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1.0 Industry Overview 1.1 Bangladesh Cell Phone Industry

To understand the potential demand for cell phones in Bangladesh, let us look at some of the key macro-indicators of the country With a population of nearly 147 million people living in an area slightly larger than United Kingdom, Bangladesh (Total land area 133,910 square kilometer) is the most densely populated country in the world, with roughly 1079 people per square kilometer. More than 80% of its population lives in the rural areas, where two thirds of the population is engaged in agricultural activities. Its standing in the Human Development Index (HDI) remains almost unchanged at 137Th position, according to the United Nations Development Report released last year. Bangladesh is also one of the worlds ten poorest countries, with a GDP per capita of USD$ 421 with a lower average of USD$ 171 for rural areas. However, the GDP per capita PPP is USD$ 2,000 with a growth rate of nearly 5% in the last 5 years. It has been often cited that Bangladeshs low level of income is the main reason for its low level of penetration. In a country such as Bangladesh where the state owned operator, the Bangladesh Telegraph & Telephone Board (BTTB), dominates the landline telephone system and provides poor services and infrastructure, cellular phones tend to be substitute for landlines. According to the year end review of BTRC in 2006, there were approximately 1.5 million fixed line and 17 million mobile subscribers available in the country. For poor countries and rural areas, it is cheaper to build mobile infrastructure than fixed line communications. In terms of topography, Bangladesh is a flat country where 90% of the country is dominated by alluvial river plains, which does not raise more than 10 meters above sea level. The highest peak is keokradang (1230 meters), 80 km South-West of Chittagong in the Hill Tracts. The flatness facilitates the construction of stations and improves the coverage area.

Besides reviewing the macro indicators to identify potential demand, consumer demand for cellular services has also been studied. A case study conducted by the Telecommunications Development Group for the Canadian International Development Agency (CIDA), found that there was consumer willingness to pay for cellular phone services and a significant consumer surplus experienced by the villagers. According to the report, the consumer surplus for a single phone call from a village to Dhaka (the costs of a call that replaces the physical trip to the city and the costs of wages) ranges from 2% to 12% of mean monthly household income, which translates to saving of 132 to 490 taka.

1.2.0 Background of Warid Telecom

The Abu Dhabi Group is a multinational company based in the UAE, which owns and operates a wide range of business concerns that are spread across 3 different continents. It has a diversified business interest in the institutions that have enjoyed commercial success as a result of its strong financial resources and extensive management expertise. The Abu Dhabi Group's major investments are in the following sectors: Telecommunications Hospitality services Property development Oil exploration and supplies Banking and financial services Automobile industries Warid Telecom takes pride in being backed by the Abu Dhabi Group, one of the largest groups in the Middle East and in Pakistan. Warid Telecom is currently operational in Bangladesh and Pakistan, while it is also setting pace to initiate its operation in Uganda & Congo. Within the markets Warid is already operating, it has quickly developed a large customer base and established itself as one of the leaders of telecom service sector.

In Bangladesh, Warid Telecom commenced its operations under a landmark MOU agreed upon by the Dhabi Group and the Government of Bangladesh worth USD 1 billion, out of which USD 750 million was exclusively committed for investment in the Telecommunication sector of the country. Succeeding the MOU signing, the BTRC license for telecom service provision was issued to Warid Telecom, followed by the signing of interconnectivity agreement with all the existing telecom companies of Bangladesh. In May 10th, 2007, Warid Telecom launched its commercial operations in Bangladesh with a network encompassing 26 districts. By November 2007, the network had been expanded to cover 61 districts and being used by 2 million customers. Based on the NGN (Next-Generation) network, Warid Telecom's operational activities in Bangladesh aim to achieve a new and modern corporate identity, which is congruent with the dynamic changes taking place in the telecom industry today. With a reflection of a new strategy, our aim is to be perceived not only as a telecommunication operator of voice services, but also as a universal provider of comprehensive communications services for both residential and business customers.

1.2.1 Vision
Warid Telecom's vision is "To be the leading national communication provider with a strong international presence." To become the essential communication provider in Bangladesh of high quality voice and innovative data services by offering affordable products and services to all market segments and to become an integral part of their everyday lives. Warid Telecom's brand values include: Simplicity Honesty Innovation Quality 4

 Dynamic Friendly

1.2.2 Mission
Establish and sustain as a customer centric organization Provide high quality and innovative communication services, through state of The art infrastructure and a team of professionals continuously develop, motivate and empower our people Achieve profitable growth for all our stakeholders

1.2.3 Major Investments Abu Dhabi Group

Bank Alfalah Limited: Fully licensed commercial bank with operation in the major financial areas of Bangladesh. They also have many branch networks in Pakistan. United Bank Limited: A leading commercial bank in Pakistan with a vast branch network of approximately 1,100 branches including 23 international branches. Alfalah Exchange Company: Fully licensed exchange company in Abu Dhabi Iranian Sanden Industries PJS Co.: A joint venture with Sanden Singapore to manufacture car air conditioners in Iran. The project has the capacity to produce up to 300,000 air conditioning units per annum

J.C. Maclean and Co.: Manufacturers of high quality furniture Neo Pharma LLC: Manufacturers of pharmaceutical products National Telesystems and Services (NTS): A joint Venture with Bin Jaber Group Ltd. and Thales International Middle East Holding S.A.L. Al Jazira Management Mall: Management joint venture Abu Dhabi Vegetable Oil Company: Manufacturer of edible oils Nama Development Enterprises: Representation of leading companies in the UAE in the field of oil and gas, engineering, equipment suppliers, consultants etc. Wholly Owned Properties and Companies Le Royal Meridien Hotel, Abu Dhabi, previously known as the Abu Dhabi Grand Hotel, is a 5-star hotel in the heart of Abu Dhabi. It will soon be offering 300 deluxe rooms, suites and other facilities. 5

Dhabi Contracting: A special category construction company Dhabi Drilling Offshore Rig operations in collaboration with Sedco Forex Al Ain Palace Hotel: A 4-star hotel in Abu Dhabi Dhabi Enterprises Leasing: Leasing a number of groups and real estate properties across Abu Dhabi.

1.2.4 Key Strengths The Network

At the corner stone of Warid Telecoms operational agenda is ensuring that comprehensive network coverage is provided to all subscribers across all locations. In this context, Warid Telecom has decided to opt for GSM (Global System for Mobile Communication) technology for its network in Bangladesh, as it is the global standard for digital cellular telephone service. GSM networks support enhanced data applications and more than 1 billion customers in 109 countries are using this technology. Warid Telecom would be launching its cellular services based on 900 and 1800 GSM technology, in order to optimize the utilization of frequency, thus ensuring the highest quality and service. Warid Telecoms GSM network is set to cover 61 districts of Bangladesh to ensure that our service can seamlessly reach out to every corner of the country. We are also in the process of fast expanding our nationwide network to cover all thanas by the end of 2007. Warid are partners with some of the leading vendors in the telecom industry who help in providing the best and the latest network solutions for our businesses. These vendors include cellular giants Ericsson, Nortel, Siemens, Cisco and Huawei.

Research & Development

Warid have made no compromise on investments required for research and development. With a projected capital expenditure of over US $700 million, Warid Telecom has been set up to provide a premium quality GSM service, which will reach out to most parts of Bangladesh by the end of 2007

Technological frontier
Warid has pioneered in key technologies which include the following: Custom-made network for Bangladeshs environment Congestion-free connectivity in all coverage areas Roll out plan for complete national populated coverage by 200X Future professional network (GPRS compatible and 3G upgraded with soft switch and Media gateway architecture) State of the art IP based contact center and leading data center

Exclusive Customer Care

Mandate for doing businesses by keeping customers at the forefront is reflected in our 'one stop' concept for all your telecom requirements. We have the maximum number of Sales and Customer Service Centers countrywide, equipped with cutting edge technologies to ensure that customer needs and demands are catered for in the shortest possible time. Our highly trained and well-groomed team of Customer Service Executives is on hand 24 hours to provide you support in any area- all to make sure that your communication experience with use is facilitated in the smoothest way possible.

Best Practices
Warid believe in a process driven setup with comprehensive business processes covering all our activities. All business processes are ETOM compliant as per accredited international standards.

Innovation
Warid is committed to providing superior level of professional services to all its customers before, during and after the deployment of our leading solutions. To accommodate our customer's demands, we have deployed a state-of-the-art 2.5G EDGE compliant network. There are also innovative services of various standards that cater to a wide spectrum of users.

Policies
Warid Telecom believes in working with strategic partners and employees for long term relationships. As a consequence of the above Warid Telecom is looking for the following to deliver its vision: Strategic vendors and partners to assist in rolling out these services in a timely and efficient manner with a focus on turnkey solutions and premium propositions; Strong partners to assist in launching these services and creating effective sales & marketing business development opportunities for all to operationally and financially gain; Consultants and experts to help deliver this vision; Well rounded employees who wish to become part of this adventure.

1.3.0 Business Structure and Management of Warid Telecom

The Abu Dhabi Group is led by His Highness Sheikh Nahayan Mabarak Al Nahayan. His Highness is the Federal Minister for Education of the United Arab Emirates. He is also the Chairman of Warid Telecom, Wateen Telecom, United Bank Limited, and is also the Founder Chairman of Bank Alfalah Limited.

1.3.1 Shareholders
Sheikh Nahayan Mabarak Al Nahayan His Highness Sheikh Nahayan Mabarak Al Nahayan - Member of the Royal Family of Abu Dhabi, Minister for Higher Studies and Chancellor of the University of Al Ain. His Highness Sheikh Nahayan Mabarak Al Nahayan is the Chairman of the Company and takes keen interest in the management of Warid Telecom. His Highness Sheikh Nahayan is the Federal Minister for Higher Education and Scientific Research for UAE and is also Chairman of Union National Bank, Abu Dhabi, Chairman & Director United Bank Limited, Pakistan, Chancellor Al Ain University and President at the Higher Colleges of Technology, Abu Dhabi. His Highness is also the former Chairman Bank Alfalah Limited, Pakistan.

Sheikh Suroor Bin Mohammed Al Nahayan His Excellency Sheikh Suroor Bin Mohammed Al Nahayan - Chamberlain of the Royal Amiri Courts and Member of the Royal Family of Abu Dhabi. His Excellency Sheikh Suroor Bin Mohammed Al Nahayan was the Governor of UAE Central Bank for the last 10 years and a major shareholder of Abu Dhabi Commercial Bank. He is a member of the Royal Family and holds interest in Bank Alfalah Limited and United Bank Limited in Pakistan. His Excellency Sheikh Suroor is the major shareholder of Abu Dhabi Commercial Bank, Abu Dhabi, UAE. Other interests include shares in joint stock companies as well as interest in commercial and real estate properties both in UAE and abroad. His Excellency Sheikh Suroor also owns the five star Hotel.

1.3.2 Board of Directors

Board of Directors Warid Telecom International Limited H.H. Sheikh Nahayan Mabarak Al Nahayan H.E. Saif Bin Mohammad Bin Butti Hamid Al Hamed H.E. Ali Mohamed Al Sorafa Al Hammadi Mr. Butti Saeed Mohamed Al Ghandi Mr. Bashir Ahmed Tahir Mr. Matthew William Hollis Mr. Muneer Farooqui Chairman & Director Director Director Director Director Director Chief Executive Officer & Director

1.3.3 Warid Team

A.S.M.Sakib Skidder/Legal & Secretarial/Dhaka: He is a person who has in depth knowledge in company knowledge law. Abhoy Seth/Sales & Marketing/Dhaka; He is the functional head of Sales & Marketing. He has been serving in Airtel for more than 10 years. Previously he served in several provinces in India. 9

Ashraful Haq Chowdhury/Corporate Affairs/Dhaka; He is the head of government & operators relations function. Previously he served in Robi & GP. Chris Tobit/CEO/Dhaka; He is the Chief Executive Officer of Bangladesh operations. Previously he was the head of sales of Airtel in Northern Indian provinces. Imran Zaman Khan/CEO Secretariat/Dhaka; He is the head of CEO secretariat & has expertise in project management. Lutfor Rahman/IT/Dhaka; He has expertise in IT related functions. Nauman Fakhar/Marketing/Dhaka; He is the Head of Marketing function. He has in depth knowledge in customer management & promotional activities. Previously he served in Telenor, Pakistan. Raghvendra Gupta/Supply Chain/Dhaka; He is the Head of Supply chain management & pioneering central ware-housing system at Warid Telecom. Previously served in Airtel India. Rubaba Dowla/Customer Care/Dhaka; She is the functional head of Customer Service division. She is a veteran telecom icon of the country. She played pivotal role in developing Brand Image of GP. She has been serving in Telecom sector of Bangladesh. S.K Mukhopadhyay/Finance/Mobility/Warid; He is the Chief Financial Officer in Bangladesh operations. Has in depth knowledge in fund management. Saad Ahmed/Engineering/Dhaka; He is the leader of engineering team. Siddhartha Shankar Kundu/Audit, He is the head of Audit Team Syed Tanvir Husain/HR&A/Dhaka; He is the functional head of HR & he has 13 years working experience in GP & other international organization.

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Zakia Sultana/Operational Excellence/Dhaka: She is the head of project management department.

1.3.4 Organizational Structure

BEC

CEO

ADVISOR

CIO

CSO

CIO

GM Divisional Managers Assistant Managers R.M.C

Z.S.M

Senior Executive Junior Executive

B.C.M

F.M

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1.3.5 Departmentalization
Warid Telecom (Pvt.) Ltd. Head office is in EFU House on Jail road, Lahore. Warid has the maximum number of Sales and Customer Service Centers countrywide, backed by two stateof-the-art Contact Centers of international standards that are equipped with the right facilities to ensure real-time online services. Their highly trained and well-groomed team of Customer Service Executives provides round- the-clock-support. Warid has setup Corporate Lounges, with a customer-friendly environment to provide personalized care to our corporate clients. Furthermore, an extensive network of franchises, kiosks and mobile units ensure easy and convenient accessibility. Different divisions, department and functionaries working in the head office are 1. Marketing 2. Human Resources 3. Financial Accounting & Revenue Assurance 4. Sales & Customer Services 5. Administration 6. Products & Services 7. Procurement & Logistics 8. Legal Affairs 9. Engineering & Information Technology 10. Audit & Risk Services 11. Quality Assurance 12. International Business 13. Public Relations 14. Operations and Project Management 15. Govt. Relations

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1.3.6 Segmentation and Strategy Division

Warid Telecom has divided its segmentation and strategy division into five segments on the basis of their characteristics. Markets consist of buyers and buyers differ in one or more ways. They may differ in their wants, resources, locations, buying attitudes and buying practices. The core concept behind companies using marketing segmentation concept is to divide large homogeneous markets into smaller segments that can be reached effectively and efficiently with products and services that satisfy needs, wants, desires and trends of certain segment. Characteristics that govern segmentation and strategy development in Telecom industry .Specifically mobile services according to a certain segment are Age Educational background Gender Income National, regional or other geographical areas of origin Social class Religion Culture Behaviors Population Tele density in area to be segmented

Idea Development
Develop an idea that would satisfy the above considerations. The idea can be 1. Development of a product or service; that idea is then shaped in the form of the product or services with the help of Products and Services department, I.T and Engineering departments to develop a product or service. 2. Event to improve sales, public relations, brand awareness. After getting the idea approved by the authorities by preparing a feasibility report. The next step is to get documentation done for idea conversion costs. Idea Conversion Costs that note 13

and getting it approved by the authorities. After getting the idea approved will be incurred in converting an idea into reality. This step includes developing a CEO note. CEO note is developed with the help of departments related to the project. Artworks, TVCs elaborating the ideas are designed by the communications department and then it is forwarded to marketing operations for execution of ideas.

Events
Warid not only participates in events but also organizes such events and activities that highlights its commitment to have good public relations, create brand awareness, taking social responsibilities programs. Instances of such events include Warid sponsoring OIC IT and Telecom expo and conference 2008, taking part in ITCN 2008. These events include sponsoring and organizing Tournaments Conferences Parties Seminars CSR activities

1.4.0 Business Centers and Franchises of Warid Telecom in Bangladesh

Warid Telecom International Ltd is a concern of the Dhabi Group one of the leading conglomerates of the Middle-east. Warid Telecoms main business is in providing GSM telecommunication services in Pakistan, Bangladesh, and the group expects to expand into Congo and Uganda soon. Warid Telecom was awarded the 6th mobile phone operator license by Bangladesh Telecom Regularity Commission (BTRC) on December 2005. Approximately a year later, on January 2007, we switched our network on.

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Warid Telecoms operational activities in Bangladesh aim to achieve a new and modern corporate identity, which is congruent with the dynamic changes taking place in the telecom industry of Bangladesh today. Warid Telecom's superior products, high quality of services, network, affordability, and customer support have enabled it to not only capture market share from existing players, but also acquire the so far untapped market. With a reflection of a new strategy, our aim is to be perceived not only as a telecommunication operator of voice services, but also as a universal provider of comprehensive communications services for both residential and business customers.

Coverage:
Division name Dhaka District name Dhaka Faridpur Gazipur Gopalganj Jamalpur Kishoreganj Madaripur Manikganj Munshiganj Mymensingh Narayanganj Narsingdi Netrokona Rajbari Shariatpur Sherpur Tangail Chittagong Bandarban Brahmanbaria Chandpur Chittagong Khulna Bagerhat Chuadanga Jessore Jhenaidaha Division name Rajshahi District name Bogra Dinajpur Gaibandha Joypurhat Kurigram Lalmonirhat Naogaon Natore Nawabganj Nilphamari Pabna Panchagarh Rajshahi Rangpur Sirajganj Thakurgaon

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Sylhet

Comilla Cox's Bazar Feni Khagrachhari Lakshmipur Noakhali Rangamati Habiganj Moulvibazar Sunamganj Sylhet

Barisal

Khulna Kushtia Magura Meherpur Narail Satkhira Barguna Barisal Bhola Jhalakati Patuakhali Pirojpur

1.4.1 Business Centers & Customer Service Centers

Business Center & Customer Service Centers Tajwar Center ASA Tower Novera Tower, Dhanmondi Motijheel Quaderi Chamber, Chittagong Rahman Tower, Sylhet Akunjee Tower, Khulna Dolphin Housing, Bogra Parent's Plaza, Rajshahi Uttara Business Centre, Uttara Cox's Bazar Business Center Rangamati Business Center Khagrachori Business Center Bandorban Business Center Address Tajwar Center House#34 Road#19/A, Banani, Dhaka 1213 ASA Tower (Ground Floor)23/3 Khilji Road, Shyamoli Dhaka-1207 Novera Square Road #2 House#5 Dhanmondi, Dhaka 64/1, Purana Paltan Motijheel Commercial Area, Dhaka 1000 Quaderi Chember, 37 Agrabad Commercial area, Chittagong Rahman Tower, House#A/2 Bangabir, Naiorpool Sylhet Akunjee Tower (Ground Floor) ,A-41, 42 Mazid Sharani, Shib Barir More Shonadanga, Khulna-9100 Dolphin Housing, Jaleshwaritola, Bogra Parents Plaza Alupotty, Ghoramara Boalia, Rajshahi Siaam Tower, Dhaka - Mymensingh Road, Plot No. 15, Sector-3, Uttara, Dhaka-1230 Hotel Sayeman (Ground Floor) Baharchara, CoxsBazar 4700. New Court Road, Rangamati. Syed Building,Shapla Chattar, Khagrachori Abeda Plaza (Ground floor) Opposite of Govt. High School, Bandorban

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1.4.2 Definition: Franchise

Franchise is a permission given by a person or entity permitting the distribution of goods or services under his trademark, service mark or trade name by an agreement to another person or entity Franchisors are available in every industry/sector to work with entrepreneurs (the Franchisee) to help them develop successful business opportunities (franchises). The franchisor typically provides marketing, sales assistance and lends corporate credibility. Franchising options/services (For Franchisors): Disclosure Option: Franchisors may make the required disclosures by following either the Rule's disclosure format or the Uniform Franchise Offering Circular Guidelines prepared by state franchise law officials. Purpose: The Rule is designed to enable potential franchisees to protect themselves before investing by providing them with information essential to an assessment of the potential risks and benefits, to meaningful comparisons with other investments, and to further investigation of the franchise opportunity. Franchise Common misspellings: Franchising: franchysint, franchisig, franchising, flanchysing, franchicing, fanchising, flanchysint, franchicint, frnchising, franchycing, flanchicing, frachising, franchycint, flanchicint, franhising, flanchycing, francising, franchsing, franchiing, franchysing, franchisng, franchisint, flanchising, flanchisint, fanch1s1ng, phanch1s1ng, franch1s1ng, framchising, franchisign, franchisnig, franchiisng, franchsiing, francihsing, franhcising, fracnhising, frnachising, farnchising, rfanchising, franchisin, ranchising Franchise consultants can assist you in picking the best business opportunity to meet your personal goals. Many entrepreneurs benefit by working with a directory of franchisors online. When people speak of franchises, they are usually referring to business format franchises. Such a franchise is essentially a business clone. The franchisor has developed a system for reproducing his business (often right down to the last detail). When you buy a franchise, you rent the franchisor's trademark and method of doing

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business. The method of doing business involves a standardized approach to delivering a product or service. In fact, many franchises are offered as
turnkey business opportunities,

all you, as the franchisee, need

to do is walk in and "turn the key" to get the business up and running. Buying a franchise is a popular choice for starting a business because the assumption is that the franchisor is selling business success; he or she has created a successful business, and therefore, the franchise business you buy will automatically be successful, too. Buying a franchise is also popular because most franchisors offer some degree of ongoing marketing and operational support. For example, as a franchisee, your business may benefit from the franchisor's marketing campaigns, or have lower inventory costs because of the franchisor's suppliers. On the other hand, the degree of ongoing control that some franchisors exert may be excruciating. Anyone considering buying a franchise needs to carefully investigate all aspects of the franchisor - franchisee relationship, as well as the track record of the particular franchise. Also Known As: Franchising, turnkey operation. Common Misspellings: Franchize, Fanchise. Examples: Buying a franchise was attractive to Trevor because he really liked the idea of having a management team behind him.

1.4.3 Franchise Locations of Warid Telecom in Bangladesh Franchise Center of Warid Telecom International in Dhaka
SL #
1 2 3 4 5 6 7

AREA
Uttara Tejgaon Shamoly Savar EPZ Savar Bazar Mirpur 11 Mirpur 01

FRANCHISE LOCATION
House-9, (1st Floor), Road-12, Sector-6, Uttara Model Town, Dhaka 58, Goldeen Plaza, 1st Floor, Rasulbag, Mohakhali, Dhaka 1107/A Ring Road; Baitul Aman Housing Society; Shyamoli; Hasan Apartment Gate, Beside Hasem Plaza, Savar EPZ, Savar B-110, Bazar Road; Savar - 1340 House # 01, Road # 03, Block # A, Mirpur # 6, Mirpur, Dhaka 10; Darus Salam Road; Mirpur-1; Dhaka - 1216

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8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51

Kuril Kazi Para Kachukhet Hatirpool Dhanmondi Gulshan Farmgate A Farmgate B Shabujbag Sadarghat Rampura Paltan New Market Nawabpur Motijheel Mogbazar Lalbag Keranigonj Jurain Jatra Bari Badda Gazipur East Gazipur West Tongi Joydevpur Sherpur Jamalpur Netrokana Tangail Mymensing West Mymensing East Kishoregonj CTG Road Chashara Bandar Fatullah Madaripur Faridpur Shariatpur Rajbari Narshindi Manikganj Munshiganj Gopalganj

KA - 218/3 Kuril, Progoti Sharani; Dhaka - 1229 Darul Anam, 143, Begum Rokeya Sharani, 1Flr, Mirpur, Dhaka- 1216 75, Ibrahimpur, Kachukhet, Dhaka. 345/3, Sonargaon Road; Hatirpool; Dhaka - 1205 Shop # 35, Road # 2, Dhanmondi, Dhaka-1205 121, Gulshan Avenue, Gulshan-1212, Dhaka 78, Airport Road, Tejkunipara, Tejgaon, Dhaka - 1215 Centre Point Concord (Grnd Flr) 14A & 31A Tejkunipara, Framgate 374/B, Khilgaon, Taltola, Dhaka - 1219 43 Johnson Road, Sutrapur Dhaka 1100 64/B, Malibagh Chowdhury Para, Malibagh, Dhaka - 1219 50/F Inner Circular Road Subastu Arcade, New Elephant Road, Dhaka-1205 223/2A; Bangshal Road, Dhaka 131, Motijheel C/A; Dhaka - 1000 House # 227 (New),331 (Old) Outer Circular Road, Boro Mogbazar, 37/7, Azimpur Road, Dhaka-1205 Shop # 4,5,6, Mona Trade City; Zinzira, Highway Road; Keraniganj, 325 South Jatrabari, 1st floor, Dhaka-1204 33/1, Uttar Jatrabari, 1st floor, Dhaka-1204 73/2, North Badda, Progoti Sharani, Dhaka. 171/1, Hasan Banejoya Bitan, Jor Pukur Road, Joydevpur, Gazipur Tasnin Tower, B.I.D.C Road Joydevpur, Gazipur Islamia Market, Mymensing Road, Tongi Bazar, Gazipur Chandna Plaza,Dhaka Road, Chandna Chourasta, Gazipur M/S. Hafizur & Brothers,Section-B Kharampur, Sherpur -2100 Kathakoli Market, Doyamoyee More, Jamalpur Town, Jamalpur Imran Plaza,Choto Bazar, Netrokona Al-Hur Super Market (Talukder Market), Old Bus Stand, Tangail Holding # 33, C. K Ghosh Road, Ward # 16, Mymensingh 15, Madan Babu Road, Mymensingh Station Road, Kishorgonj Sadar, Kishorgonj Shop # 71, 73, AR Rahman Super Market, Shidhirgonj, Narayangonj 81/D, B.B.Road, Naryanganj 638, Wilson Road; Ward No # 2; Bandar; Narayanganj Mostafiz Center, 72 Pagla road, Fatullah, Naryangong 1500 Shabujbag, Main Road, Madaripur Shamsul Ulum Biponi, Mujib sarak, Faridpur 543/1, Tulashar, shariatpur sadar. 18 Islam Plaza, Narsinghdi Sadar 26, Shahid Sharani; Sunlife Insurance Building; Manikganj 443 Jogodhatripara, Jubli Road, Ward-2, Munshigonj Sadar Jimi Market Plaza (Ground Floor), D.C. Road , Gopalganj-8100.

Franchise Center of Warid Telecom International in Comilla

SL#
52 53 54 55 56 57

AREA
Laxmipur Feni - Mohipal Brahmanbaria Chowmuhoni Chandpur Chawk Bazar

FRANCHISE LOCATION
Hazi Super Market,Bag Bari,Laxmipur Jahan Complex,SSK Road,Feni Mohipal Ether Telecommunications,T.A Road Brahamanbaria Star Plaza,Feni Road,Chowmuhoni,Noakhali Kalibari Moor,Stadium Road,Chandpur Hazi Safar Ali Plaza,Kaporiapotti,Shatipotti,Chawk Bazar, Comilla

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58 59 60

Race Course Bishwa Raod Feni - Sadar

Rashid Steel House,Race Course,Comilla Upozila Krishi Office,Poduar Bazar,Bishaw Road,Comilla Rajia Mahal,Stadium Road,Sadar,Feni

Franchise Center of Warid Telecom International in Chittagong

SL #
61 62 63 64 65 66 67 68 69 70 71 72 73 74

AREA
Alankar Muradpur Mohora Wasa Agrabad Halishahar CEPZ Chomohoni GEC Lal Dighi Kazir Dewri New Market CXB - Tekpara CXB - Kolatoli/Jhowtola

FRANCHISE LOCATION
Abdur rahim tower, A K Khan Morr, Alankor 158 CDA Avenue, Mohammadpur, Muradpur Mohora Railgate, Kamal Bazar, Mohora 335 CDA Avenue, Shah Puri Tower, Near Ispahani Mour, CTG-4000 Shakoza Plaza, Gr. Fl, Amir Hossain Dubash Rd, Chittgaong House#1; Road#1; Block#L; Agrabad Access Road; Boropool, CTG Bandartila, Opposite Sailors Colony,Near EPZ, South Halishahar, CTG 232, Sk. Mujib Road, Chittagong 4100, Hotel Pavalion Bldg, CDA Avenue, GEC, Chittagong. Momin Road, Andarkilla,Beside City Corporation, Chittagong Fourm Center, Ground Floor, 23 MM Ali Road, Chittaging JBC Market, Station Road, Chittagong Kalur Dokan, Takpara, Tarabaniar Chora, Main Road Cox's Bazar Hotel Holiday; Jhawtola, Main Road; Cox's Bazar

Franchise Center of Warid Telecom International in Sylhet

SL #
75 76 77 78 79 80 81 82

AREA
Bandar Bazar Pathantula, Subidbazar Chowhatta Point Uposhahar Habiganj Sunamganj Moulvibazar-Sadar Srimangal

FRANCHISE LOCATION
Usmany & Company, laldighirpar, Sylhet Pathantula Point, sunamgonj rd. Sylhet 110, Mirboxtula, Chowhatta Sylhet Shahzalal Plaza, Shop no-6 (grnd Flr) Subanighat, sylhet Habiganj Sadar, Post Office Road Sunamganj One Palace Market, station rd, Sunamganj Dhaka Sylhet Rd, Kushumbag area, Moulvibazar Afzal Plaza, Moulvibazar Road Srimangal

Franchise Center of Warid Telecom International in Bogra

SL #
83 84 85 86 87 88 89 90 91 92 93 94 95 96

AREA
Rajshahi - Greater Road Rajshahi - Shaheb Bazar Rajshahi - Laxmipur Jhawtola Sherpur Road Shirajgonj Panchagarh Dinajpur Thakurgaon Nilphamari Lalmunirhat Kurigram Gaibandha Natore

FRANCHISE LOCATION
Osman Super Market, Greater Road, Rajshahi Moni Chattor, Shaheb Bazar, Rajshahi Laxmipur More, Rajshahi Jautola, Borogola, Bogra Amicus Center, Mofiz Paglar More, Sherpur Road, Bogra SS Road, Sirajganj Cinema Hall Road, Panchagarh Lilyr Mor, Bahadur Bazar, Dinajpur Bus Stand Road, Takurgaon Hazee Md. Mohsin Sadak, Nilphamari Puran Bazar, Kalibari, Lalmonirhat Pouroshava Road, Kurigram Park Road, Gaibandha Half Rasta, Natore

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97 98 99 100 101

Joypurhat Pabna Rangpur Naogaon ChapaiNawabganj

Pouro Biponi Bitan, Sadar Road, Joypurhat Thana Road, Shalgaria, Pabna Station Road, Near Khkalque pamp, Rangpur Muktir More, Main Road, Naogaon Nimtola More, C'PaiNawabganj

Franchise Center of Warid Telecom Internationl in Khulna

SL #
102 103 104 105 106 107 108 109 110 111 112 113 114 115 116 117 118 119 120 121 122 123 124

AREA
Jessore-Dora Tana More Jessore - Palbari More Khulna - Boyra Newmarket Daulatpur Shib Bari/KDA Ferighat Rupsha Magura Barashal - Sadar Road Barisal-DB Road Meherpur Kushtia Chuadanga Jhenaidha Narail Satkhira Bagerhat Pirojpur Jhalakathi Bhola Barguna Patuakhali

FRANCHISE LOCATION
Chowrasta. Chowrasta Morr; Opposite of Singer Showroom; Jessore Zahurul Huq Market; Murtir Morr; Palbari, Jessore Shahnaz Complex, Boyra Bazar Bus Stand, Khulna Plot # 11, Alek Mansion, besides New Market, KDA avenue, khulna 780, Khan-A-Sabur Road; Doulatpur Bus Stand; Pabla, Khulna City Trade Centre, 75 KDA avenue, Khulna 1/4, KCC market;(besides Meena Bazar), Khan a Sabur Road, 97 Khan Jahan Ali Road, Khulna Vital Medical Services; East Side of Sadar Hospital Magura S.S. Tower, 109, Sadar Road, Barisal Police Line Stall No. 1; East Police Line Road; Barisal - 8200 Badal fancy market, Mail Road 136, N.S Road, Kushtia Sayeed A. Kashem Road, Railbazar, Chuadanga H.S Road, Jhenaidha-7300 Mochipol Moor, Rupganj Bazar, Narail Moni Super Market, Polashpool, Satkhira 122 Khanjahan Ali Road, Bagerhat Shatabdi Bhaban, Parer Hat Road, Pirojpur 16, Moha Monpari, Jhalokathi Habib Hotel, Mohajan pottry, Sadar Road, Bhola Katpotti Sadar Road, Barguna Hotel Safari (Ground Floor), Sabujbagmor, Patuakhali

1.5.0 SOWT Analysis of Warid Telecom

In order to find what are the strengths, weaknesses, opportunities and threats faced by Warid Telecom International. How can they increase their market share in Bangladesh Cellular industry? The SWOT Analysis of Warid Telecom is given below

Strengths of Warid
Superior product quality for customers Better customer relationship than competitors Extra features and services Committed and efficient staff 21

 Strong financial base Products innovations ongoing Good reputation among customers Good packages according to the target market Management is rational and understanding the situation Low price as compared to quality provided

Weaknesses of Warid
Less time in market as compared to major competitors Less coverage as compared to major competitors Less experienced employees than competitors Seth organization Not able to capitalize on start

Opportunities for Warid

A developing market Mergers, joint ventures or strategic alliances Could develop new products Extension to overseas Decline of major competitors Technologically better environment New launches More customers after relaunch 1.5.1 WORKING FOR WARID For the people who are innovative, qualified, talented, creative and a team worker, Warid is the place for you! Offering unlimited opportunities for personal and professional growth, Warid Telecom hires individuals who are confident and ready to make a difference. With competitive salaries and a

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team-oriented culture that encourages creativity, empowerment and entrepreneurial spirit, Warid is sure to take your Careers to new heights. Compensation and Benefits Warid believe in pay for performance which makes Warid an ideal place for people with a can do attitude. Employee Development We focus on vision development exercises, team building activities, in-house and external trainings as well as competence development programs and object setting exercises. Culture We promote a team-oriented and entrepreneurial culture, which allows employees to grow both personally and professionally, and to contribute to the success of the company throughout their Careers. Diversity We are committed to a diverse and inclusive work environment, which is essential to outstanding business success. The existing employee force of Warid has a blend of talented individuals having worked with well-reputed multinational and local companies.

1.6.0 Products and Service of Warid telecom 1.6.1 Customer Services

Due to operational requirements, the timings for customer service division may differ and are communicating accordingly. A cheerful and positive attitude is essential to our Commitment to extraordinary customer service and impeccable quality. It is essential that the employees act in a professional manner and extend the highest courtesy to co-Workers, visitors, customers, vendors and clients.

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1.6.2 Product
Zem Prepaid (Prepaid) #Zem 24 hrs (startup) #Zem Fun #Zem 1 second #Zem FnF Zahi (Postpaid) #Zahi Classic #Zahi Supreme #Zahi Royal Ezee Load prepaid Ezee Charge postpaid Scratch Card

Zem (Prepaid)
ZEM is our prepaid offering, a convenient and affordable package with a variety of Value added services to ensure that your communication is fun, exciting and colorful! So start Zemming today and get ready to experience a world of connectivity like you have never experienced before!

1.6.3 Zem - Connection Price Connection Price Free Airtime

Please Note:

TK. 300 TK. 50

Each zem connection comes with Tk. 50 bonus talk-time.

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1.6.4 Zem Promotions

Top-up & Get Bonus All inactive Warid zem prepaid subscribers who were activated on or before July 31, 08 and didnt do any activity since August 01, 2008 will get the bonus if they top up their accounts. Also Warid is offering 20% bonus on every recharge! Recharge Condition:

Inactive zem prepaid subscribers who were activated on or before July 31, 08 and didnt do any activity since August 01, 08 will get the bonus if they top up their accounts at least once a month during the campaign period

Customer can top up any denomination either through scratch card or Ezee load to be eligible for the bonus After recharging the account, the customer will automatically get bonus on the first week of the following month (for e.g. for top-up made between 22nd 30th Nov 08, customer will get bonus on the 1st week of December 08). Similar way bonus for the months of Dec 08 and Jan 09 will be given the following months

Bonus airtime can be used for calling other mobile operators Bonus SMS are for on-net

Bonus on Every Recharge Warid is offering 20% bonus on every recharge! If a prepaid zem subscriber tops up his/her zem account with Scratch-card of any denomination, he/she will simply enjoy 20% bonus every time he/she recharges. This offer is valid from 7th October and will continue till further notice. The bonus amount will be valid for 30 days since the last day of recharge within the above mentioned period. Recharge Condition:

Only recharge through Scratch card will get this bonus Any denomination recharge will get 20% bonus of the recharged value Multiple recharge will result in multiple bonuses

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Incase of multiple recharge, the validity of bonus will be extended from date to recharge.

Bonus Condition:

Bonus talk time can be used for calling to other mobile operator Bonus will be valid for 30 days from the date latest recharge (within the campaign period)

Bonus Balance Query: To know the bonus talk-time amount through USSD code dial <*778*1# send>. Talk for Tk 0. 25 paisa/min for Warid to Warid calls Warid is offering a special night time tariff for all zem, zahi and Corporate U subscribers during the month of Ramadan. 12 am to 8 am Warid to other operator (mobile/private PSTN) 0.99 paisa/min

Warid to Warid 0.25 paisa/ min Note:

FnF Ward to Warid 0.25 paisa/ min

FnF Warid to other operator (mobile/private PSTN) 0.99 paisa/min

These promotions are applicable for all zem, zahi and Corporate U customers (excluding Shomriddhi) All the above mentioned charges are subject to 15% VAT All existing customers (except Shomriddhi) will get this benefit automatically from the campaign date.

20% Bonus on 1st Recharge Warid is offering 20% bonus on 1st recharge. Any new zem subscriber will receive 20% bonus on their first recharged amount.

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Note:

Zem subscribers who will do their first top-up during the campaign period will receive 20% on the top-up amount Maximum bonus amount is Tk. 60 This bonus can be used for voice calls to other mobile operator only There will be no change/modification in current tariff of zem startup Subscribers can recharge via EZEE Load and Scratch to enjoy the bonus

1.6.5 Zem Features

Caller Line Identification (CLI) See the name and number of the person calling you handset screen know your caller without picking up the phone. Conference Call Want to talk to more than one of your friends at the same time? Our conference call feature allows you to be connected to up to 5 persons simultaneously. Call Waiting/Call Hold Dont miss out on second calls when you are talking on your first! With call waiting/call hold, handle a second incoming call (or make an outgoing call) while already on the phone with someone else. To start using it go to the settings menu in your handset, select Call settings, and then Call Waiting option. Now, select activate. Call Divert In case you are busy in a meeting, or traveling outside of coverage, divert your calls to another number or your voicemail, where messages for you can be left.

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To start using it, go to handset settings menu, then select Call Settings menu. Now, go to Call Divert option and select your desired preference. As a last step, enter the number you want your calls to be diverted to. Short Messaging Services (SMS) SMS is fun, convenient and a private way to communicate with someone with out actually talking to them. Be as creative and as personal as you want while text messaging your friends and family! Go to Message from your handset menu, select New Message, start typing and send it to your desired number. International SMS Be connected beyond borders! Send SMS to other parts of the world! Warid International SMS allows you to send and receive SMSs to/and from hundreds of countries. Just type the message and send it to your desired international number. Please do not forget to enter the international access code (or +) along with the country code followed by the desired mobile number.

1.6.6 Zem Top-up

Ezee Load is a service for prepaid users that they can use to purchase any amount of airtime to refill their accounts.

1.6.7 Zahi (Postpaid)

Zahi is our postpaid offering, with revolutionary features that will suit both your corporate and personal lifestyle, and ensure that you always have that all important edge in everything you do! So go Zahi today and get ready to experience a world of connectivity like you have never experienced before!

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Making & Receiving Calls With Zahi postpaid package plan, can make:

ALL Local Calls (land line or any mobile). ALL Long Distance Calls Nationwide (land line or any mobile). allowing you to use our unique postpaid tariff schemes made to cater to your needs.

For a Zahi postpaid connection, you will be required to submit:

A signed Registration Form (RF). A copy of your passport or driving license or any other id. Two passport size photographs.

Your connection will be activated once you have submitted the registration form along with those supporting documents. To avail International Dialing or International Roaming access on your postpaid connection, certain documentation is required along with additional security deposit. Please visit our nearest Warid Sales & Customer Service Center to subscribe to these access services.

1.6.8 Zahi - Tariff Plan

Zahi Zahi Royal Zahi packages Connection price (Tk.) Monthly Fee & Others Line rent/ Bundle Fee (in Tk) FREE Line rent waiver Other features Pulse Number of FnF (any mobile network) Credit Limit (in Tk.) Zahi 750 Zahi 50 NA Waived when usage >= BDT 300 5 sec 15 600 Zahi Royal 1250 Zahi Royal 500 750 Tk. NA 1 sec 20 1100

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Note:

Zahi:
o o

Monthly line rent is BDT 50. (excl. VAT) Monthly line rent will be waived if the subscriber usage (excluding package line rent) reached to BDT 300.

Zahi Royal: o Subscriber will pay Monthly Bundle Fee of BDT 500 (excl. VAT)
o o

Subscriber will enjoy a usage of BDT 750 at free of cost Usage will include calls to mobile & PSTN, SMS, GPRS, MMS, VAS/Content (excluding ISD/EISD/Roaming and & other rentals)

Zahi Tariff Voice Calls (in Tk. /Per Minute ) Warid to Warid Warid to other operator (mobile/PSTN **) FnF - Warid to Warid FnF -Warid to other operator Warid to International *(ISD/EISD) BTCL Incoming Calls Warid to Warid Warid to other operator FnF -Warid to Warid FnF -Warid to other operator International SMS Zahi 0.49 0.94 0.25 0.59 ISD/EISD Rates Zahi Royal 0.49 0.89 0.25 0.59 ISD/EISD Rates

Free
0.25 0.75 0.10 0.25 2.50

Free
0.25 0.75 0.10 0.25 2.50

SMS (Tk. /Per SMS)

* For International calls only ISD/EISD rates will be applicable. * ISD/EISD rate may change as per BTRC directive. ** Including BTCL (Local/NWD)

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Please Note:

All incoming calls are free of charges All charges are exclusive of 15% VAT. For ISD calls, ISD time band and pulse will be applicable. Help line (786) is free for Postpaid customers. All postpaid packages include BTCL incoming and outgoing facilities. All existing promotional offers will be applicable till the offers are valid

Zahi Features
Once your postpaid account is all set up it's time for you can start talking! Warid provides you with Basic Services which are immediately available for use as soon as you start using your Warid connection. SMS (Short Messaging Service) SMS is fun, convenient and a private way to communicate with someone without actually talking to them. Go to Messages from your handset menu and select New Message and start typing and send it to your desired number. Be as creative and as personal as you want while text messaging your friends and family! International SMS Be connected beyond borders! Send SMS to other parts of the world! Warid international SMS allows you to send and receive SMSs to/and from hundreds of countries. Just type the message and send it to your desired international number. Please do not forget to enter the international access code 00 (or +) along with the country code followed by the desired mobile number. Caller Line Identification (CLI) See the name and number of the person calling you on your handset screen - know your caller without picking up the phone!

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Call Waiting/Call Hold Dont miss out on second calls when you are talking on your first! With call waiting/call hold, handle a second incoming call (or make an outgoing call) while already on the phone with someone else! To start using it, go to the Settings menu in your handset, select Call Settings, and then Call Waiting option. Now, select Activate. Conference Call Want to talk to more than one of your friends at the same time? Our conference call feature allows you to be connected to up to 5 persons simultaneously! Call Divert In case you are busy in a meeting, or traveling outside of coverage, divert your calls to another number or your voicemail, where messages for you can be left! To start using it, go to your handset Settings menu, then Call Settings menu, then go to Call Divert option and select your desired preference. As a last step, enter the number you want your calls to be diverted to.

1.6.9 How to pay postpaid bills

We offer our customers an extensive bill collection network in cooperation with different banks and financial institutions. Warid subscribers can pay all types of Warid charges through these banks during banking hours. Bank Branch information

Eastern Bank Ltd. (EBL) Pubali Bank Limited (PBL) Dutch-Bangla Bank Limited (DBBL) Bank Alfalah

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1.6.10 Ezee Load prepaid

Recharge your prepaid account electronically! No PINs, no hassles, maximum convenience! Buy any amount of talk-time starting from as low as Tk. 10 and going up to Tk. 5,000. How do I refill my prepaid account with airtime?

Just visit any designated Warid reseller (or a designated Warid outlet). Pay the charge for your required amount of airtime. The reseller will use his phone to request the exact amount of airtime you need. You will find that your account has been refilled with the desired amount almost instantly no PINs, no hassles! Upon successful top-up to your account you will receive an SMS notification informing you of your new account balance.

To confirm transaction, please wait for the SMS notification before leaving the designated area. No additional charges are applicable. Just pay for the amount of airtime you need!

1.6.11 Ezee Charge postpaid

Ezee maintenance of your postpaid account Ezee Charge is an alternative to paying your postpaid bills from a designated Warid outlet/authorized reseller instead of having to go to a bank. It allows the electronic transfer of airtime or adjustment of a postpaid account based on its bill amount. How do use Ezee Charge?

Just visit any designated Warid reseller (or a designated Warid outlet). Pay your bill amount between Tk. 10 to Tk. 10,000 The reseller will use his phone to request an adjustment to your account through the Ezee Charge system. You will find that your bill has been paid almost instantly and your account adjusted no PINs, no hassles! Upon successful transaction of your bill payment, you will receive an SMS notification. 33

To confirm transaction, please wait for the SMS notification before leaving the designated area.

No additional charges are applicable. Just pay the amount of bill you want to have cleared!

1.6.12 Scratch Card

As the name suggests, a scratch card is a medium of recharging your account by acquiring a 16-digit code and inputting in your mobile phone for activation of that code. Our scratch card is a rechargeable coupon which has a holographic scratch field. This silver panel needs to be scratched off before usage. How to Recharge Prepaid Account through Scratch Card? Gently scratch to reveal the 16 digit code and you can enter it in any of the following ways:

Type *787*followed by the Sixteen digit hidden code then press # and SEND button, OR Dial 787 to connect the recharge center and follow the instructions

Validity Period After recharging your account you will soon receive a confirmation message stating your account status and validity. How to pay postpaid bills using scratch cards The SIM Genie also offers you unique flexibility to pay your post-paid bills via scratch cards, through the "Payments" Menu under "My Stuff". To clear your bill, just purchase any regular scratch card from a Warid authorized dealer and enter the scratch card number in the following way

Go to SIM Genie menu Go to "My Stuff" Go to "Payment"

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Enter the 16 digit scratch card number from the card you have purchased and press the "send" button.

You will soon find that your post-paid account has been adjusted with the appropriate value of the scratch card you have just used. You will also receive an SMS notification from us, confirming your new balance. Availability Warid scratch cards are widely available at all departmental counters and their retailers situated in all small and large city markets. It is also available at the Warid Customer Service Centre (CSC) in your city. We know that communication is all about being heard, being expressive and making your world more creative. Thus, all our packages offer a vast range of services and contents - all put there to make your communication experience: Much Easier: Our basic voice services like Call Waiting, Call Divert, Conference Call, and Voicemail better manage your calls and keep you connected! More Fun: Be creative, stylish and hip by using our Caller Tunes to greet or surprise your friends and family, colleagues, or loved ones by setting songs, funny messages or sounds for them. Show them how different and creative you are! More Clued-up: Get Surf Now! Be connected to the internet wherever you are. Surf anything you like, check your e-mails, swap MMS contents with your buddies or others. And best part is you dont have to go anywhere to activate any of these! Its there for you as soon as you switch on your Warid SIM.

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And more personal: Personalize your phone by downloading wallpapers, ring tones, logos, games and many more contents of your choice from SIM Genie menu The World of Infotainment at the palm of your hands!

1.6.13 Basic Services

To better manage your calls, Warid provides you with Basic services which are immediately available for use as soon as you start using your Warid connection. The Basic Services are as follows:

Caller Line Identification Call Waiting / Call Holding Conference Call Call Divert

To get further details on each of the basic services, please choose and click from the given list provided on the left side of this page.

1.6.14 Fun loads

Get the latest ring tones and jazz up your handset. Or, download a recipe and make something delicious for that special someone. Download a greeting and send to your friends, family or loved ones and show them how you feel. There are many more contents that you can download and share from the Warid Funloads section. Funloads are available for you in the SIM Genie Menu in your handset. They can be found in four funload sections

Info Zone Entertainment Messaging My Stuff

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1.6.15 Mobile Internet (GPRS/EDGE)

GPRS/EDGE as a bearer enable Warid to provide advanced data related service to the customers. It is a high speed data transmission technology in GSM networks. Subscribe to "Mobile Internet" to avail these amazing services -

1.6.16 Internet
Surf internet anytime, anywhere!!! Warid understands your need for being connected in todays fast-paced world of information! Mobile Internet brings the world to your hands, by enabling you to access internet using your Warid connection! Just use your Warid phone as a modem to access internet from your desktop or laptop and get connected to the informational highway wherever Warid network is available in Bangladesh.

1.6.17 WAP
Dont have a computer/laptop around? Use your mobile phone to surf WAP sites!!! WAP (Wireless Application Protocol) bridges the gap between the mobile world and the Internet! Our GPRS/EDGE facilities give you the ability to surf WAP sites, so that you can access a wealth of information using just your phone. How handy is that!

1.6.18 Multimedia Message Service (MMS)

Life is about sharing moments! Share your lifes most beautiful experience with Warids MMS!!! Make your messaging fun, colorful and musical! Add pictures, animations, polyphonic & MIDI sound, even video clips to messages and show the world how amazing communication can be! Activating Mobile Internet on your phone In order to use Mobile Internet (GPRS/EDGE), there are certain things you require-

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1. 1st requirement- You need to have a GPRS/EDGE/MMS compatible handset. 2. 2nd requirement- Your handset needs to be configured before using the services Share the moment instantly with your friends and family with Warids Multimedia Message Service (MMS). Take a picture or snap a video and then instantly send them through Multimedia Mobile Service (MMS) facility. You can send and receive real photos, color pictures, audio clips, text or a combination of the three with your MMS phone to another MMS phone or to any e-mail address. MMS will enable you to do following main functions:

Send MMS to another MMS enabled mobile phone Send MMS to another non-MMS enabled mobile phone Send MMS to an email address

* Currently only Warid-Warid MMS is available Warids MMS service enables you to send and receive messages containing:

Larger size text messages; color photo; picture, screensavers music, tones, sounds and melodies; video clips (in the future).

Size of an MMS: Maximum message size that you can send/receive is 100KiloByte (KB). How to subscribe/unsubscribe MMS:

Go to "SIM Genie menu" Select Self Service Select GPRS Select Subscribe You will get a message confirming the active status

1.6.19 SMS (Short Messaging Service)

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SMS is fun, convenient and a private way to communicate with someone without actually talking to them. Be as creative and as personal as you want while text messaging your friends and family without letting others in on it.

1.6.20 International SMS Text

Be connected beyond borders! Send SMS to other parts of the world! Warid international SMS allows you to send and receive SMSs to and from hundreds of countries. Just type the message and send it to your desired international number. Please do not forget to enter the international access code 00 (or +) along with the country code followed by the desired mobile number. Charges & conditions apply.

1.6.21 Caller Tunes

Caller Tunes will allow Warid subscribers to choose a song for their callers to hear, instead of the traditional and regular 'Beep' tone before Warid subscribers answer a call. With this service subscriber can entertain their friends and family with high quality Caller Tunes which they would love to listen. Ring tone is downloaded to a user's phone. With Ring tones, the customer hears a chosen song instead of a standard ring through the handset when he/she is being called. With Warid Caller Tunes, the customer chooses a song for the caller to hear instead of a standard ring, before the customer answers the phone.

1.6.22 Benefits of Caller Tunes

1. Entertain your friends and family with the song would love to listen 2. Set different song for different times of the day 3. Set special song on days like Birthdays, Anniversaries, Eid, New Year and many more 4. Turn your cell phone into a personal stereo 5. Build your own Music Box with your favorite English/Bangla/ /Hindi/Arabic songs

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1.6.23 How customer is going to be charged

This service is available for both postpaid and prepaid subscribers. The charges will be deducted from your prepaid account balance or will appear on your postpaid bill statement (monthly).

Subscription Monthly Rental Browsing Songs SMS WEB IVR Content Charging Content Downloads Note: all charges are exclusive of 15% VAT

Proposed Tariff BDT BDT 30.00 BDT 2.00 No Charges on web Browse BDT 2.00 (60 sec pulse) BDT 10.00 Per Download

1.6.24 Caller Line Identification (CLI)

Caller Line Identification, which is also known as Caller Id, displays the caller's number on your mobile handset and enables you to know who is calling even before you answer the call. If it is someone whose number is stored in your personal phone book, his/her name will be displayed. CLIs will be displayed for any mobile or landline number. Benefits: According to your preference / urgency, you can decide instantly which call you want to hold and which one you don't.

Anonymous calls can be avoided as you can see the number of the caller. Even if you miss a call, you can call that person back as you can see their number afterwards.

1.6.25 Data Services

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Warid offers a wide range of data services including high speed data access over the mobile network through GPRS / EDGE connectivity, multimedia messaging, surfing inernet, browsing WAP sites. Currently available data services are

Surf Now o Internet o WAP o MMS

Standard Charges (All charges are exclusive of 15% VAT).

Internet browsing Tk 0.02 / KB WAP Tk 0.02 / KB MMS outging (Warid to Warid) Tk 5.00 / MMS MMS incoming (Warid to Warid) free of cost

1.6.26 Data Packages

Wireless internet brings the world of web to your hands, by enabling you to access internet, WAP and MMS by using your Warid connection. Backed by our EDGE network in all metro cities, you can now stay truly mobile with your phone and/or notebook. Wireless Internet is available under two package plans Pay-as-you-go

Option 1 is a pay-as-you-go package where billing occurs based on total kilobytes used within a billing period.

Unlimited

Option 2 is an unlimited package, which allows you to our GPRS/EDGE services as much as you want, but still pay the same amount at the end of each month.

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To switch to the billing plan applicable under Option 2, please contact your Key Account Manager (KAM).

1.6.27 Email Solutions

To ensure that your business can be carried out smoothly & effectively, you can now send and receive emails from Warid phone whenever you are on the move. We have two email solutions as follows:

Push Email through Windows mobile Instant Email

Push Email through Windows mobile Windows Mobile extends the familiar Windows and Office experience to mobile devices, by connecting you to the wireless world of the internet by using your choice of Windows Mobilebased devices such as Smartphone and Pocket PC Phones. The Windows Mobile platform is compatible with Microsoft Outlook Mobile and familiar Microsoft Office Mobile software used in offices. By aligning your mobile device with your office application, you will be able to access your Microsoft email account from your PDA. Benefits:

Warid Telecoms GPRS facilitates sending and receiving Emails directly through your Smart Phone powered devices that bring you the business information you need, even when you are away from your desk or in leisure.

Using different Sync Softwares on your Warid Connection you can get secure, wireless and direct push synchronization of corporate e-mail with attachments, calendar, contacts - all with affordable, scalable and easy to manage solution.

It gives you maximum freedom to hold the right handset you desire and get in touch with your office information. With Sync tool all changes made on the handset will automatically sync with the Exchange Server

How to subscribe 42

Please contact your Warid Key Account Managers (KAM) and he/she will guide you through the installation process of Windows Mobile. The requirements are as follows:

Microsoft Exchange Server 2003 with Service Pack 2 Windows Mobile Devices Activation of Surf Now

Support For support, please contact 786 or talk to one of our Key Account Managers (KAM) Instant email Warid also offers you the unique option of sending & receiving emails in your phone, regardless of the type of handset you carry. Simply go to the Warid menu in your phone and click on Messaging. Select Mobile email, enter your desired email address, type your message (highest size of the message and e-mail address together can be 160 characters) and press send. Here your Warid number will be your email address (i.e. 0161XXXXXX@mywaridtel.mobi). You can send mail using Warid menu at any time but to receive your emails you need to activate your inbox with Warid. For further details, contact your KAM.

1.6.28 Warid Data Card

Warid Data Card is a bundle package offer, which contains a postpaid dedicated SIM for internet services & a highly configured EDGE card - Sony Ericsson GC86 EDGE/GPRS PC card. Use the Sony Ericsson GC86 EDGE/GPRS PC card with your notebook to access Wards EDGE/GPRS network wherever you go. Simply insert your Warid SIM in your Data Card and plug the card into your computer to enjoy unlimited hi-speed internet on your laptop, anytime, anywhere.

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1.6.29 Corporate Offerings

Warid provides you with top-of-the-line corporate solutions to ensure that all your business needs are properly catered for. Backed by the NGN (Next Generation Network) technology & a comprehensive range of value-added services, we are committed to bring you unparalleled connectivity supported by customized solutions.

1.6.30 Office Solutions

Our Office Solutions bring a comprehensive suite of data technologies for you to enjoy highspeed data services on our mobile.

1.6.31 Get Connected

Superior quality, extensive coverage & unmatched features! Experience incomparable voice quality, connectivity and services ranging from online billing to entertainment and games. To get a Warid connection, what required to:

Fill out a Registration Form (RF) with your details Photocopy of your ID Card or Passport Security Deposit / Refundable deposit required only for a Postpaid connection Basic Connection Charges (inclusive of Govt. taxes) Connections are available at our business centers, franchises and selected retail outlets of our Affinity partners like Bank Al-Falah.

So get connected today and join the Warid Family for unmatched entertainment and services throughout the globe!

1.6.32 Registration Form (RF) Administration

(a) RF fills up light The applicant must complete all parts of the form.

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Original ID is to be presented in front of the seller and an attested photocopy of the same should be submitted.

If the applicant does not have the photo identifying Document then duly filled up form BTRC-2006 (A) is to be presented in front of the seller and an attested photocopy of the same are to be submitted.

In the form the applicant must fill up the users name in Bangla and in English. Users date of Birth, Age, Gender, occupation, Nationality, Permanent Address, Present Address, Contact No, Fathers Name, Mothers Name, Husbands/Wifes Name (if married), Second contact name with address and Mobile no, Photo identifying Document, Applicants Signature.

The applicant who does not possess any identifying document like passport, office/Educational, Institution (Govt. Authorized) Photo ID, Character Certificate with photo by local Elected Representative. Two passport size Photographs is to be attested by 1st Class gadget Officer/Operators representative/authorized seller.

Two (2) copies of recent passport size photograph duly attested. Photocopy of any of the following:
o o o o o

Passport or Photo ID Card or Driving License or Gun License or Any other identity document with photograph. (If you do not have any such documents, you can submit attested photocopy of the BTRC Form 2006 (A) which is available at all Warid Franchise, Business Centers and other sales outlets).

(b)

Crmener- Offline Contract Creation Module Here the given data from Registration Form (RF) must be entered and saved. After saving the document it must be UPLOADED.

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After uploading, the document automatically goes to the Head Office and thus saved in information department. (c) Zem file Delivery Log Sheet

Here the Mobile number and the users name are entered. Log sheet/Top sheets capacity is 50 entries. It is saved in the Franchise center. Then it is sent to the head office by email.

(d)

In the (RF) Registration Form there are 3 copies which the applicants have to fill up:

WARID Copy Sales Copy Customers Copy

The customers copy is given to the customer. After preparing the log sheet the documents are prepared to send it to the head office. The documents are managed or set according to the serial of the log sheet. Then the Franchise center sends the sales copy, Warid copy along with the identifying document to the head office. (e) There are some rules. The two Passport size photographs must be attested by 1st class gadget Officer/operators representative/Authorized seller. All parts of this form must be completed. The original ID card must be presented in the front of the seller and an attested photocopy of the same document should be submitted. The BTRC-2006 (A) must be filled up legally. The Franchise centers seal/stamp must placed on the document. Users signature. Operators Representative/Authorized sellers signature.

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Product & charges details. SIM card and issued mobile number. Sale ID. If any part of this information is incomplete then the head office will not accept the RF documents.

(f)

When any user activates the SIM then the head office identifies under which franchise the SIM number is sold. Then they send the activation list to the franchise center by email to inform the activation information of the SIM to the franchise center.

1.7.0 Other HR practices in Warid Telecom 1.7.1 Employees Training

Warid Telecom believes that it is necessary for individual employees or groups of employees to take job related training courses that enhance their values to the company, keep them up to date on the latest trends, technologies and knowledge, offering a great chance to interact with peers. Training need is identified through gap analysis, performance appraisal, profile assessment or one on one meeting. Training is considered as a learning intervention used for the personal as well as professional development of Warid employees. The employees are given in house trainings and they also sent for trainings from well reputed and specialized training institutes both within and outside of the country. After providing training, there is a training evaluation form. Due to this form the company realized that how much a person is trained. There are two types of trainings given to the employees. The types and their durations are given below: For Local Trainings (maximum 1 weeks) For Foreign Trainings (maximum 2-4 weeks) In Warid telecom, they use all training methods e.g. Audio/Visual, Practical, workshop, Presentations, hands-on etc.

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1.7.2 Job Design

The HR Department designs the jobs in which they define how work will be performed and what task will be required in a given job. The four phenomenon of Job that is practiced in Warid Telecom is given below: Job Enlargement: to some extent at managerial level. Job extension: many times. Job rotation: how to some extent in Inter-department. Job enrichment: many times. Work timings are fixed for all the employees. Most of the work is done by teams.

1.7.3 Job Description

Recruitment process ideally begins with the analysis of job description person specification for that job. A job description & analysis of person specification provide the foundation for stipulating the job title & salary scale of the position. Person specification defines the education, training, experience, & competencies required by the job holder. The persons specification is vital, because the key part of the persons specifications, established at the beginning is used in structured selection interview. Job description is the basis of Warid Telecoms Recruitment selection & placement, training, performance appraisal, salary administration, promotion and other personal actions for its employees.

1.7.4 Job Evaluation

All new staff (except GMs or above) will have to undergo probation period for 3 months. During the Probation period, the notice period is one day. Performance of the employee is monitored closely, if the new staff is unable to perform as per Companys expectations, the probation may be extended or his/her service may be terminated. All such decisions are made in consultation with HR Department. Each job evaluation is assigned with a grade which has a particular salary associated with it. This range is applicable to all positions assigned to that grade. Every salary range associated with a grade, has a minimum and maximum level.

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1.7.5 Compensation and Benefits

Following are the benefits given by Warid Telecom to its employees: Group Life Insurance. Hospitalization. Out Patient Medical Practice. Dental Treatment. Preventive Measures. Cellular Phone Policy. Car Policy. Others Group life insurance coverage is provided to all employees. In the case of an employees death the beneficiaries of the employee shall receive the insurance benefits .the amount would be doubled in case of accidental death. All employees their spouse and children up to the age of 25 (no limits for the unmarried daughters) dependent parents are eligible for the hospitalization. For details please watch compensation and beneficial departments The employees are eligible to claim their medical out patient expenses up to a maximum of one months grass salary each year. The following are covered under out patient treatment 1. Consultation 2. Prescribed medicines 3. Pathological/clinical tests and x rays The company expects its employees too appropriately and reasonable use the cellular facility, keeping the perspective that this is a business tool and not a benefit/perk. Furthermore, all personal/private calls shall be identified and duly paid by the user. If the cellular phone bill exceeds the stipulated limits, additional bill is deducted from salary of the employee. All employees would be given a cellular connection, with the monthly maximum limit considering their level of responsibility and job functions. It is expected that employees with the company

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cellular phone facility keep their mobile activated for business use 24 hours a day and 7 days a week. Warid Telecom provides all eligible employees (except GMs) with the corresponding car allowance to compensate them for official commute, business and personal use. Pool vehicles & Department Vehicles Necessary maintenance and provisioning of Pool/Department vehicles are the responsibility of Admin Service department. All regular employees are entitled to one monthly gross salary per year of service, as gratuity after completion of one year of service. Gratuity amount is based on pay rate at the end of employment. All regular employees are entitled to contributory provident fund. The provident fund shall be deducted at a rate of 9% of basic salary per month after successful completion of 90 days probationary period

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2.1.0 Introduction to the Report

2.1.1 Rationale of the study:
The reason for proposing this topic A study on the Recruitment & Selection Practices in Warid Telecom of Bangladesh. Human resource functions encompass a variety of activities that significantly influence all areas of an organization. Its recruitment and selection are the most important factor for the

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organization to find efficient people for the right time, for the right place. A more theoretical knowledge will never do anything in learning of these sides. Considering two of these aspects this study is holding, it can be expected to be highly rational to be conducted. And so, it may appear as an important one to the concerned and interested sections of people. Efficient human resources are the most vital forces for the greatest success for any firm. It is the human resources who implement the technology, capital opportunities from the environment and help the firm to achieve competitive advantage for the organization. The HRM practice plays a conductive role for attracting, developing, maintaining and retaining competent employees. In order to have idea about the real situation or HRM Practices as well as to fill the gap of knowledge between theory and practice. I have decided to study about different issues of recruitment and selection process. I like to have practical knowledge in this field and apply it in my future career. Moreover, the faculty of Business Administration offering B.B.A and M.B.A programs in different discipline of Business. This study will contribute for giving lesson to the students about the practical application of the knowledge earned by them in these programs. This will also help the faculties to give conceptual ideas regarding the different roles played by managers in their organizations.

2.1.2 Statement of the Problems:

My focus is to find the Recruitment and Selection Practices in Warid Telecom of Bangladesh. As know recruitment is the process of seeking sources for the job candidates and the selection process includes the few steps are initial screening interview, completion of the application form, employment tests, comprehensive interview, background investigation, conditional job offer, medical examination and permanent job offer. In case of Warid telecom the purpose of Recruitment and Selection process is to position Warid Telecom as the top employment brand in the local market, proactively safeguarding employment reputation and thus ensuring the flow of talented and capable leaders in the organization.

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I am doing this research to investigate the practice proper Recruitment and Selection practiced by Warid telecom. The effective management human resource can help the company to face this increasing demand of customers.

2.1.3 Scope and Delimitation of the Study:

I.

Scope:
I have selected Telecommunication Company for the study. From this sector, I have selected Warid Telecom. My study covers the different aspects of Recruitment and selection practices of this firm. The duration of my study is 3 months.

II

Delimitation:
My report has some delimitation. The delimitations of my report are mentioned as follows: Limitation of time creates constraints to make an intensive study. Since my internship course is only for less than 3 months so it is very difficult to survey on whole industrys HRM Recruitment and selection practice. The time is limited for the survey and also preparing this report. Non availability of adequate information is one kind of obstacle. Some respondent of the survey did not response properly during the survey. Since the sample size is very short so it has the little possibility that the survey result is representative.

2.1.4 Objectives of the Study: Broad Objective:

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The broad objective of this report is to analyze the Recruitment and Selection

practice of Warid telecom and also comparison with other leading telecommunication company. To partially fulfill the course requirement.

Specific Objectives:
To know the organizational aspects and mission of Warid Telecom. To know the recruitment & selection process of Warid. To know the various sources of recruitment. To know the process of selection. To know the different training and development methods , To provide some recommendation to improve the HR practice of the Warid Telecom.

2.2.0 Literature Review

Book source: 2.1.1 Detail theories of Recruitment & Selection process Recruiting Definition:
Recruiting is the process of seeking sources for job candidates. Or, recruiting is the potential candidates for actual or anticipated organizational vacancies. or, from another perspective, it is a linking activity that brings together those with jobs to fill and those seeking jobs.

Recruiting Goals:
An effective recruiting process requires a significant pool of candidates to choose from-and the more diversity within that group the better. Achieving a satisfactory pool of candidates, however, may not be easy, especially in a tight labor market. the first goal of recruiting, then, is to communication the position in such a way that job seekers respond. The more applications received, the better the recruiting chances for finding an individual who is best suited to the job requirements.

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Constrains on recruiting efforts:

Factors that can limit recruiting outcomes. The ideal recruitment effort might bring in a satisfactory number of qualified applicants who want the job, but certain realities cannot be ignored. These and other constraints on recruiting effort limit human resources freedom to recruit and select a candidate of their choice. However, let us narrow our focus to five specific constraints:Organization image: We noted that a prospective candidate may not be interested in pursuing job opportunities in the particular organization. The image of the organization, therefore, can be a potential constraint. A poor image may limit its attraction to applicants. Job Attractiveness: If the position to be filled is an unattractive job, recruiting a large and qualified pool of applicants will be difficult. In recent years, for instance, many employers have been complaining about the difficulty of finding suitably qualified individuals for manual labor positions. In a job market where unemployment are low, and where a wide range of opportunities creates competition for these workers, a shortage result. Internal Organizational Policies: (Internal Organizational Policies, such as Promote from within wherever possible, may give priority to individuals inside the organizations) Such policies when followed, typically ensured that, all positions, other than the lowest-level entry positions, will be filled from within the ranks. Although this looks good once one is hired, it may reduce the number of applications. Government Influence: The government influence in the recruiting process should not be overlooked. And employer can no longer seek out preferred individuals based on non-job-related factors such as physical appearance, sex, or religious background. Recruiting Costs: The last constraint, but certainly not lowest in priority, centers on recruiting costs. Recruiting efforts are expensive-costing as much as $10,500 per position being filled. Sometime budget

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restriction put a time limit on searches. Accordingly, when an organization considers various recruiting sources, it consider effectiveness, like maximizing its recruiting travel budget by first interviewing employees using conference calls or through video conferencing.

Recruiting: A Global Perspective

The first step in recruiting for overseas positions, as always, is to define the relevant labor market. For international positions, however, the market is the whole world. Organizations must decide if they want to send an American overseas, recruit in the host country, or ignore nationality and do a global search for the best person available. Its important to make a proper choice; the cost of failure in an international assignment can run several hundred thousand, of dollars. Host Country National (HCN) A citizen of the host country hire by an organization based in another country. Expatriate An individual who lives and works in a country of which he or she is not a citizen.

Recruiting Source:
Recruiting is more likely to achieve its objectives if recruiting source reflect the type of positions to be filled. There is two types of recruiting source one is internal another is external source. Internal Source: Many large organizations attempt to develop their own low-level employees for higher positions. This promotions can occur through an internal search of current employees who have bid for the job, been identified through the organizations human resource management system, or even been referred by a fellow employee. The promote-from-within-whereverpossible policy has advantages: It is good public relations.

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It builds morale. It encourages good individuals who are ambitious. It improves the probability of a good selection, because information on the individuals performance is readily available. It is less costly than going outside to recruit. Those chosen internally already know the organization. When carefully planned, promoting from within can also act as a training device for developing middle-level and top-level managers.

Employee Referrals & Recommendations: A recommendation from a current employee regarding a job applicant. Employee referrals also may receive more accurate information about their potential jobs. The recommender often gives the applicant more realistic information about the job than could be conveyed through employment agencies or newspaper advertisement.

External Sources:
In addition to looking internally for candidates, organizations often open up recruiting efforts to the external community. These efforts include advertisements (including internet postings), employment agencies, school, colleges and universities, professional organizations, and unsolicited applicants. Advertisements When an organization wishes to tell the public it has a vacancy, advertisement is one of the most popular methods used. The type of job often determines where the advertisement is placed. Blind-box advertisement: An advertisement that does not identify the advertising organization. Employment Agencies:

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Employment agencies can be described by three forms of employment agencies are: public or state agencies, private employment agencies, and management consulting firms. The major difference between them is the type of clientele served. All states provide a public employment service. The main function of these agencies is closely tied to unemployment benefits because some states supply benefits only to individuals registered with their state employment agencies. Accordingly, most public agencies tend to attract and list individuals who are unskilled or have had minimum training. This, of course, does not reflect on the agencys competence, but rather reflects on the image of public agencies. Executive search firm: Private employment agency specializing in middle-level and top-level-management placements. Schools, Colleges, and Universities: Educational institutions at all levels offer opportunities for recruiting recent graduates. Most educational institutions operate placement services where prospective employers can review credentials and interview graduates. Most also allow employers to see a prospective employees performance through corporative arrangements and internships. Whether the job requires a high-school diploma, specific vocational training or a bachelors, Masters, or doctoral degree, educational institutions are an excellent source of potential employees. Professional Organization: Many professional organizations, including labor unions, operate placement services for the benefit of their members. Professional organizations serving such varied occupation as industrial engineering, psychology, accounting, legal, and academics publish roasters of job vacancies and distribute these lists to members. It is also common practice to provide placement facilities at regional and national meetings where individuals looking for employment and companies looking for employees can find each other-building a network of employment opportunities. Unsolicited Applicants:

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Unsolicited Applicants, whether they reach the employer by letter, email, telephone, or in person, constitute source of prospective applicants. Although the number of unsolicited applicants depends on economic conditions, the organizations image, and the job seekers perception of the types of jobs that might be available, this source does provide an excellent supply of stockpiled applicants. Cyber Space Recruiting: Newspaper advertisement and employment agencies may be one of their way to extinction as primary sources for conveying information about job openings and finding job candidates, thanks to internet recruiting.

Recruitment Alternatives:
More companies today are hiring temporary help (including retirees),leasing employees, and using independent contactors. Temporary Help Services: Temporary employees are particularly valuable in meeting short-term fluctuations in HRM needs. Although traditionally developed in office administration, temporary staffing service has expanded to broad ranges of skills. Leased Employees: Individuals hired by one firm and sent to work in another for a specific time. Independent Contractors: Another means of recruiting is the use of independent contractors. Independent contractors arrangement benefits both the organization and the individual. Because the worker is not an employee, the company saves costs associated with full-time or part-time personnel, such as school security tax and workers compensation premiums.

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The Selection Process:

Selection activity follows a standard pattern, beginning with an initial screening interview and concluding with the final employment decision. The selection process typically consists of eight steps:1) Initial screening interview, 2) Completing the application form, 3) Employment test, 4) Comprehensive Interview, 5) Background Investigation, 6) Conditional job offer, 7) Medical or physical examination, and 8) Permanent job offer Each step represents a decision point requiring some affirmative feedback for the process to continue. 1) Initial screening interview: The first step in the selection process whereby job inquiries are sorted. Initial screening is, in effective, a two-step procedure; a) b) Screening inquiries, and Screening Interviews. Completing the application form: Once the initial screening is completed applicants are asked to complete the organizations application form. Company-specific employment from used to generate specific information the company wants. a) Weighted application form: A special type of application form that uses relevant applicant information to determine the likelihood of job success.

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b) Successful Application: The application form, as noted earlier, has had wide success in selection for diverse jobs. 3) Employment test: Organization historically relied to a considerable extent on intelligence, aptitude, ability, an interest tests to provide major input to the selection process. Even hand writing analysis (graphology) and honesty tests have been used in attempt to learn more about the candidateinformation that supposedly leads to more effective selection. a) Performance simulation tests: Work sampling an assessment centers evaluation abilities in actual job activities. b) Work Sampling: A selection device requiring the job applicant to actually a perform a small segment of the job. c) Assessment center: A facility where performance simulation tests are administrated. These include a series of exercises used for selection, development, and performance appraisals. 4) Comprehensive Interview: A selection device use to obtain in depth information about a candidate. a) Interview effectiveness: A common question arise whenever we discuss interviews: are interviews effective for gathering accurate information from with selection decisions can be made? The interview has proven an almost universal selection tool-on that can take numerous forms. b) Impression Management: Influencing performance evaluations by portraying and image desired by the appraisal.

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c) Behavioral interview: Observing job candidates not only for what they say but for how they behave. d) Realistic job preview (RJP): A selection device that allows job candidates to learn negative as well as positive information about the job and organizations. 5) Background Investigation: The process of verifying information job candidates provide. a) Qualified privilege: The ability for organizations to speak candidly to one another about employees. 6) Conditional job offer: A tentative job offer that becomes permanents after certain conditions are met. 7) Medical\ Physical examination: An examination to determine an applicants physical fitness for essential job performance. 8) Job offers: Individuals who perform successfully in the preceding steps are now considered eligible to receive the employment offer.

Internet source
Definition of Recruitment & Selection
Recruitment and selection refers to the chain and sequence of activities pertaining to recruitment and selection of employable candidates and job seekers for an organization. Every enterprise, business, start-up and entrepreneurial firm has some well-defined employment and recruitment policies and hiring procedures. The human resources department of large organizations, businesses, government offices and multilateral organizations are generally vested with the responsibilities of employee recruitment and selection.

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Macro Human Resources Management Strategy 1. The HR department charts out the macro or long-term human resources development strategy of an organization. Keys to this strategy are the processes and initiatives related to recruitment and selection of new employees; these are carefully intertwined with the long-term corporate objectives and goals of the organization. Top management also gives valuable input and makes suggestions about expectations for the skills and qualities new employees need to have. Defining Job Openings and Available Positions 2. The first process of any recruitment and selection program is defining the needs and requirements for new workers and professionals for outlined job positions and openings. Carefully devised and developed roles, responsibilities, skill sets and qualifications are defined and the job postings placed in recruitment ads in various media. Large workforce organizations also work with staffing agencies, HR contractors and online job portals to outsource certain employee requirements. Evaluation Period 3. A rigorous process of evaluation follows the recruitment ads placement phase. Curriculum vitas (CVs) and resumes of various candidates applying for the jobs are screened, classified and filtered. Interviews are scheduled with the earmarked candidates. As per specific organizational policies, written tests may be conducted. Face-to-face interviews are conducted and job seekers and candidates evaluated on various parameters and organizational metrics. Selection Process 4. Reference checks and detailed background checks are carried out to verify facts and matters presented in resumes and CVs. Follow-ups are done with certain selected candidates to firm up the hiring process. A thorough evaluation of the defined skill sets and qualifications of short listed candidates, their written materials and work samples is done again in a transparent and objective manner. Additional interviews or final 63

interviews are conducted during this last stage of recruitment and the hiring decision is finalized. Induction Process 5. Once the chosen candidates have been informed of their selection for the job postings, they are granted offer letters and apprised briefly about their roles and responsibilities. During this process, the chosen candidates are encouraged to ask questions about organization philosophies, work culture and employee practices. They are the informed about start dates, induction programs, compensation packages and other details about their jobs.

Types of Employment Recruitment

Companies have ever-changing personnel needs. The filling of new vacancies may be handled in one of two main ways. A company may opt to recruit from within, thereby granting new responsibilities or duties to an employee already established within their exiting infrastructure; or they may choose to seek out new recruits from among a limitless reservoir of new applicants. Companies may interview both current and prospective employees to find the right candidate to fill a position. Once the job requirements and selection criteria for the position have been determined, employers are immediately faced with a decision how to generate the applications needed to fill its labor needs. Whether or not a particular vacancy should be filled internally or externally typically depends on the nature of the job, availability of qualified candidates, company policies, and recruiting costs. Some employers find it necessary to use several recruiting sources in order to generate a sufficient number of qualified applicants. This is especially true in tight labor markets or when searching for specialized skills. Although similar in many respects, internal and external recruiting sources differ in terms of planning, effort and time required to implement, and cost. Therefore, every employer should

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weigh the pros and cons of recruiting employees through each source based on your companys own needs. Irrespective of the source(s) selected, employers must use fair and consistent practices that comply with applicable regulatory requirements. The following briefly evaluates some of the merits of using internal and external recruiting sources: Internal Recruitment Internal recruitment occurs when job openings are filled by individuals who are already currently employed by the company. There are primarily three types of internal recruitment. One type is through promotions. Another similar type of internal recruitment is to transfer personnel. By finding a qualified candidate among the existing personnel and promoting or transferring them you effectively build upon existing strengths already evident within an organization. Rehiring former employees is the third type of internal recruitment. Again, the primary advantage of this method is that the company is filling a need with an individual with whom they have had prior experience and who may already be familiar with certain key operating procedures. Less training is required for these recruits than if hiring someone new to the company. External Recruitment External recruitment is the process of bringing new individuals in from outside the current company structure. External recruitment is typically more time-consuming and expensive, as it requires hiring personnel to locate, evaluate, and recruit unfamiliar workers. Once hired, new talent must be trained and introduced to company policies and procedures. New employee productivity is below average for the duration of time it takes them to become acclimated to their new environment. Internal vs. External Recruitment While internal recruitment is faster and cheaper than external recruitment, there are certain limitations. Internal recruitment limits the pool of prospective candidates to a very small

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number and excludes fresh recruits who may have expertise or experience that could be valuable for improving company standards. External applicants have the potential to offer new perspectives to old situations and may add unexpected value to established institutions. Internal recruitment involves shifting personnel in ways that may create new vacancies. As an employee is moved to fill a new post, their former post becomes vacant. Companies may try to split the now vacant post among other employees with similar duties, however this may cause resentment among employees who must now fill additional voids.

Elements of an Effective HR Staffing System

1. The most valuable tool for workforce management is a well-constructed HR staffing system that meets the needs of your company and its workforce. An effective HR staffing system consists of much more than technology; the human side is equally important. The goals of an HR staffing system are recruiting great talent, developing and retaining your existing workforce, and building your reputation as an employer of choice. Critical elements of an effective HR staffing system range from advertising career opportunities to creating a succession plan. Recruitment and Selection 2. A full-cycle recruitment and selection process includes every step between advertising career opportunities, sourcing candidates, and processing new hire and orientation materials. A clear understanding of the job description and qualifications is fundamental to selecting the right candidate; it enables an employment specialist to create accurate, detailed advertisements and online postings. In its "Guidelines for Recruitment and Selection," the University of Oregon states, "Time invested in thoughtfully planning the recruitment and selection process can make the difference between a good or poor hiring decision."

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Compensation and Benefits 3. Monitoring compensation and benefits factors into your HR staffing system. Your ability to attract superbly qualified candidates depends, in part, on your ability to pay competitive wages and offer attractive benefits. Itron, a technology provider for the energy industry, clarifies its policy on compensation and includes a statement on competitive strategies: "Compensation policy is continuously reviewed to ensure our pay strategies and practices are motivated by competitive salaries and other incentive rewards based on one's ability to contribute to the success of the company." Researching compensation practices, legislation affecting benefits administration, and the relation of wages to market and labor conditions is essential to maintaining the compensation and benefits section of your human resources department. Performance Management 4. When you hear the human resources term "performance management," what usually comes to mind is an annual employee evaluation or performance appraisal. However, performance management starts long before the first-year anniversary, and includes all employment actions from communicating job expectations to developing talent for promotion. A strong performance management program is an important element of an effective HR staffing system. It ensures that employees understand job expectations, performance standards and professional development opportunities. A strong performance management program also recognizes employees for their expertise and contributions, and removes poor performers from the workforce. Development and Promotion 5. Professional development opportunities range from providing job skills training, to cultivating employees who demonstrate leadership potential. Succession planning involves recognizing and developing talent, and charting a career track based on

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employees' continued contributions, as well as the company's workforce needs and growth potential. Promotion from within builds a company's reputation inside and outside the workplace. This ensures that employees and prospective applicants perceive your organization as an employer of choice.

Selection & Recruitment Techniques

Selection and recruitment are the two most central steps involved in recruitment for an organization. To hire the best people, employers should know the finest techniques for recruitment and selection. It is vital to recruit and select the best people possible to stay ahead of the competition. Selection Techniques Select candidates who easily adapt to changing conditions and are ready to work hard for the overall benefit of the organization. For example, choose candidates who brought drastic changes in previous organizations with their hard work instead of people who keep on working without high goals. Job recruiters should select candidates who are ready to work as team players and team leaders. Select candidates with a personality that matches the companys corporate culture. Assessment Centers An assessment center is used to evaluate candidates based on multiple stress tests. These can include aptitude tests, group exercises, individual or panel interviews and presentations. The main purpose of an assessment center is to examine how well candidates can perform once selected for the job. An assessment center should be unbiased, both genders should be involved in the selection process as assessors, and equal opportunity to demonstrate their abilities should be provided. Ability and Aptitude Tests Ability tests are useful for selecting candidates according to the level of their intelligence, verbal ability, numerical ability and mechanical ability. These tests are popular because they 68

select candidates based on standardized methodologies which are considered less prone to human error. Interviews Interviews are designed according to the job needs and requirements. Interviewees are asked a set of questions, and scores are given according to the answers. This is an essential part of recruitment, as it brings the company in direct contact with the candidate. Internal Recruitment Recruitment is crucial in an organization, and failure to hire the right people can be a hurdle to the success of an organization. Employees can be selected for a new position from within the organization. This technique is useful to fill many positions, as current employees are familiar with the culture of the organization, its strengths and weaknesses. This recruitment technique is also called recruitment through promotion. It gives skilled employees a chance to enhance their career with the same organization and allows them to get involved in strategic activities. Internal recruitment costs less and is one of the favorite techniques for most organizations as it saves both time and energy. External Recruitment External recruiting is of two types: informal and formal. Informal recruiting consists of rehiring ex-employees through networking. Selecting prospective employees using referrals is also another informal method used in recruitment of staff. Former interns can also be chosen using this method. Formal recruitment methods include searching candidates with no previous connection to the organization. These formal methods include the use of newspapers and magazines to search for qualified employees. Employment agencies can also be brought in.

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Placement Counselors Job placement counselors based in institutions such as universities another method to search for trained personnel. The human resources departments of many organizations establish contact with career offices in various universities to locate fresh graduates or experienced professionals through alumni networks. Job Posting Job posting refers to publicizing a post to current employees of the company by listing the required attributes, qualifications and experience. The objective of positing a job is to bring this position to the notice of all individuals interested in the position.

The Objectives of the Selection and Recruitment Process in an Organization

Whether a person is selecting employees or volunteers, there are a number of objectives that recruiters must have in mind if they are to select the best applicants for their company or organization. Generally, the selecting and recruiting of personnel is carried out by a human resources person. Job Requirements Is this person qualified to carry out his or her duties? It is essential that a recruiter be able to identify applicants who are capable of the specific duties related to the job in question. For example, if one is searching for a sales representative, experience with professional presentations would be an asset. Draw up a good job description that outlines the specific job requirements and qualifications associated with those requirements. During the interview, ask specific questions that will help determine whether the applicant is a good fit. To use the sales representative example once again, the recruiter might ask the

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applicant to speak about a time when he or she demonstrated initiative in attracting a new customer. Personality Is this person a good fit for the organization? In order to find the best possible person for a job, it is essential that the recruiter look beyond the applicant's formal education and work experience. Recruiters must also pay close attention to the applicant's personality traits, behavior, and general demeanor in order to decide whether she will get along with the organization's current employees. Recruiters might ask themselves, "Can I imagine myself and my co-workers having lunch with this person?" or "Will this person get along with my co-workers in meetings?"

Formal job requirements are important, but some consider personality traits, behavior and demeanor to be just as important to a successful recruitment process. Motives What are this person's motives and aspirations? High turnover rates can be costly for any organization. Therefore, It is important to ensure that the applicant shares the long-term goals of the organization before he is recruited. Call centers, for example, are notorious for hiring employees who stay only a few weeks before leaving. This costs the company time and money, and can have a negative impact on morale around the office. Before recruiting an applicant, make sure that the job requirements are in line with his motivations and aspirations.

Selection & Recruitment Training

A variety of options for selection and recruitment training are available through the industry's most recognized professional associations. The U.S. Equal Employment Opportunity

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Commission (EEOC) training programs educate hiring managers on the legal requirements of recruiting and hiring new employees. The American Staffing Association 1. The American Staffing Association (ASA) offers training programs to its members via webinars, certification programs and conferences. ASA also hosts Staffing World, an annual convention that provides a wide range of educational topics relating to employment law, recruitment and selection. The National Association of Personnel Services 2. The National Association of Personnel Services (NAPS) provides its members weekly "Lunch and Learn" webinars, certification programs and an annual conference. Most of the smaller state branches of NAPS provide monthly meetings that offer additional training opportunities. The National Human Resources Association 3. The National Human Resources Association (NHRA) offers discounted training programs through its approved training vendors. NHRA provides web-based training conferences and schedules regular meetings around the country that provide training on a variety of human resource topics, including the best selection and recruitment practices. The Society for Human Resource Management 4. The Society for Human Resource Management (SHRM) offers e-learning courses on a variety of selection and recruitment topics, including EEOC compliance. SHRM also holds an annual conference, and videos of the staffing training portions of the most recent conference can be purchased and viewed online.

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The U.S. Equal Opportunity Employment Commission The U.S. Equal Employment Opportunity Commission offers online training programs as well as on-site training focused on EEOC compliance in recruitment and selection.

How To Attract Job Seeker

Usually Job seekers tend to opt for bigger companies when compared to smaller companies. But smaller companies have their own advantage. 1. Growth prospect is much better - every company grows & one can grow with the company 2. Better exposure - Bigger companies provides very limited scope for personal enhancement. They prefer to juice your skills and talents rather than provide you better exposure. 3. Direct interaction with top management - This is virtually impossible in bigger organization. 4. Better pay for Better Work - Work better, deliver more & earn more. This is quiet possible in smaller organizations that prefer to pay by performance. But in larger companies, there are lots of constraints to grow. .

Online recruitment
Online recruitment has been available at the click of a button for people looking out for a job for a considerable amount of time now. It has proven to be very effective and has been a great success among employees and employers alike. There are various views and opinions regarding usage of such recruitment websites. Even HR theories have been developed about online recruitment. These theories suggest the strengths and weaknesses of these internet service agencies. One of the major HR theories is that it is the trend that will be accepted all over in the future. Since qualified worker and satisfying jobs and good pay packets are available at the click of a

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button within seconds, these sites have been an instant hit among everybody. Traditionally, the employers advertise for skilled workers on newspapers which takes some time and a lot of money to get published. After this, there must be many rounds of interviews and constant reviewing of applications before an appointment is made. This must be repeated for each job vacancy which can get tiring. These theories also predict that a lot of recruiting time is saved by doing it through these online employers. One can extract only applications that pass the qualifying criteria within minutes. The HR reps of a company can contact the applicants directly or indirectly approach them through the referral sites. The greatest advantage of this is only those who are looking for a job at the moment will have their resumes uploaded. In the traditional method, older applicants may have found another job leading to wasted time and effort for the recruiters. Initial interviewing too can be done with the help of these referral agents online and thus even better filtering of resumes can be done before the HR representatives actually conducting the interviews. One of the sources of concern for the HR departments is that it has to adhere to certain laws on the online recruiter site like being an Equal Opportunity Employer and likewise. There are HR theories that most online companies forget to adhere to these norms under the false belief that it is sufficient when it is posted in the physical job location. Wherever employment is involved, there must be sufficient consideration of legal liabilities. Though there are many positive reviews about online recruitment, still some theories in HR show that it is not 100% satisfactory. It is the common belief among HR representatives that very few employees are inclined to use these online services and a lot of aggressive campaigning and advertisements are required to push this sites to the main stream and increase the traffic to these sites. Since the applicant and the prospective employer have no direct contact, there is a lot of caution exercised before the actual appointment. The biggest negative of this online procedure is that when money is spent on prospective candidates with a good resume, at times, the person is below satisfactory in the real interview. A person who seems to be good on paper, does not qualify to the industry standards.

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Though online recruitment has its weaknesses and negatives, trends in human resource indicate that it is the way of the future Benefits 1. These systems offer cost savings because they allow hiring professionals to access only qualified candidates without having to go through an enormous number of applications and resumes manually. Disadvantages 2. Because most of these systems use a keyword search to find candidates, qualified candidates may be overlooked if their resumes and applications do not include specific keywords or industry-specific jargon.

Recruitment as the most important aspect of Human Resource Management

Human Resource Management theories focus on methods of recruitment and selection and highlight the advantages of interviews, general assessment and psychometric testing as employee selection processes. The recruitment process could be internal or external or could also be online and involves the stages of recruitment policies, advertising, job description, job application process, interviews, assessment, decision making, legislation selection and training (Korsten 2003, Jones et al, 2006). Examples of recruitment policies within healthcare sector and business or industrial sectors could provide insights on how recruitment policies are set and managerial objectives are defined. Successful recruitment methods include a thorough analysis of the job and the labor market conditions and interviews as well as psychometric tests to determine the potentialities of applicants. Small and medium sized enterprises (SMEs) also focus on interviews and assessment with emphasis on job analysis, emotional intelligence in new or inexperienced applicants and corporate social responsibility (CSR). Other techniques of selection that have

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been described include various types of interviews, in tray exercise, role play, group activity, etc. Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in management decision making and the recruitment process could itself be improved by following management theories. The recruitment process could be improved in sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc. Recommendations for specific and differentiated selection systems for different professions and specializations have been given. A new national selection system for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector. Recruitment is however not just a simple selection process and requires management decision making and extensive planning to employ the most suitable manpower. Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation (Terpstra, 1994). This would mean that the management would specifically look for potential candidates capable of team work as being a team player would be crucial in any junior management position. Human Management resource approaches within any business organisation are focused on meeting corporate objectives and realization of strategic plans through training of personnel to ultimately improve company performance and profits (Korsten, 2003). The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and selection and involvement of qualified management team, recruitment processes followed by companies can face significant obstacles in implementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their in house management skills to apply generic theories within specific organizational contexts.

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Selection Criteria
Well-developed selection criteria can assist in attracting candidates with the appropriate qualifications and provide employees involved in the selection process with a uniform and consistent method for assessing applicants. Experience has shown that the most common mistakes occur when:

The criteria does not relate to the essential tasks required of the job. This creates the potential for subjective decision-making and thereby, the opportunity for discrimination to occur.

The metrics used to measure an applicants qualifications are too low. In this scenario, most candidates will satisfy the requirements, which makes it difficult to discern who is truly qualified.

The metrics used to measure an applicants qualifications are too high. This can discourage qualified candidates from applying, and encourage candidates with inappropriate qualifications to apply.

Inappropriate metrics are used to assess applicants. For example, selection criteria may include a requirement for a minimum of five years of supervisory experience when a more accurate measurement would be a candidates demonstrated ability to supervise. Having served in supervisory role for five years at one company does not guarantee they can perform successfully at another company. The reason for this is there may be a disparity in the essential duties required by one company as compared to another.

Your selection criteria should be developed, prior to initiating the recruiting process, by:

Reviewing the specific requirements contained in the job description. Determining the level of skills necessary to perform essential and desired tasks. Selecting metrics that measure whether or not a candidate meets the requirements for the job. Testing whether the selection criteria are capable of measurement. Avoiding the use of discriminatory language or statements concerning gender, race, etc.

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The rule of thumb in developing selection criteria is that it needs to be fair, objective, measurable, and directly related to the inherent requirements of the position.

Recruiting and Retention Strategies

Once you have prepared your companys Workforce Plan, you are now ready to begin developing specific recruiting and retentions strategies to help support it. The following guidelines will assist you.

Best Industry Practices

The following is a list of some of the strategies companies are currently using in our area to contend with recruiting and retention challenges: Look for in-house talent. Companies trying to hire in a competitive market often overlook qualified employees within their organization. Hiring from within also sends a message to employees that they too can be promoted, which can help increase retention efforts. Redesign jobs. If you are experiencing difficulty recruiting for particular positions, why not redesign the role. Consider converting a full-time job to two part time positions, modifying work hours, offering training, hiring for weekends only, or hiring an applicant or employee with less experience who has future potential. Simple changes can help you to cast a wider net and may even have some overall cost advantages to your company (e.g. lower benefit costs, starting salary, etc.). Tap hidden talent. Consider benchmarking other similarly situated companies and tapping other hidden talent such as past employees, retired and older workers, disabled workers, etc. To locate best practices in your industry, consult local chambers of commerce and resources such as trade associations, AARP, Working Mothers Magazine, Business Weeks listing of Best Work and Family Companies, Fortune Magazines 100 Best Companies to Work For. Use marketing departments or firms. Much like selling your companys products or services, recruiting in todays tight market requires savvy marketing skills. Many companies are finding it advantageous to utilize the efforts of their in-house marketing team or an outside

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firm to develop recruiting campaigns and messages targeted toward the needs of specific candidates. Use technology. Many companies have found that using job boards (i.e. find a job/post a job, worknepa.com, monster.com, hotjobs.com, etc.) can significantly increase the number of applications for a position. While this method can be an effective tool, be prepared to handle the barrage of resumes and provide relocation assistance. Dont overlook the power of your own companys web site either. In fact, a recent Work & Play survey conducted in our region found that the vast majority of workers between the ages 15-34 currently utilize web sites, job boards, and other Internet resources to locate and apply for positions. To be effective, ensure your site is as hassle-free as possible for candidates to find and apply for jobs online. Use recruiting and retention metrics. Metrics are the most commonly used building blocks upon which recruiting and retention decisions, strategies, and plans are built. Without these tools, it is impossible to develop meaningful strategies or determine the effectiveness of those strategies. So what should you be measuring?

New hire quality - The hiring manager should determine this metric before recruiting is initiated. Thereafter, a performance assessment should be conducted during an employees first 90 to 180 days on the job. This is after the easiest and hardest periods of new hire assimilation and also before organizational influences typically impact the rating.

Source distribution - the number of job applicants and new hires per recruitment source. Time to fill - This metric measures the number of days between when a new job requisition is opened and when a candidate accepts an offer. Customer satisfaction - Most recruiting time is spent on filling positions while little, if any, time is spent on evaluating whether or not the candidate selected truly met the job qualifications. Gathering manager preferences prior to recruiting and evaluating

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staffing performance post hire will help to minimize turnover and enhance the quality of the hiring process.

Recruiting cost ratio - This ratio is more valuable than the traditional cost-per-hire metric because it takes into account more factors that affect cost (i.e. geographic differences, industry differences, functional differences, and differences in job level). Calculate the total recruiting costs and then divide by the total compensation recruited. Total costs are determined by adding fixed overhead recruiting expenses, source advertising fees, recruiting fees, internet posting fees, signing bonuses, travel, relocation, and visa expenses.

Offer telecommuting and flexible work scheduling. Telecommuting and flexible work schedules are rapidly becoming effective tools for tapping hidden talent. Potential advantages for employees include saving on transportation, parking, and clothing costs, less stress, and more flexibility to meet family care needs. Potential disadvantages include a lack of face-toface contact and networking, employees may feel they are out of the mainstream, it can be difficult to draw boundaries between work and home life, and employees may lack discipline needed to work uninterrupted and efficiently. Potential advantages for employers include expanded recruiting areas, reductions in overhead expenses, enhanced worker efficiency, and reductions in sick time expenses. Potential disadvantages include flexible schedules may be difficult to manage, employers must still comply with regulatory requirements governing telecommuter offices, some tasks are difficult to perform virtually, employees may be less efficient, and potential worker burnout may occur since most employees are constantly exposed to the work environment and tend to work far beyond a normal workday. Leverage your benefits package. Keep your companys benefits above industry standard and add new benefits as you can afford them. Educate employees about the cost and value of their benefits so they appreciate how well you are looking out for their needs. You cant be an employer of choice without a good benefits package that includes standard benefits such as medical insurance, retirement, and dental insurance. Employees are increasingly looking for

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more cafeteria-style benefit plans in which they can balance their choices with those of a working spouse or partner. Enhance Referral Programs. One of the most effective recruiting tools readily available to companies today is their current employees. They can recommend excellent candidates, assist in reviewing resumes and qualifications of potential candidates, and help interview people to assess their potential fit within your company. Employees who participate in the selection process are also more likely to be committed to helping the new employee succeed. Other suggestions offered by industry experts include:

Develop relationships with individuals who can refer applicants such as realtors and property managers who may be aware of recently relocated spouses seeking employment

Offer extended or non-traditional hours in which eligible candidates may apply Aggressively promote referral programs using your web site, stationary, and pay stuffers Spark interest in your referral program through contests that offer a big prize such as a TV or a mini vacation. Train employees to recruit for you. Teach them about the types of applicants you are searching for. Then provide them with a generous incentive plan to encourage their efforts.

Go to where applicants are. Do not wait for them to come to you.

Read resumes in teams. You will find that different people will focus on different aspects of a resume, whether it is a gap in employment history or the fact that the candidate can speak more than one language. Using teams is a great way to obtain multiple perspectives and also enable process resumes more quickly. Use behavioral based interviewing techniques. Most interviewers hire a candidate because they like the persons attitude in the interview. Interview behavior does not equal job performance, says Barry Shamis, principal of Selecting Winners, Inc., a recruitment and retention consulting firm in Mercer Island, Wash. Believing how a person acts in an interview 81

can lull you into thinking thats how they will act on the job. That kind of thinking can force you into a higher percentage of mistakes. The best predictor of how they will do when they come to work for you is to find out how theyve done in past situations that most closely resemble your environment. Evaluate a candidates cultural fit. Evaluating candidates solely on education and experience increases the likelihood they will leave the company. Many industry experts believe that companies miss the cultural preferences of the candidate when interviewing, which can result in an improper fit. For instance, if youre a formal bureaucratic organization and the candidate prefers working in a more open, loosely structured environment, that person may have trouble adjusting. Finding out what kind of organization a candidate prefers and worked for successfully will help to minimize the likelihood of turnover. Conduct background checks. Industry studies have shown that nearly one-third of applicants lie to some extent about their backgrounds, with the most commonly cited discrepancies being inaccurate employment dates and education completed. While you may only be able to confirm only basic information, it can still help to uncover even minor gaps and inconsistencies in information provided by the candidate. Become known as a great place to work. Becoming known as a great place to work can help to increase your attract and retain qualified employees because prospective job candidates will believe employees before they believe your corporate literature. What constitutes a great place to work? According to the Great Place to Work Institute Inc., credibility, respect, fairness, pride, trust, and camaraderie top the list.

Other Methods Used

Temporary to hire arrangements On-site personal services (i.e. dry cleaning) Clothing allowances College tuition for children Internships

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Sign on bonuses Career development opportunities

2.3.0 Methodology of the Study:

This is a descriptive type of research. Questionnaire, Face to face interview are used for data collection. There are two sources of data collection. One is Primary source and another is Secondary source. There are two types of primary and secondary information source.

2.3.1 Primary Source of information:

The primary information was got through Questionnaire, face to face interview, observation, discussion with HR Executives, Corporate Executive, Employees, etc.

2.3.2 Secondary Source of information:

The secondary information was got through Internet, Books, Article, reports, journal, magazine, etc. Descriptive Statistics applications are used here. Various types of graphics and tables are also used.

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3.0 Analysis and Interpretation of data and Information

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3.1 Recruitment and Selection Purpose:

The vision of Recruitment and Selection Department is to position Warid Telecom as the top employment brand in the local market, proactively safeguarding employment reputation and thus ensuring the flow of talented and capable leaders in the organization.

Specific functions:
Pursue a high and uncompromising selection standard in sourcing first line to senior level management for both permanent and project based positions across the organization Communicate career opportunities in a proactive and consistent way Profile and screen candidates Negotiate salary and offerings as per market and remuneration strategy of Warid Telecom Facilitate joining, placement and briefing Position Warid accurately in the minds of potential recruits Provide the right information to facilitate an informed career choice Ensure all interfaces are managed professionally and positively Inform, engage and motivate line managers to act as true ambassadors Conduct comprehensive marketing plans for each campus through building partnership to create maximum impact Facilitate the formal evaluation process for position up gradation Formalize the evaluation outcomes for position up gradation

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Announce vacant positions for position up gradation internally and ensure the selection through optimal level internal competition

Facilitate salary fixation and internal placement for position up gradation Provide opportunities for business and technical graduating students to obtain practical industry experiences by arranging internship and industrial attachment programs.

3.2 Recruitment & Selection Flowchart

JOB POSTING RESUME SHORTLIST EMPLOYMENT TEST REFERENCE CHECKING & PRE EMOPLOYMENT MEDICAL CHECK- UP PRELIMINARY INTERVIEW

JOB OFFER

FINAL INTERVIEW

3.3 Employment Policy

Warid Telecom provides equal employment opportunity for all Bangladeshi citizens. It is the policy of the company to attract, retain and motivate qualified & skilled employees within the company. To do this, company offers competitive compensation package & provides equal opportunity for career development to all employees. It is believed that in order to achieve the company goal, there must have efficient & high caliber human resources. Therefore the company pays maximum attention & efforts in recruiting highly qualified & competent employees who are willing to face challenges in achieving companys goals. The role of HR in respect to attracting, retaining and motivating qualified & skilled employees is enormous.

3.4 Overview on HR Department:

The Mission of HR Department is to ensure improved business performance and competitive advantage by attracting, developing and retaining people in a winning culture that builds organizational capabilities to meet strategic objectives. HRD also strives to create an

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environment which facilitates effective performance and enhances employee morale and satisfaction.

3.5 Broad Objectives of HR Department:

Be a strategic business partner and change agent. Create a safe, healthy and attractive working environment. Develop managerial competencies. Ensure an environment for employees to consider HR as champion for their cause

3.6 On Board Employee Status:

At present Warid Telecoms total no. of employees are 921 (Permanent787, Warid Contractual- 110, Rapport Contratual-24). The total no. of HR employees is 12. And the ratio between the HR employee and total employees are 1:76.

3.7 The units in the department include:

- Compensation & Benefits - Recruitment & Selection - Employee Relations - Training & Development

3.8 Recruitment Process of Warid Telecom HR Planning

HR Planning is the system of matching the supply of people internally & externally with the openings the company expects to have over a given time frame. The quality of the candidate and his/her expertise are the deciding factor how Warid Telecom will succeed in achieving its vision, objectives & tasks. HR Planning in Warid Telecom must be a part of the companys overall plan. When drawing up human resource plans, it is important to take the following factors.

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Job Description: Recruitment process ideally begins with the analysis of job description person specification for that job. A job description & analysis of person specification provide the foundation for stipulating the job title & salary scale of the position. Person specification defines the education, training, experience, & competencies required by the job holder. The persons specification is vital, because the key part of the persons specifications, established at the beginning is used in structured selection interview. Job description is the basis of rid Telecoms recruitment, selection & placement, training, performance appraisal, salary administration, promotion and other personal actions for its employees. Recruitment Sources: The two main sources by which the company recruits the Human Resource are given below: Internal Source: In this source any one employee, within the company who will be able to done the high post job, is selected. The information about the post or vacancy is pasted on bulletin boards; on co-operate intranets and anywhere else. This source is used less. External Source: In this source the advertisement is published in newspapers. Candidates are selected from applicants by conducting interviews. In this case people also use some references to gain the jobs. This source is used more. Moreover they also publish the vacancies also on internet. So the peoples apply from internet are called for interviews and for further process. If the company made its franchise on any rural area, then company prefer to hire the person from that area because it is easy for customers to communicate. An effective recruitment always starts with the correct selection of sources of human resources. A recruited employee who has not the right skill cannot perform effectively. As a result the overall performance will surely deteriorate which has significant effect on the company performance. The recruitment sources are following:

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Current Warid Telecom and Group Companies Employees CV database Walk-in Interviews Placement Centers Head Hunters/Consultants (for Senior Positions) Job Advertisement Warid Job Portal/ bdjobs.com

3.9 Selection Process of Warid Telecom

Selection refers to the process of screening applicants to ensure that the most appropriate applicant is hired. In broader sense it indicates that how many employees are selected and in which positions are they positioned.Selection process includes series of specific steps used to decide who should be hired. Selections process begins when recruitment ends subject to sufficient number of applicants who are willing and able to do hold the job. The purpose of the selection interview is to collect information about a candidate and assess how far he/she can perform the job. Selection process involves screening & appraising the candidate in a systematic manner. Those who are not found suitable for the jobs are excluded from the selection tests. During the selection process, Warid Telecom focuses on performance related issues whether the applicant fulfills the job requirements & can do the job. The company uses a multiple cutoff techniques including series of screening devices. From my survey on Warid telecom Bangladesh they also follow the same rule. I have collected this information from my industrial supervisor. Through a face to face interview I have collected this information. Now, I am going to discuss about the employee selection process of Warid Telecom in the below:

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Short-listing of candidates: Short listing is done on the basis of appraising information on the application form in the light of job specifications of a job being advertised. How far a candidate meets the job criteria will critically be reviewed. The short listing method should be qualitative one where managerial judgment plays an important role. Short listing will be done by evaluating the following: i) Educational qualifications ii) Relevant job experience & required skills In regard to short listing of candidates, the role of concerned line manager & HR is crucial. For non-technical positions, HR will exclusively preparing short listing of candidates. For technical positions HR will seek line managers input, if necessary. Employment tests & interview: Following short listing of prospective candidates, internal & external, appropriate employment test such as written test, oral test or any other tests as deemed fit will be arranged to assess candidates suitability for the position. Through the tests candidates selected psychological factors such as intelligence, aptitude, temperament and attitude will be measured/ observed. The main focus on employment test will be on: Job related questions to assess in-depth knowledge of the candidate Assessment of mental ability, reasoning & memory etc Assessment of potentiality & ability to learn Proficiency in performing tasks Assessment in line with job analysis

The written & oral test questions will be drafted by HR. A set of questions of technical nature will be drafted by the line manager and be sent to HR confidentially from which few will be include on random basis by HR. HR will stick to job requirements of the position & maintain relevance, consistency & standard on the pattern of the question. 90

Interview Steps: Selection interview is an in-depth discussion between interviewer & interviewee. It is the preplan activity that does not just happen. Planning & structuring interviews particularly defining the criteria to be used are very important steps in selection. There are several distinct stages of selection interview. Interview Preparation: Before interview begins, the interviewer must be fully prepared. They should select method, be familiar with the job requirements, skills are sought in a candidate, applicants background. Establish Rapport: When the candidate has just arrived, interviewer creates a comfortable situation making the interviewee easy and relaxed by means of small talk, smiles & relaxed postures. Conduction of the Interview: This is the main of the interview session. At least 80% time should be allocated for the interview. At this stage, interviewer asks several job related, behavior-oriented, structuredunstructured and probing questions to assess suitability of the candidate. Initial Selection Panel: Line Manager & Head of Recruitment & Selection

Final Selection Panels: Panel - 1 (hiring of GM & DGM): One BEC member, CEO and GM HR&A Panel - 2 (hiring of Manager & Senior Manager) CEO, GM HR&A and concerned Divisional Head

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Panel - 3 (hiring of Assistant Manager & below): GM HR&A & concerned Divisional Head

The interview board members evaluate the performance of the candidate by using an interview evaluation form & record their overall impression based on notes taken during the interview session. Then the interview board members ranked all the candidates recommend a candidate who is best suited to them. Warid Telecom do not allow for re-employment and hiring of relatives of existing employee. Pre-employment Medical Checkup & Reference Check: The job offer is contingent on passing medical examination conducted by the company nominated hospitals. Warid Telecom has a corporate agreement with United Hospitals for preemployment medical checkup. Once a preliminary selection decision is made, HR will verify certain information as provided in the job description such as educational degree, work experience, last employment status. The purpose of reference check is to obtain factual information confidentially about a prospective employee. HR expects more precise information from the referee in a standard format. Final Selection: Based on positive report on health status from the medical center, and positive reference check the candidate is selected for appointment. At this stage the selected candidate is offered employment in Warid.

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4.0 Findings of the study:

The findings of the study are given below Findings:
Warid Telecom still did not initiate assessment center to assess candidates The management is very rigid about the re-employment, whereas detail information on candidates are readily available Comparing to other telecom company in Bangladesh they have less employees who are hired on contract (15%) basis The organizational hierarchy is very tall. So, the scope of growth is very high but at the same time it will take long time to reach at mid/top level for the entry level position holders

Recruitment:
The company uses both internal and external sources of recruitment. Like-Current Warid Telecom and Group Companies Employees

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CV database Walk-in Interviews Placement Centers Head Hunters/Consultants (for Senior Positions) Among the external source advertisement is extensively used like-Job Advertisement Warid Job Portal/ bdjobs.com

Selection:
The employee selection process of Warid Telecom in the below: Short-listing of candidates Short listing will be done by evaluating the following: iii) Educational qualifications iv) Relevant job experience & required skills Employment tests & interview The main focus on employment test will be on: Job related questions to assess in-depth knowledge of the candidate Assessment of mental ability, reasoning & memory etc Assessment of potentiality & ability to learn Proficiency in performing tasks Assessment in line with job analysis

Interview Steps There are several distinct stages of selection interview. Interview Preparation Establish Rapport Conduction of the Interview

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Initial Selection Panel Line Manager & Head of Recruitment & Selection

Final Selection Panels Panel - 1 (hiring of GM & DGM): One BEC member, CEO and GM HR&A Panel - 2 (hiring of Manager & Senior Manager) CEO, GM HR&A and concerned Divisional Head Panel - 3 (hiring of Assistant Manager & below): GM HR&A & concerned Divisional Head Then the interview board members ranked all the candidates recommend a candidate who is best suited to them. Warid Telecom do not allow for re-employment and hiring of relatives of existing employee. Pre-employment Medical Checkup & Reference Check HR expects more precise information from the referee in a standard format. Final Selection At this stage the selected candidate is offered employment in Warid.

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5.0 Recommendation:
I would like to provide the following suggestion for improving the practice of Recruitment and selection in order to help the company to achieve competitive advantage: Warid Telecom should established assessment center to assess candidates The management should be flexible about the re-employment, whereas detail information on candidates are readily available

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Since Warid have less employees comparing to other telecom company in Bangladesh they should hire more employees.

The organizational hierarchy is very tall. So, the scope of growth is very high but at the same time they it should take less time to reach at mid/top level for the entry level position holders.

HR policy should be designed to attract more efficient people for the organization. The selection process should be made less complex. Disable people should be placed in such position where they (disable people) can work comfortably. Lower level employee should be provided such kind of training so that they can achieve promotion. Skill and knowledge based pay system may be introduced. The contribution of employees should be properly recognized and rewarded. The HR professional should be given scope to play meaningful role is selecting right person for the right posts. Executive level people should be more cordial and cooperative to their employee Profit Sharing should be introduced.

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6.0 Conclusion:
Warid Telecom International Ltd is a GSM-based cellular operator in Bangladesh. Warid was the sixth mobile phone carrier to enter the Bangladesh market, and launched commercial operations on May 10, 2007. Warid Telecom International LLC, an Abu Dhabi based consortium, sold a majority 70% stake in the company to India's Bharti Airtel Limited for US$300 million.

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On November 10, 2007, 61 districts came under Warid network coverage. On June 10, 2008, Warid Telecom has expanded its network to 3 more districts Bandarban, Khagrachhari and Rangamati. Now all 64 districts of Bangladesh are under Warid network coverage meaning Warid Telecom now has nationwide coverage. Warid has ten customer care centers around the country located at key locations. These centers are directly run by Warid itself. Warid has another 124 franchises spread across Bangladesh, the largest chain of retail outlets in the country, which is further backed up by a chain of subfranchises, affinity partners & distributors. After completing the research on Warid I have found that the mission of their Human Resource Department is to ensure improved business performance and competitive advantage by attracting, developing and retaining people in a winning culture that builds organizational capabilities to meet strategic objectives. Human Resource Department also strives to create an environment which facilitates effective performance and enhances employee morale and satisfaction. The broad objective of their human resource department is to be a strategic business partner and change agent. And they always try to create a safe, healthy and attractive working environment and develop managerial competencies. Thus, ensure an environment for employees to consider HR as champion for their cause. The vision of Recruitment and Selection Department is to position Warid Telecom as the top employment brand in the local market, proactively safeguarding employment reputation and thus ensuring the flow of talented and capable leaders in the organization. In doing this assignment I explicitly tried to understand and investigate the company and their actual Recruitment and selection strategies. In attaining the goal, I proud fully declare that I have learned and improved my concept and knowledges as thought in classroom and relating to the theories. It is thus hoped that the aims and objectives of this assignment have been met.

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Bibliography:
(1) Annual Report and Press Release of All Telecom (2) Newsletter of Warid Telecom Bangladesh Limited (3) Newsletter of Grameen phone (4) Newsletter of Banglalink Book Name- Fundamentals of Human Resource Management.

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Writer Name-David A. DeCenzo Stephen. Robbins Eight Editions Chapter-Seven-Foundation of Selection Page no-168-180 Book Name- Fundamentals of Human Resource Management. Writer Name- David A. DeCenzo Stephen. Robbins Eight Editions Chapter-Six-Recruiting Page no-146-156

Web Addresses:
www.dictionary.com www.waridtel.com.bd www.quickanswer.com www.scribd.com www.mbastudy.com www.ehow.com www.waridtel.com.bd www.ehow.com/about_5208890_definition-recruitment-selection.html www.ehow.com/list_6609742_types-employmenrecruitment.html www.ehow.com/list_7314237_elements-effective-hr-staffing-system.html www.ehow.com/list_6740107_selection-recruitment-techniques.html www.ehow.com/list_7384893_objectives-selection-recruitment-process-organization.html www.thetimes100.co.uk/theory/theory--recruitment-selection-training--266.php www.citehr.com/287724-how-attract-job-seekers.html#axzz15Ekb0Jru www.ezinearticles.com/?HR-Theories-On-Online-Recruitment-Explained&id=1664016 www.elinfonet.com/blog/index/wiki/Selection_Criteria/ www.elinfonet.com/blog/index/wiki/Recruiting_and_Retention_Strategies/

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Appendix
Questionnaire
#Personal Information: 1. Name: 2. Age: 3. Occupation:

1) Since how long have you been working in Warid Telecom? 105

1. 0-1 yrs

1-5 yrs

5-10 yrs

10+ yrs

2) How satisfied are you in setting your goals and objectives in the beginning of the year? 1. Very satisfied 2. Satisfied 3. Dissatisfied

3) Do Warid follow standard Recruitment and Selection strategies for the company? 1. Yes 2. No

3. cant say

4) Do you consider Recruitment and Selection strategies they follow are fair and objective? 1. 2. 3. Yes No cant say

5) Which Type of Recruitment Source Warid Telecom Basically follow? 1. Internal Source 2. External source 3. Both 4. None 6) Do they have assessment center? 1. Yes

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2. No

7) Do they hired less employees or huge in every year? 1. Huge 2. Average 3. Less

8) What type of job advertisement Warid telecom flow? 1. Newspaper 2. Web site

3. Internet 4. All of the above

9) Do Warid flow standard series of specific steps for their Selection process? 1. Yes 2. No

10) During the selection process, do they mainly focus on performance related issues? 1. Yes 2. 3. No Cant say

11) How satisfied are you with Warid Telecom selection system? 1. 2. Good Average 107

3.

Bad

12) To what extent does training and development programmed help in improving your performance? 1. 2. 3. To great extent To some extent To very little extent

13) Do they use online Recruitment system? 1. Yes 2. No 3. Sometime 14) Is there any Chance to rate own performance 1. Yes

2. No

15) Can the dissatisfied people about their service complaint to anybody? 1. Yes

2. No 16) What is your company Budget for HRM Sector? Ans:17).How many workers Working in this organization? Ans:18). what type of training you have given the employees in entry level? 108

Ans:19). Where you have sent the employees for the training? Ans:20). How many times you are giving training to the employees? Ans:21). When you giving training to the employees? Ans:22).what is the objective of training? Ans:-

Resume
Name: Shamsun Nahar Address: Lane#21, House: B-122, New DOHS, Dhaka Bangladesh Contact: 01615457478 Email: shaila781@Yahoo.Com
Career Objective: To obtain a managerial job in a reputed organization that provides a dynamic working environment and opportunity to grow with the organization. 109

Education: MBA (Major in Human Resource Management) from 20082010 (57 credits completed; 3 credits left) CGPA: 3.40 BBA (Major in Human Resource Management) from January 20042008 (126 credits completed) CGPA: 3.14 HSC (Business Studies), 2003 Shahid Anwar Girls College, Cantonment Dhaka. Grade: GPA 3.00 out of 5.00 SSC (Business Studies), 2001 Mirpur Bangla High School, Dhaka. Grade: GPA 3.00 out of 5.00

BBA Major Relevant Coursework: Selection and staffing Strategic human resource management Industrial Relation Management Human resource planning Human resource in Global Business Environment Fundamentals of compensation Management Performance Appraisal and Management Performance Appraisal and Management Conflict Management Organizations Development

MBA Major Relevant Coursework: Training & Development. Performance Management. Global Human Resource Management. Human Resource Planning & Development.

Computer Literacy:

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I am competent in Windows, Visual BASIC, MS-word, Excel, PowerPoint, internet browsing & Email etc. Language Proficiency: Fluent in writing, speaking & reading: bangle, English. Music Personal Details: Fathers name: Mother name: Date of Birth: Marital status: Nationality: Interest: Reference: MD.Harun-or-rashid Mrs.Yasmin 3rd August, 1986. Married Bangladeshi Reading books, listening to music. (1) Brig Gen. Kazi Mahmud Hassan Address: B-122; Lane-21 New DOHS Dhaka Mobile: 01713006251 (2) Farheen Hassan Assistant Professor & Head of the Dept. American International University Bangladesh Mobile: 01715013137

Signature:

SHAMSUN NAHAR

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