HR Operation Process and HRIS: Banglalink

Chapter 1

Introduction to the report

I recommended this examination as this is identified with my investigations and this is likewise
incorporated into my courses. Here in my temporary position program I allowed to work under a
manager and bolster my supervisor at her standard work. I get a chance to take in the
classifications of work and having background to work with an association and luckily figured
out how to apply my scholarly learning. As I'm working with an association as an understudy of
East West College, the association gets an introduction about the institution. Information
accomplished from this 3 months' temporary position program I can apply to my genuine
corporate life. The principle motivation behind the temporary job program is to idea regarding
the professional life.

Scope and limitation of the Study

Since I have to submit an Internship report to East West University, that’s why from the
commencement of my internship I have tried to gather appropriate information for my report.
However, I faced some difficulty because Banglalink has their own policies for outsiders.
According to their policies I had restrictions to right of entry some of the information. So, some
information’s I got by managers support and sometime I failed to collect whereas the
information’s are confidential. For preparing this report some problems and limitation have come
across which are as follows-

 I was restricted to go through all the information of the Organization as they are very
confidential.
 The time of Internship was very short and I was assigned to several assignments.

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  I had to rely on secondary data besides primary data for the report.
 Employees had enormous work pressure that they could not cooperate with the
information sometimes.

Objectives of the report

Broad Objective

To know about the procedure of HR Activities and how can it function in Banglalink Digital
Communications Ltd.

General Objectives

- To find out about the HR Tasks initiates of Banglalink.

- To give an idea regarding the HRIS and how imperative it is in an association.
- To discover the purpose for changing the past HRIS programming.
- To give some recommendation based on my findings.

Methodology

This investigation is executed in light of the data I gathered from a few sources utilizing
particular strategies. Here I utilized

 Survey

Here I gather data from two sources-

 Primary data
 Secondary data

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Primary Sources

- Conducted overview among the workers.

- Short interviews.
- Direct communications with the employees at work place.
Secondary Sources

- Overview of Banglalink’s website.

- Reviewed reports published on related subject.
I conducted this survey on different employee of Banglalink who works on HR Operations and
they are asked 15 questions. I could be present more survey from outside the organization but
that could make incorrect findings of the survey. For that, to have the paramount result I
conducted the survey among Banglalink’s employee only. And this was convenient too to me.

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 Chapter 2

Company Profile
Banglalink began its adventure in February 2005. They have 30 million supporters over 10 years,
and they are working steadily to better serve their clients. They are attempting to give versatile
communication at a moderate and conservative cost. The underlying achievement of Banglalink
depended on a basic mission: "Conveying portable communication to the majority". They are
attempting to reach to the greater part of the general population of Bangladesh (Banglalink,
2018).

They have some center qualities in their bits of knowledge. These qualities unequivocally
influence Banglalink and their day by day tasks. These qualities incorporate being client fixated,
entrepreneurial, imaginative, communitarian and honest. Banglalink is working tenaciously to
convey advanced world to every single client to assemble a genuine computerized Bangladesh,
moving far from the customary portable administrator to an innovation arranged organization
(Banglalink, 2018).

Banglalink's center concentration is their important client and that is the reason they are
attempting to digitalize the way clients draw in, impart and work both inside and remotely
(Banglalink, 2018). The organization goes for empowering its clients to bamboozle
Computerized Bangladesh and to make an advanced environment by giving the best to that
client's request.

Banglalink is attempting to develop by their imaginative items and extending their market
portion. They are determinedly attempting to enhance their system quality and client benefit by
making a broad conveyance reach the nation over and setting up a solid brand that candidly
associated clients with Banglalink. They give rise to chances to workers and has dependably
indicated zero resilience for any resistance action. Their HQ turned into the main guaranteed
Green Office by Overall Store for Nature (WWF) in Bangladesh. The organization has
moderately shaped a level association which is a standout amongst other thing of this association
(Banglalink, 2018).

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Banglalink Computerized Correspondences Restricted is a completely possessed organization of
Telecom Endeavors Ltd. which is a 100% claimed backup of Worldwide Telecom Holding.
VEON claims 51.9% offers of worldwide telecom holding following a business mix in April
2011, between VEON ltd (Banglalink, 2018). Wind telecom s.p.a. VEON is a NASDAQ and
Euronext Amsterdam-recorded worldwide supplier of availability, with the aspiration to lead the

 provider that would be easier to use and also a convenient option for the employees.

 If key stakeholders could get access to some of the information stored and provided by
Vpeople that they require then it would be easier for them to complete their job and also
the employees who are assigned to give that information to those respective stakeholders.
It will also save their time to acquire information.

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 Chapter 6

Conclusion:

Effective HR policy is one of the most demanding issues of the modern HRM. To survive in the
aggressive time of globalization an association like Banglalink need to more centered around
making innovative approaches to guarantee compelling utilization of HR Operations Team. From
the review it is discovered that Banglalink is keeping up a sound HR Operations strategy.
Besides, HR Operations exercises are exceptionally huge for an association to deal with their
representatives in an efficient manner. As I have made this write about Banglalink's HR
Operations that is the reason I found the opportunity to realize that how they play out their HR
exercises and how they actualize those in their association. Also, HR Operations is more
responsible to create and manage leave policy. Thus HR team ensuring employee satisfaction.
On the other hand, human resources information systems (HRIS) is the most vital parts in an
association's HR function. We live, work and breath in the information age. A successful HRIS
can make certain fervor for HR to remain on the front line in its offer to convey more compelling
and streamlined administration. Banglalink needs to pay more attention on creating ground-
breaking ways to guarantee real use of HRIS. Besides, HRIS is basic for Multinationals
enterprises like Banglalink to guarantee successful individuals administration and to get an
aggressive edge in the corporate world in like manner. Moreover, the HR administrations are
getting to be self-benefit as opposed to paper based exchange with the assistance of HRIS that
came about into more compelling and productive HR division guaranteeing representative
fulfillment.

Toward the finish of this report one might say that the HR Operations group of Banglalink has
made a productive and viable method for offering to the employees which keep in mind the
betterment of workers. Also, it can be strongly uttered that the HRIS identified as Vpeople of
Banglalink has created a well-organized and effective way of giving service to the personnel
which is one of the main reasons behind the organization’s recent success.

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References:

 http://www.assignmentpoint.com/business/human-resource-management/employee-
engagement-activities-of-banglalink.html
 https://www.banglalink.net/en
 https://www.degordian.com/education/blog/6-human-resources-lessions/

 http://www.markedbyteachers.com/university-degree/business-and-administrative-
studies/hrims-this-paper-is-an-attempt-to-highlights-the-role-of-information-systems-in-
human-resource-management-and-show-how-it-helps-in-taking-management-
decisions.html

 http://www.markedbyteachers.com/university-degree/business-and-administrative-
studies/hrims-this-paper-is-an-attempt-to-highlights-the-role-of-information-systems-in-
human-resource-management-and-show-how-it-helps-in-taking-management-
decisions.html

 http://www.itinfo.am/eng/human-resource-management

 https://yourbusiness.azcentral.com/hr-operations-12325.html

 https://www.thebalancecareers.com/human-resources-information-system-hris-1918140

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Appendix:

Questionnaire on “A Comprehensive Analysis of HR Operations and Employee satisfaction on

HR Operations”

Designation: …………………...

Gender: Male Female

Level of employment:

 Entry level
 Mid-level
 Top level

You are working for Banglalink:

 Less than 3 years

 3 – 5 years
 More than 5 years

On a 5-point scale rate the following question where 5 is strong satisfied and 1 is strongly
dissatisfied

SL Name 1 2 3 4 5
1 HR Operations team is always active
2 You can collect your Pay slip easily
3 Your leave is always updated after you give the mail
4 You can collect NOC whenever you need
5 You get your salary properly after all the deductions
6 Current exit formalities is standard
7 HR Operations team always reply your mail if you face
any problem regarding attendance
8 HR Operations team help the new joiners to get all the
access like IT, Tigers Lounge, V People

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9 You can withdraw money from your Provident Fund and
take loan whenever you wish
10 You can get letter of Introduction/ employment certificate
easily
11 The disciplinary issue is always solved properly

12 The overall satisfaction on HR Operations

1. Does Banglalink Digital Communications Limited have any HRIS software?

2. Which software they use?
3. What are the functions covered by it?
4. What are the benefits of using this software?
5. Do you have any complain against it?

Confirmation request & approval process:

Probation Initial & Review:

Process
Required
Step Responsibilit Processin method / Risk &
Description Document
s y g Time Action Control
s
Platform
Notify line
manager
through email
HRIS (Through Email
1 for probation 7 Days
system) notification
KPI setting
within 1 week
of joining
2 New joiners New joiners
fills up
probation KPI
in the system

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 Process
Required
Step Responsibilit Processin method / Risk &
Description Document
s y g Time Action Control
s
Platform
after the
discussion
with line
manager
Review the
KPI and
3 approve, LM
reject, or
revert it.
After
approval from
LM the HRIS (Through
4
system locks system)
the KPI
setting.
Dynamic
Email
notification to
line manager
to have mid HRIS (Through
5 15 Days
probation system)
dialogue
starts from
DOB+90 till
DOJ+105
6 After mid HRIS (Through
review system)
Dialogue
session with
NJ and log

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 Process
Required
Step Responsibilit Processin method / Risk &
Description Document
s y g Time Action Control
s
Platform
feedbacks
with
performance
status
Notify the
employee
about their
performance
status if they HRIS (Through
7
are on track system)
or off track
and review
feedback
page for NJ.

Probation Assessment:

Process
Required
Step Responsibilit Processin method / Risk &
Description Document
s y g Time Action Control
s
Platform
1 Dynamic HRIS (Through 34 days
Email system)
notification to
line manager
to complete
probation

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 Process
Required
Step Responsibilit Processin method / Risk &
Description Document
s y g Time Action Control
s
Platform
assessment
starts from
DOJ+145 till
DOJ+179
everyday
Complete
assessment of
NJ for
2 probation LM
confirmation
with
comments
Based on the
performance
status and
assessment
calculate final
assessment
rating on a
scale of 1-5. HRIS (Through
3
If rating is 2 system)
or less than
employee is
not confirmed
and if 3 or
more than
employee is
confirmed.
4 If confirmed HRIS (Through
notification

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 Process
Required
Step Responsibilit Processin method / Risk &
Description Document
s y g Time Action Control
s
Platform
send to
employee, system)
LM & HRBP
Confirmation
details in
HRIS (Through
5 review
system)
feedback
page for NJ
NJ can accept
or reject of
rating. If
rejected it go
6 NJ
back to the
final
assessment
rating
7 After NJ PF
accepting the Document
rating NJ
have the
option to be a
member of
PF. If yes NJ
download
document
from request
page, fills up
sign, scan and
upload for PF

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 Process
Required
Step Responsibilit Processin method / Risk &
Description Document
s y g Time Action Control
s
Platform
membership.
Notify the HR
Ops/Payroll
and they can
8 HR Ops/Payroll
accept or
revert the
request.
HR Ops print
9 and archive in HR Ops
p-file archive
If employee
don’t want be
a member of
Pf
HRIS (Through
10 notification to
system)
employee,
LM, &
HRBP,HR
Ops/ payroll.
11 In both cases HRIS (Through
agreement to system)
be member of
PF, system
update in PF
membership
with
membership
process
aligned and
update

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 Process
Required
Step Responsibilit Processin method / Risk &
Description Document
s y g Time Action Control
s
Platform
employee
type attribute
to permanent
from
probationary
with the
effective date
of actual
confirmation
date.
If assessment
is not done by
the line
manager on
DOJ+180
probation
assessment
will be auto
confirmed by HRIS (Through
12
the lowest system)
rating scale
(3) needed for
the
confirmation
and all other
process will
be same as
before.
13 If employee HRIS (Through
get rating of 2

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 Process
Required
Step Responsibilit Processin method / Risk &
Description Document
s y g Time Action Control
s
Platform
or less that
means not
confirmed
and move to
the HRBP.
They can
revert it for
system)
calculating
the
assessment
rating again
or forward it
to Division
Head.
If division
head wants,
can forward
to any
employee for HRIS (Through
14
validation system)
check and
again move to
Division
Head.
15 Division HRIS (Through
Head can system)
revert or
accept and
move to
process to

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 Process
Required
Step Responsibilit Processin method / Risk &
Description Document
s y g Time Action Control
s
Platform
next step to
CHRAO
CHRAO can
revert or
HRIS (Through
16 accept it and
system)
move it to HR
Ops.
HR Ops
notification
termination
letter upon
unsuccessful
17 probation
period to
employee ,
LM & HRBP,
HR Ops/
Payroll.
Connect the
process to HRIS (Through
18
Exit system)
workflow
Initial Exit
process for HRIS (Through
19
involuntary system)
Resignation.

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Acronyms and Abbreviations
HRIS- Human Resource Information System
BTRC- Bangladesh Telecommunication Regulatory Authority
Ltd. - Limited
Telco- Telecommunications
Govt. - Government
WWF-World Wide Fund
VEON- Vimplecom
NASDAQ- National Association of Securities Dealers Automated Quotations
Pvt. - Private
GSM- Global System for Mobile communications
ISL-Integrated Services Ltd
TRI -Technology Resources Industries
ROE- Return on Investment
FNF- Friends and Family
SME- Small and Medium Enterprise
VAS- Value-Added Service
3G- Third Generation
4G- Fourth Generation
Mbps- Megabits Per Second
RAB- Rapid Action Battalion
LEA- Law Enforcement Agency
GR- Government Relations
SIM- Subscriber Identity Module or Subscriber Identification Module
SMS- Short Message Service
CR- Corporate Responsibility
ISP- Internet Service Provider
IP- Internet Protocol
ICT- Information and Communication Technology
CEL- Computer Ease Ltd.

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