TRAINING PROGRAM OF GRAMEENPHONE:

In Grameen Phone, there are 2 types of training. One type of training is

‘Job-Specific Training Program’ and the other is ‘General Management
Program’.

Job-specific training program is given to the employees within their

separate department. According to the need of that specific job of
specific department, each department specially organize training
program for their employees. Like for the sales force, this training
program is given to the new employees to give them knowledge about
the changes in products, markets, customers’ need,
competition,company policies, marketing strategies and industry trends
etc.

General management training program is mainly for the existing

employees. In this training, employees are given more advanced
training, because as they are more senior and mainly supervisor of the
new employees, they need to have more knowledge in the
management sector rather than simple product knowledge and market
condition. That is why, this training program is mainly for the existing as
well as executive employees provided by the Human resource
department. A chart has been given in the next page to show the two
types of trainings available in Grameen Phone.
Findings:
RECRUITMENT & SELECTIONS:-

More involvement of Sales Managers required in the recruitment process:

The HR department seems to be more involved in the recruitment process with the
sales department being the less active one. The HR department is of course
professional about the matter. However, the sales department has the better idea
about the kind of attributes and qualities that is required for the job. They are more
capable of identifying the better potential in the candidates. Therefore, the sales
managers should be more involved in the recruitment procedure, while the HR
department acts more as a facilitator in the process.

Co-relation between Recruitment & Turnover:

Quite recently, there has been a substantial increase in the turnover rate compared
to the previous years. There is always a co-relation between recruitment and
turnover rate in all organizations. To counter this, the recruitment process needs to
be corrected. The solution to such problem is to go through a more rigorous test of
candidates before selecting and appointing them at GP. There must be interviews
targeted to find out the eagerness of the candidate and his or her probability of
staying at GP.

Give ads to other Medias:

One key issue of recruitment is to attract a pool of candidates. However, the

candidates have to be quality candidates. The more quality candidates that are
available, the more probability there is that the recruitment will be a success. GP
mainly advertises its vacancies over the net. But the more prominent media used
by potential applicants is the newspaper. It is true that more technology oriented
people use the net. But they do not necessarily use it to seek jobs. So, GP try on
campus recruitment, job fairs and newspaper ads more often than now.
EMPLOYEE,S DEVELOPMENT PLANNING:

Quick approval of training budgets:

The process of allocating the budget represents another problem by being very
lengthy and bureaucratic. The problem is magnified in times when quick training is
necessary to fill-up vacant places or to deal with certain types of situation. The top
management should devise a quicker decision making process and keep a sharp
eye so that inter-departmental bargaining can’t affect the proper allocation.

Increase in the amount of training budget:

One of the major problems that are prevalent in Grameen Phone is that the board is
bit reluctant to provide with sufficient training budget. In general, there is a
positive co-relation between the training budget and the quality of the training. As
Grameen Phone is in such an industry where moderate level of technical
knowledge is required by the sales persons, who work as educating the agents
afterwards, top management should focus on increasing the training budget to
avoid suffering from “myopia” i.e. increasing the temporary benefit at the cost of
long-term organizational goals.

Separate staff sales trainers:

At present GP is relying on line sales executives and to some extent to the outside
consultants. A large corporation like GP should have separate staff sales trainers
along with line sales executives, who will be working on developing more
sophisticated, up-to-date sales training programs in order to meet the upcoming
challenges. Inevitably, line sales executives have less concentration to provide
training while there work is on progress. If the line sales executives do focus more
on training then there’s a high chance they will be unable to complete their main
tasks. So, in order to increase the effectiveness, GP should also acquire staff sales
trainers who would be held responsible to greater extent for sales training
programs development, implementation and evaluation.
Grameen Phone Training Aim
What are the potential costs to this lack or training? Why do you think the
company operated in this manner? There are many costs due to the lack of
training backhoe operators. Initially, there is the cost of the broken water lines
and telephone lines..
In simple terms training and development refer to the impacting of specific skills
abilities and knowledge to an employee. A formal definition of training and
development is-it is any attempt to improve current or future employee
performance by increasing an employee’s ability to perform through learning,
usually by changing the employee’s attitude or increasing his her skills and
knowledge

GP IMPORTANCE OF T&D
Training and development programs, as was pointed out earlier, help
remove performance deficiencies in employees .this is lack particular true
when – 1. The deficiency is caused by a lack of ability rather than a lack of
motivation to perform, 2. The individuals involved have the aptitude and
motivation need to learn to do the job better, and 3. Supervisors and peers
are supportive of the desired behaviour.

Human Resources of Grameenphone: Human Resources (HR) Department, an

important of Administration Division plays very vital role in the total functioning of G P. 
Employee recruitment, selection, transfer, promotion, training, performance appraisal – all these
are conducted by HR division. The informal structure of HR according to its functions can be
classified into three main categories they are:

 Human Resource Management  (HRM)

 Human Resource Development (HRD)
 Human Resource management Information system (HR- MIS)

Human Resources Development of Grameenphone: An organization’s

performance and resulting productivity are directly proportional to the quantity and quality of its
human resources.  While employee performance must be evaluated in economic terms of
efficiency and effectiveness, it can be best achieved through recognizing and enhancing the
human dignity of each employee.  GP training involves the following steps
1.Assessing training needs ,2.Selection of the participants, 3.Conduct training programs