ee for Robi

on regular, contract or temporar) status

d Jnder no circumstances a regular or contract emplo)ee of an) other

organi$ation is allo&ed to underta'e regular or long9term contractemplo)ment in Robi


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,ecruitment Selection Proce at ,obi

*he ?rocess of recruitment and selection at Robi is consisting of number of sequential

steps *he follo&ing picture can sho& the process ver) clearl)E

ManpowerRequisition Collecting CVs from Sources:

Internal Sources External Sources

9 Advertisement9 Internet

Acceptance of Offeretter and !oining

procedure

9 "niversities9 Career #air

Offer etter

Sorting CVs t$at aresuita%le for t$e &o%

Reference C$ec'

#inal Selection

(ritten Exam

Medical )est

Interviews *)$erema+ %e twointerviews,

;igureE ,ecruitment Selection Proce at ,O 9I

8uman ,eource #lanning


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Recruitment and Selection are not simpl) mechanisms for filling vacancies rather the)

are vie&ed as the 'e) factor for suitable placements (ith a vie& to&ards placing the

right person at the position, in Robi follo&ing procedures in Recruitment and Selection

&ill be practicedE

Robi:s #uman Resource planning &ill start at the beginning of the )ear in accordance

&ith the approved business ?lan and budget provisions

2ach "ivision &ill submit their month &ise recruitment plan to #R for the &hole )ear

and on the basis of such requirement #R "ivision &ill prepare the upcoming recruitment

plan of each "ivision@"epartment

!an#o'er ,eCuiition>

Based on the #R ?lanning respective "ivision@"epartment #ead &ill inform #R on

personnel requirement through Manpo&er Requisition form, after obtaining necessar)

approvals from the Managing "irector 2mplo)ment Requisition ;orm must contain a

0*.R =0ob *erms of Reference>, comprising 0ob "escription and 0ob Specifications @

Requirements of the position

Requisition form contain some information li'e

3 -ame of the position

6 Status of the emplo)ment


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3 Internal source =&ithin the organi$ation>

6 *he external +ob mar'et

Internal Source

;or encouraging the internal candidate, +ob vacancies in Robi ma) be advertised through

internal notices to all Robi Axiata Ltd =Robi> emplo)ees Recruitment from the internal

source ma) be through ?romotion or delegating individuals &ith ne& assignments

In the case of internal sourcing, #R along &ith the concerned "ivision@"epartment &ill

identif) prospective candidates on the basis of Individual /apabilit) matching &ith

/ompetenc)@Role ?rofile and &ill conduct appropriate tests to select the most suited

person

In internal source Robi consider mainl) three t)pes of emplo)eesE

3 /ontractual

6 ?art9*ime


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g !niversities

h. Career "air or Job "air

i. #ther

&) 9ox of ,obi 8,>

*here is a Box for / in Robi #R In that box an)one can drop his or her / in

an)time;rom the / Box #R sort out suitable /s for the required position *his box is

open for ever)one &ho &ants to drop their / Almost ever)da) this box get full of /s

It contains about five hundreds of /s B) this &a) Robi #R collect a lot of /s for +ob

5dvertiement>

Advertisement is a &ell 'no&n and &orld &ide accepted source of recruitment Li'e

other compan) Robi also have a career &ebsite from &here applicants can fill up an

application forms (hen the +ob requirement is matched &ith the applicant:s / then #R

select these applications for recruitment

Internet>

Internet advertisement is another ne& source of Recruitment -o& a da) ever) emplo)ee

has a &ebsite and the) collect /s b) internet 2ver there is lots of +ob &ebsite and

compan) can send advertisement over there Recentl) Robi lunch a carrier &ebsite for the

candidates

Li'e other compan) Robi also give advertisement over net enerall) Robi gives

advertisement in &&&b d+obscom *he interested candidates &hose profiles match &ith

the requirements can appl) for +ob over the net B) this &a) Robi gets man) /s

Em#loyee ,eference

2mplo)ee Referrals ma) be collected through circulation of advertisement to all

emplo)ees Robi consider emplo)ees reference because it got some advantage, the

internal emplo)ees 'no& ho& to do the &or' so he can easil) understand &ho can do the
http://www.bdjobs.com/http://www.bdjobs.com/http://www.bdjobs.com/


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&or' If an emplo)ee refer someone that means he 'no&s about him better and that

helpful for the compan) because Robi believes emplo)ees cannot be harmful for

compan)

;niveritie

Jniversities are big sources of recruitment *here are man) public as &ell as privet

universities send /s for +ob (hen students completed their courses, universities send

their /s to Robi for internship And sometimes the) send /s for +ob also

&areer or 7ob 3air

*his is another big source of recruitment B) participating in fair or sponsoring fair Robi

gets a lot of /s Robi participate in man) fair li'e

IBA ;air 688

Robi /areer ;air 6885

Robi /areer ;air at AIJB 6838

Among them Robi &as the main sponsor of Robi /areer ;air 6885 *his fair &as

arranged b) "ha'a Jniversit) ;inance "epartment and Robi &as the main sponsor of it

It &as a grand branding for Robi as &ell as Robi got a lot of suitable candidate:s /

*his is a great success for Robi Almost three thousands of /s &as in Robi box &hen

the fair over *he main theme of the fair &as to encourage student to come to Robi and

drop / in for +ob in Robi B) this &a) Robi #R collect /S for +ob

Other Source>

"epending on the circumstances professional emplo)ment agencies, notice boards of

technical universities li'e BJ2*@ 1J2*@ /J2*@ RJ2*, other universities li'e IBA,

-SJ, BRA/ etc, and +ournals ma) be chosen for attracting applicants against +ob

openings


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Screening of &andidate

;ollo&ing publication of 0ob acanc), concerned "ivisional@ "epartment #ead and #R

"ivision &ill scrutini$e the applications and short list candidates for inviting to oral

intervie&s or &ritten tests &here applicable

(hen screening the follo&ing criteria &ill be follo&edE

1. ;or the 2xecutive position, candidate must be at least graduate =from Robi

preferred universities>

2. ;or 2xecutive and above, candidate must have at least 6nd

class in all

academic level #o&ever, in case of competent candidates &ith strongexperience in the relevant field such educational qualification ma) be

relaxed

3. ;or -on92xecutive permanent emplo)ees, minimum educational

requirement is SS/=south suburban college>

4. ;or -on92xecutive contractual emplo)ees, candidate must be of class

eight pass

-ritten Exam

;or ever) +ob Robi #R arrange a &ritten exam for candidates *he &ritten exam is must

for each and ever) candidate

*he &ritten exam is called eneral Abilit) N ?s)chometric *est! It contain t&o parts,

3 General 5bility

In this section, the general abilit) of the candidate has been chec'ed

6 Pychometric Tet

*his is one 'ind of ph)siological test b) &hich the behavioral sides of candidates have

been chec'ed

*his is the &a) of &ritten exam that ta'en b) Robi for +ob It is a ver) important and

useful &a) to find our good candidate from the all 'ind of candidate


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Oral Intervie'

;or the oral intervie&, competenc) based structured intervie& &ill be conducted *he

standard Intervie& Assessment ;orm along &ith probing questions &ill be supplied b)

#R "ivision ?osition specific structured intervie& &ith necessar) ?roving Huestionsand Assessment form can also be developed@ used

*he oral intervie& ma) ta'e place in different phases according to the decision of #R

"ivision and concerned "ivision@ "epartment and on the basis of ?ositionE

3 Preliminary Intervie'>

/onducted b) the respective immediate Manager and another member from cross

functional area

6 Second Intervie' or 3inal Intervie'>

/onducted b) the particular department:s next level managers along &ith the respective

"ivisional@ "epartmental #eads


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Practical Tet

Robi ta'e some practical for the technical candidates Basicall) technicians have to face

this test *his test is called to&er *est!

*o&er *est is a practical test In this test the candidates have to claimed up a technical

to&er &hich is t&ent) fit high *he reason of this exam, is to find is the candidates is able

to claimed up a sevent) five fit to&er or ma) be more then sevent) five fit to&er

*his intervie& is generall) ta'en b) technical people *he) find out about the technician

can do that or not *he) also as' questions about and select candidates &ho is suitable for

the post

3inal Selection

;rom the intervie& some suitable candidates comes out .nce the final incumbent is

selected, #R "ivision =/ompensation N Benefit> &ill initiate the compensation ?lan and

&ill ma'e offer@ process the appointment formalities *his time #R discuss about fe&

things li'eE

3 *erms and condition of compan)

6 Salar) and benefit


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!edical Tet

(hen the approved the appointment of the candidate #R call the candidate for a medical

chec' up *he candidates have to collect a letter for medical from #R and go for the

medical test *he selected candidate must undergo a medical chec' up and sub+ect to

satisfactor) medical report formal appointment letter &ill be issued

,eference &hec

(hen a candidate is selected for the +ob, his or her given reference has been chec'ed b)

#R Reference chec' ma) be conducted b) #R "ivision upon acceptance of offer

Sub+ect to satisfactor) response +oining &ill be accepted

5##ointment or Offer $etter

At last the after the medical test and reference chec'ed, the offer letter for the candidate

has been issued After that the candidate gets the call that he or she has been appointed

and he or she has to collect the letter from #R

5cce#tance of Offer $etter 7oining Procedure

*he +oining also has some procedure In time of +oining at first the candidates have accept

the offer letter b) signing it *hen he or she has to fill up some forms li'e,

- #RIS form

- I" /ard form

- "eclaration

(hen all this formalities are over the candidate &ill become one of the member of Axiata

and start &or'ing as an emplo)ee of Robi


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,ecruitment &ycle

#uman Resources "ivision &ill ta'e maximum 8 da)s to complete a recruitment

process *he brea' do&n of the 8 da)s as follo&sE

Requisition O 6 da)s

Advertisement O 3K da)s

Short listing@Screening O 3K da)s

(ritten test O 5 da)s

/ompilation N Approval O 6 da)s

Reference /hec' O 5 da)s

Medical /hec' O < da)s

Appointment letter O 3 da)

,ecruitment of &ontractual Other

*his polic) governs the appointment of individuals on /ontract@/ausal basis and through

*hird ?art) service providers ?rior to process the emplo)ment on the above categor), the

"ivision@ "epartment concerned must obtain approval from the Managing "irector *he

manpo&er requisition must contain the +ob specification &ith +ustification of the need

along &ith the period

&ontract 5##ointment

0obs &hich are temporar) in nature and is li'el) to be for a limited period or need is for a

long term but cannot be hired on a permanent basis due to headcount restrictions *he

period of appointment &ill be of < =three> months to maximum 6 =t&o> )ears

A contract appointment should be for a fixed period and &ill become void automaticall)

on the end date unless the contract is shortened or extended in &riting prior to the

expiration date


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?erson appointed on contract ma) be terminated during the tenure at the discretion of the

emplo)ing department &ith reasons =performance@ redundanc)> or &ithout assigning an)

cause A termination clause =&ith notice period@pa) in lieu of> must be incorporated in

the contract

*he division@ department concerned &ill initiate the recruitment in concert &ith #R

Jpon finali$ing the selection% #R &ill issue the formal appointment letter 2mplo)ees

hired on contract must go for pre9emplo)ment medical test and sub+ect to satisfactor)

results =fit for &or'> the incumbent &ill be allo&ed to +oin

Standard terms and conditions similar to permanent emplo)ee especiall) adherence of

code of business ethics, confidentialit) and full time engagement clauses must be

included

If a contract emplo)ee is made permanent =based on performance@capabilit)@ headcount>

the service length of that individual &ill be counted from the first da) of the +oining

provided the contract period &as continuous@uninterrupted

Salar) and benefits &ill be fixed based on the incumbents: educational and professional

bac'ground A contract emplo)ee &ill be entitled to same level of salar) and benefits ifhe@she is hired in a position that alread) exits in the permanent pa)roll

A contract emplo)ee &ill not be eligible for end service benefits or loan facilities from

the compan)

&aual 5##ointment

0obs that are totall) causal in nature and are required for a short period =maximum of 36

&ee's> to cater the additional influx of &or' or emergenc) exigencies or filling up a

permanent position that is temporaril) vacant


28/33

/asual appointment should be for a fixed period or until the completion of the special

+ob@pro+ect and cannot be for long periods 2mplo)ing divisions@ department must obtain

approval form the "ivision@ "epartment #ead +ustif)ing the need, specif)ing the number

of personnel and the required bac'ground Line Manager in concert &ith #R &ill process

the hiring

-o &ritten contract is required Appointment &ill be on a dail) &or'ed basis

*he line manager &ill do the necessar) arrangements for recruitment and appointment of

/asuals 'eeping #R N Administration informed

*he principle of hiring should be the best candidate suited to the +ob@position -o

discrimination &ill be permitted on the basis of personal relationship regarding hiring of

/asuals All individuals involved in the hiring process must be sensitive to the perception

of favoritisms and bias

Salar) should be determined based on the incumbent:s bac'ground and s'ills *he

calculated mar'et median for the t)pe@nature of the +ob should be ta'en into account prior

to fix the compensation /asual emplo)ee &ill not be eligible for an) other standard

benefits of the compan) and the pa)ments can be on a dail)@&ee'l)@monthl) basis

,ecruitment for Internhi#

Internship is one of the parts of graduation for student In case of Bachelor of Business

Administration and Master of Business Administration, it is an obligator) ;or this reason

Jniversities send /s of student to Robi for internship

Recruitment of interns +ust li'e the recruitment of contractual *he candidates have to

face the intervie& and if the) get selected then the) &ill appoint as intern enerall) for

internship Robi as' for /s to the reputed Jniversities li'e "ha'a Jniversit), -orth

South Jniversit) and BRA/ Jniversit) etc


29/33

*he requisition for interns is send b) the departmental head or the emplo)ee &ho need

intern (hen requisition comes #R sort /s and then arrange intervie&

,ecruitment for Surveyor

Surve)or is a monthl) program of Robi Robi has al&a)s done a monthl) surve) in their

/ustomer Service *his is done for 'no&ing about the customer satisfaction and

condition of customer care

;or recruitment the candidates can be undergraduate no need of graduation /andidates

have to face an intervie& and if he select b) the intervie&er then he &ill be appointed


30/33

&85PTE,=+

5N5$


31/33

,E&O!!EN05TIONS

,ecommendation

P Strategic #lanning> Successful emplo)ment planning is designed to identif) an

organi$ation human resources need Robi Axiata Ltd can use soft&are to 'eep emplo)ees

update% &hich t)pe of qualified emplo)ees the) have% forecast future requirement of qualified

emplo)ees li'e other M-/s =Mobile -et&or' companies>

P ;ing %rd

#arty> *he compan) can use Most of the time compan) filled the vacant position from outside But

the) can fill it b) promoting appointment or suitable person in the organi$ation.

PEm#haiAe on internal earch> Robi Axiata Ltd basicall) relied on external search for

recruiting purpose *he) must attempt to develop their o&n lo& level emplo)ees for higher

positions through more internal search *o do so the) must ensure a communication net&or'

notif)ing interested persons of opportunities, including advertising &ithin the organi$ation li'e

position open! bulletin board in ever) department

P 7ob fair> All of these organi$ations must use open up recruiting efforts to the external

communit) li'e +ob fair through external search *he) can participate in career and +ob fairs and

open houses and must develop and support educational programs and become more involved

&ith educational institution that can refer more diverse talent pool

P 9acground invetigation> #R department should underta'e a bac'ground

investigation of applicants &ho appear to offer potential as emplo)ees *he) should

verif) an individual legal status to previous &or' through chec'ing credit reference, criminal

records and so on

&85PTE,=/

&oncluionSheref.M/Nader/Radwan/ Page 31 of 33 Mid term exam


32/33

&oncluion

Recruitment is an important issue for an) organi$ation Recruitment and selection allo&s an

organi$ation to asses the vacanc) and choose the best personnel &ho &ill lead the organi$ation in

future So the organi$ation should give more emphasi$e on selecting a person A person &ho can carr)

for&arded the organi$ation in terms of development, values and ethics Mainl) the precious resource for

an) organi$ation is their 'no&ledge based efficient &or'ers *he organi$ations should more cautious

on this issue to ensure the qualit) and ethics

&e can easil) find out the #uman resource practice, recruitment and selection process, emplo)ee

satisfaction and relations at Robi is a ver) developed and effective one As a multinational compan) for

ma'ing the process more effective Robi should anal)$e the recruitment and selection process of other

multinational compan) of home and abroad *hat can ma'e Robi perfect in recruiting people and the

compan) &ill get efficient professionals, that &ill increased the productivit) as &ell as revenue

*he most important 'e) source factor of Robi Axiata Ltd is its efficient human resource It is using the

state9of9the9art SM technolog) and continuousl) monitoring its net&or' traffic to ensure net&or'

qualit) Moreover, its decisions are based on facts from mar'et research and coverage surve) *he

compan) also monitors itFs competitorFs activities and is proactive in mar'eting decisions

Sheref.M/Nader/Radwan/ Page 32 of 33 Mid term exam


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