Report on Training Method for Hr Manager in Grameenphone

Report on Training method for HR Manager in Grameenphone

Date of submission:

7/24/2013

Grameenphone

What is training?
Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. Training is an Organized activity aimed at imparting information and instructions to improve the recipient's performance to help him or her attain a required level of knowledge or skill. Training is about the acquisition of knowledge, skills, and abilities through professional development
Training is the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one's capability, capacity, and performance. It forms the core of apprenticeships and provides the backbone of content at institutes of technology also known as technical colleges or polytechnics. In addition to the basic training required for a trade, occupation or profession, observers of the labor-market.
Why need training??
Training is like the heart of the organization. to achieve the organization goal it is very much important to ensure training by identify the employee who actually need training. Training helps to increase the capabilities of doing the task efficiently and also increase the skills strength and ability of the employee.
Many managers view training as a luxury, not a competitive and strategic necessity. Training is more than just building the skills and knowledge of each individual or team for their own personal benefit. Training have some following benefits:
• Improved recruiting. Today's job applicant is looking for an environment that fosters personal growth and development. For many job hunters, training is every bit as important as the compensation package. Plus, an effective training program allows to cast a wider net by hiring people with the right attitude. Developing the skills can come later.
• Higher retention. When people know that a company believes in their personal growth, they are likely to stay with that company for a longer period of time. In this situation training play an important role in the organization.
• Better output. The lower turnover rate, the more productive, enthusiastic and motivated workforce. Employees will pack their new knowledge and skills into everything they design, produce and service. Moreover for the intention of increasing more skilled workforce training is mandatory. Without providing training it is not possible to expect better output from the employee in any organization.

Background of Grameen Phone Company:
Grameen phone widely known as GP. It is the leading telecommunications service provider in Bangladesh. With more than 40.33 million subscribers as of January 2012. Grameenphone is the largest mobile phone operator in the country. It is a joint venture enterprise between Telenor and Grameen Telecom Corporation, a non-profit sister concern of the internationally acclaimed microfinance organization and community development bank Grameen Bank..Telenor, the largest telecommunications company in Norway, owns 55.8% shares of Grameenphone. Grameen Telecom owns 34.2% and the remaining 10% is publicly held.Grameenphone was the first company to introduce GSM technology in Bangladesh. It also established the first 24-hour Call Center to support its subscribers. With the slogan Go Beyond, Grameenphone promises its customers to bring the best of communication technologies so that they can Go Beyond. Changing logo
On the November 16, 2007
Some specific information about Grameenphone is given in list format in the below.

Type

Limited

Industry Mobile Telecommunication

Founded 1997
Headquarters GPHOUSE, Basundhara, Baridhara, Dhaka-1229.
Bangladesh

Key people Vivek Sood, CEO
Products Telephony, EDGE, GSM

Revenue ৳ 59.5 billion (2012)
Net income
৳ 18.3 billion (2013)
Employees 5100 as 2013
Parent
Telenor 55.8%,
Grameen Telecom 34.2%
Public 10% Website www.grameenphone.com

History:
The idea of providing universal mobile phone access throughout Bangladesh, including its rural areas, was originally conceived by Iqbal Quadir,[6] who is currently the founder and director of the Legatum Center for Development and Entrepreneurship at MIT. Grameenphone received a license for cellular phone operation in Bangladesh from the Ministry of Posts and Telecommunications on November 28, 1996. Grameenphone started operations on March 26, 1997, the Independence Day in Bangladesh.
Grameenphone originally offered a mobile-to-mobile connectivity (widely known as GP-GP connection), which created a lot of enthusiasm among the users. It became the first operator to reach the million subscriber milestone as well as ten million subscriber milestones in Bangladesh.
Objectives of providing training:
Each and every organization arrange different training program to increase the employee performance and to make a strong place in the business environment. Training objectives may be considered in a way as the positions are organized in to different levels of importance in the organization. At the bottom level, employees must be trained for safety measures while at work and new methods and increasing the productivity, while the supervisory level needs the training for identifying the problems and their solutions with analytical skills. The main purpose of training is given in the below:
 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.
Importance of training and development program: Training and development program play an vital role in the organization. It helps the top level management to find the lacking and also helps to increase the skilled labour force in the organization. Training is crucial for organizational development and success. It is fruitful to both employers and employees of an organization. An employee will become more efficient and productive if he is trained well.
The importance of training and development program is given in the below:
 Increased job satisfaction and morale among employees
 Increased employee motivation
 Increased efficiencies in processes, resulting in financial gain
 Increased capacity to adopt new technologies and methods
 Increased innovation in strategies and products
 Reduced employee turnover
 Enhanced company image, conducting ethics
Training Method using in Grameen Phone:
Grameenphone is one of the top telecommunication company in Bangladesh.It has a partnership with TELENOOR. There are various types of training offered to the employees at Grameenphone. Training depends on the position of the employee. Like HR manager need different training program.Where IT engineer need different training which is not similar to HR manager training. As discussed earlier the HR division initiates training as per employees’ needs assessment as well as basic requirements. Therefore, it is categorized in the following basis:
 Technical training
 Non-technical training
Technical training: Technical trainings are needed to provide various services from application software. Employees in their respective units need to train these applications before providing any service. These are also mandatory tools for learning. For instance, a payroll officer has to learn payroll software or application for his daily operation. Technical trainings are mostly provided to the call centre employees who use different types of tools for billing, database maintenance and recording information. Training for technical programs is generally given after joining to that respected unit. Usually a new employee sits beside an existing employee for few days to know the ABCs. Then his immediate supervisor give him proper training on some tools or programs on a particular day. Technical trainings are given through multimedia presentations and with necessary handouts.
Evaluation of training program: Evaluation of any training program is important to measure the standards of employees after the training. Grameenphone measures its employees training performance in various ways. These different techniques help the employees to find his/her lacking and help management to emphasize more to that employee. Some of the evaluation techniques are given below:

 Spot test
 Quizzes
 Group discussion or One to one discussion
 Contract renew viva

Spot test: Spot test are taken immediately after the training to capture employee’s quick response to the training. Those with better aptitude can provide more correct answers while other lag behind. In this way, HR division can identify potential candidates for future development.

Quizzes: Quizzes are also taken place in regular basis. It comes with a set of 20 questions and within a time limit of 20 minutes. The topics of the quiz are informed to the employees earlier. It is a good way to find out employees’ lacking on particular issues or topics.

Group discussions: Group discussions with senior employees are taken place weekly or as per requirement. Here employees share their thoughts and ask for any training they needed. The supervisors also speak with employees on a regular basis. They try to find out employees’ needs, wants and give solution to that problem.
Contract renew viva:
Contract renew viva is taken place after 6 months period. Employees after completing a contract period have to sit for renewal viva. The viva is generally comprised of managers or supervisors from different units. They ask different questions from various training issues as well as knowledge about the company.
NON TECHNICAL TRAINING
Non technical trainings are generally provided for behavioral changes of employees. These are categorized in the following basis:

 Leadership
 Motivation
 Values of the organization
 Other training program

Leadership at corporate culture is a demanding issue. The old and existing leaders should be replaced by new one after some time. For this, HR arranges various leadership developments training for the employees to find out their leadership capabilities. Leadership is also an intriguing criterion for promotion at Grameenphone. Every employee must prove his/her leadership capability in order to focus himself to the management. On the other hand, management provides various training program for the employees for overall development. Some of the training modules are given below:

 Group discussion with Top level management
 Case study
 Mentoring for leadership
 Leadership debate

Motivation: Motivation is a psychological factor and it changes rapidly with changes in behavior, environment and culture. Employees at Grameenphone work in different culture and environment. Some of the environment is bustling while some others have different culture. Nevertheless, work environment and culture made strong impact on employee’s mind in the following issues:

 Inter-personal relation
 Team approach/ group dynamics
 Planning and decision making
 Creativity
 Communication
Now describe about the training and development process of HR Manager in the Grameenphone.We focus on the relevant raining that a HR Manager should have to do his or her job.
Training methods applying for HR Manager in Grameenphone
There are various training methods companies use to actually deliver the training.We select the HR Manager post to make the report. We also focus on the training that is need for the manager which is provide by the Grameenphone. Here we have tried to discuss some of the most popular training methods using for HR Manager. These are:
Managerial on the job training: On-the-job training may be obtained through day-to-day experience or through instruction from a senior-level employee.When people think of conducting on-the-job training, they tend to think of new employees who have entered a job, have been shown a desk or other work environment and will be learning via “trial by fire.” Although this method is sometimes effective, the benefits of on-the-job-training can be amplified with a little more preparation and coaching. Employee training at the place of work while he or she is doing the actual job. Usually a professional trainer or sometimes an experienced employee serves as the course instructor using hands-on training often supported by formal classroom training.On the job training is very much important for the manager.Grameenphone provide on the job training to the managers to increase the capability strength and skill of the managers.
Job rotation: Moving a trainee from department to department to broaden his or her experience and identify strong and weak points.Grameenphone train their manager by using or following job rotaion method. For this technique the managers have to work in different department. As a result they have to face several types of problem which is related to their task. It may include:
 Coaching or Understudy approach
 The trainee works directly with a senior manager or with the person he or she is to replace. And the seniors are responsible for the trainee’s coaching.
 Action learning
 Management trainees are allowed to work full-time analyzing and solving problems in other departments.
Managerial off the job training: Managerial ff the job training is also provided by the Grameenphone.It is a such kind of process where employee get training at a site away from the actual work environment. It often utilizes lectures, case studies, role playing, simulation, etc. Off the Job training refers to the training done on behalf of employers and is usually conducted away from their working location. This training may involve theories and practical application, including appraisal and examinations done at provider's site or online. This occurs when employees are taken away from their place of work to be trained.
Common methods of off-the-job training include:
 Day release (employee takes time off work to attend a local college or training centre)
 Distance learning / evening classes
 Block release courses - which may involve several weeks at a local college
 Sandwich courses - where the employee spends a longer period of time at college (e.g. six months) before returning to work
 Sponsored courses in higher education
 Self-study, computer-based training
Off-the-job training, employees may receive days off from work to pursue training or they might need to make arrangements in their off hours to get their training. Training can include classes, demonstrations, lectures, simulations, and many other resources. It may provide trainees with direct skills or indirect lessons that could be valuable in their work. Supervisors may grade or assess students and provide feedback on their performance in training. Off-the-job training is the acquisition of work-related skills at a location outside than the workplace, like a college or university, workshop, or training facility. Employees can receive off-the-job training to improve the quality of their work or meet new standards, and they can also seek it out if they want to apply for higher ranking positions or make themselves more employable in the future. Case study method
Grameenphone company give importance of case study method where mangers can learn through different critical situation. Case study method is a such kind of process where managers have to face different problem base task. They learn through doing the solution. Grameenphone arrange different case study training program to identify the basic capability of facing the situation of the managers. In case study method managers can increase their creativity, skills and knowledge. Grameenphone gives priority of case study method for the managers. Managers are presented with a description of an organizational problem to diagnose and solve. The case method has long been accepted as an important method for training managers and administrators. It is a method of learning based on active participation and cooperative or democratic discussion of a situation faced by a group of managers. The method of discussion also replicates the manner in which most decisions are taken in practice. It also involves replicating discussions with supervisors, peers or subordinates. If properly used, it has the power to improve the acquisition of knowledge, skills and attitudes. Case Study method focuses on:
 Building decision making skills .Assessing and developing Knowledge, Skills and Attitudes (KSAs).Developing communication and interpersonal skills. Developing management skills. Developing procedural and strategic knowledge.
Management game
Teams of managers compete by making computerized decisions regarding realistic but simulated situations. In management games using computer, managers will be distributed into several companies, each one with 4 or 6 trainees. These groups will have to compete with each other in simulated markets like in reality. Each company will have to define its main goal and be able to select a number of different decisions.GP use management game as training method for HR Manager.
Outside seminars Many companies like GP offer Web-based and traditional management development seminars and conferences. Grameenphone arrange different seminars for the managers where they comes to know about their responsibility. They can learn how to do their managerial task. They know different way of managing staff and employees in the organization. Sometimes Grameenphone invite guest speaker in the seminar where the speakers share their experiences in their corporate life. From these seminars managers get more confidence in doing their task. Seminars are organized in order to improving skills such as employee evaluating, leadership, communicating, goal setting, employee motivating and decision making skills. A seminar is, generally, a form of academic instruction, either at an academic institution or offered by a commercial or professional organization. It has the function of bringing together small groups for recurring meetings, focusing each time on some particular subject, in which everyone present is requested to actively participate. This is often accomplished through an ongoing Socratic dialogue with a seminar leader or instructor, or through a more formal presentation of research. Normally, participants must not be beginners in the field under discussion.
Role playing
For the managers it is important way to provide training by role playing method. In the role playing method managers have to play the specific role in the organization. From this training organization can identify where is the strength and weakness of the managers. Organization can easily compare how much he or she is capable of doing the managerial activity in the organization. Grameenphone include role playing techniques as a part of training for the managers. One of the most effective training methods is role playing. Role playing allows a group of employees to act out work scenarios. It opens communications, and for the amount of time when it puts a player 'on-the-spot,' it also gives a great deal of confidence and develops camaraderie among those participating in doing the role play situations. Creating a realistic situation in which trainees assume the roles of persons in that situation. This method is often used to improve leadership ability, interviewing or sale skill and others. They create different practical situations and ask the trainees to play the role of a manager in the situation. Role Plays helps in different aspect such as:
 Developing interpersonal skills and communication skills
 Conflict resolution
 Group decision making
 Developing insight into one’s own behavior and its impact on others
There are various types of role playing method such as:
Multiple Role Play In this type of role play, all trainees are in groups, with each group acting out the role play simultaneously. After the role play, each group analyzes the interactions and identifies the learning points. Here the managers have to play more than one role. On the other hand we may say that managers have to play different role model at the time of training.
Single Role Play
One group of participants plays the role for the rest, providing demonstrations of situation. Other participants observe the role play, analyze their interactions with one another and learn from the play. Managers play only one single role in the time of training.
Role Rotation
It starts as a single role play. After the interaction of participants, the trainer will stop the role play and discuss what happened so far. Then the participants are asked to exchange characters. This method allows a variety of ways to approach the roles.
Spontaneous Role Play
In this kind of role play, one of the trainees plays himself while the other trainees play people with whom the first participant interacted before. Here trainees are given with some information related to description of the role, concerns, objectives, responsibilities, emotions, etc. Then, a general description of the situation and the problem that each one of them faces is given.
Behavior modeling:
Behavior Modeling uses the innate inclination for people to observe others to discover how to do something new. It is more often used in combination with some other techniques. Behavior modeling focuses on developing behavioral and interpersonal skills. Behavioral model focuses on the performance of any objects of the specific system. The process also includes all kinds of interactions, events, and control and data flow. Such kind of training and development process comprise of interaction modeling. This uses a series diagrams and communication diagrams. Not only that assessment help shows that behavioral model utilizes state chart diagrams along with control and data flow. In comparison with other training methods, this uses activity diagrams. Behavior modeling: showing trainees the right or model way of doing something.
 Role playing: having trainees practice that way
 Social reinforcement: giving feedback on the trainees’ performance.
 Transfer of learning: Encouraging trainees apply their skills on the job. On the job coaching:
Trainee will work with the person who he or she will replace. This person will have a duty to tutor the trainee how to solve every problem under responsibility. This will help the managers with some of their responsibilities. Grameenphone provide on the coaching to their managers. It another training method use by the Grameenphone for the managers. Young manager training:
Young manager training is the management method in which medium level management trainees will be instructed about experiences in analyzing the problems of the company by doing the job as a young manager and setting goals and policies for the company.Grameenphone arrange young mangers training when recruiting the new employee for the manager post. In the young manager training provide training for the young future managers and make them more skilled in doing the managerial task. Learning by action:
This another training method which is used by the Grameenphone for the managers.Learning by action is a such kind of process where managers leran through taking action.That mean they learn by doing work.This is also used in Grameenphone for their managers.In this management method, managers will be allowed to spend all the time analyzing and solving the problems in other departments or other companies. Grameenphone ask the managers to do the task and also provide complicated problems and ask to solve. Managers learn through doing the task. In this process managers learn practically which is very much helpful in their corporate life.
Conclusion
The most important element in a training situation is the trainer. The trainer who is enthusiastic, energetic and genuinely interested in both the subject and getting his or her message across will evoke the greatest response from the trainees. The trainer who lacks interest in training, who has little or no enthusiasm for the subject of the training and who merely goes through the motions of training is a failure. Grameenphone Company is always very conscious about using training method.