Organizational Structure

&

Hiring Process
(Introduction to Business, BUS 201 Section 04)

Research Methodology:

To conduct this report, five of the tools that are widely accepted as highly standard for
this purpose have been used to amass all the information and necessary data. Each of
the methods for the research has been utilized where it suited best to get the most out
of the tools. Once all the necessary data and information have been gathered, all these
have been analyzed critically and then been arranged sequentially to reach the goal by
the assigned team. Through the structured analysis we have come to know
organizational structure and process of hiring employees of the Grameen Phone Ltd.

Data Collection

Method
Collection

Sorting
Analysis
Findings
of the Research
Conclusion

Introduction:

Literary Research
Questionnaire
Survey
Interview

Grameenphone widely known as GP, is the leading telecommunications service

provider in Bangladesh. With more than 20 million subscribers (as of June 2008)
Grameenphone is the largest cellular 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 Stay Close, stated goal of Grameenphone is to provide affordable telephony to
the entire population of Bangladesh.

The idea of providing wider mobile phone access to rural areas was originally conceived
by Iqbal Quadir, who is currently the founder and director of the Legatum Center for
Development and Entrepreneurship at MIT. He was inspired by the Grameen
Bank microcredit model and envisioned a business model where a cell phone can serve
as a source of income. After leaving his job as an investment banker in the United
States, Quadir traveled back to Bangladesh, after meeting and successfully raising
money from New York based investor and philanthropist Joshua Mailman, and worked

for three years gaining support from various organizations including Nobel Peace
Prize laureateMuhammad Yunus of Grameen Bank and the Norwegian telephone
company, Telenor. He was finally successful in forming a consortium with Telenor and
Grameen Bank to establish Grameenphone. Quadir remained a shareholder of
Grameenphone until 2004.

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 GPGP 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
milestone in Bangladesh.

Organizational Structure:
Management & Employee hierrarchy chart is given below to have a quick look at how
the organiztion is structured.

Board of
Audit
Committee

Grameenpho
ne Board of
Directors

Financial
Services*
Delwar
Hossain Azad

Internal
Audit
Farhad F.
Ahmad

Oddvar
Hesjedal
CEO-GP

Strategy*
Mustaque
Ahmed

Wholesale
Figure: Organogram of Management & Employee
hierrarchy
Business*
Serajus
Saleheen

Departmentalization:
Departmentalization chart based on process

Technology
Frode Stoldal
CTO-GP

Commercial
Arild Kaale
CMO-GP

Communicati
ons
Kazi Monirul
Kabir
CCO-GP

Finance
Ahmed Raihan
Shamsi
(CFO-GP

Corporate
Affairs
Mahmud
Hossain
(Acting)

People &
Organization
Arnfinn
Groven
CPO-GP

Customer Service
Gjermund Lia

Strategy & Planning

Ferdous Ahmed

Quality Assurance
Bushra Faruq
Ummi Nazam

Business Control*
Donna Mariam Sitwat

Coordinator
Farhana Sabrin

Figure: Departmentalization by Process

Departmentalization chart based on customer group

Resource
Complaint
Management
Management
Golam
Sabrina
Kibria
Afrin Smita

Telesales
Stian Syvertsen

People & Process

Development
Yeasir Mahmood

Figure: Departmentalization by Customer Group

Departmentalization chart based on Function:

President

Human resources
Management

IT
Management

Accounting
Management

Marketing
Management

Finance
Management

Figure: Departmentalization by Function

Hiring process of GP
Grameen Phone (GP), the leading mobile operator of Bangladesh hires their employees
in a particular way. As they are the benchmark of other mobile operators, they usually
recruit highly qualified people who will be able to deliver maximum customer
satisfaction.

GP has several types of employees. These are given below-

TYPES OF EMPLOYEES OF GP

Temporary

Part Time

Internship

Regular

Front-desk Officer

Middle Level Officer

Contractual

GP usually recruit their employees from external sources. Though most of the time GP
recruits the middle and top level employees from internal sources.

Obtaining complete application forms

Conducting initial and follow-up interviews

Conducting background investigation

Obtaining results from physical exams

Establishing trial periods

The above steps are followed by GP to recruit employees from external sources. But
first of all they usually give advertisement on their own web site and newspapers. After

publishing the news, the interested and qualified candidates apply for the job. The hiring
processes are briefly described in below:
Obtaining complete application forms:
The interested candidates can drop their applications through the web site of GP or post
services. In web site, candidates can register their CV at any time and get a registration
code. By using that code a candidate can apply for the job when GP wants employees
and gives advertisement.
Conducting initial and follow-up interviews:
Having got the application, GP call the candidates for interviews and take a justified
introductory interview.
Conducting background investigation:
At this level they justify the given information of the candidates through given references
and other mentioned sources. Its done by their particular employees.
Obtaining results from physical exams:
Having justified the information GP calls those candidates for physical exams whose are
evaluated. There are two types of exams which are taken by GP at this level.
1. Voice Test
2. Medical Check-up
Establishing trial periods:

After all types of exams and interview the selected candidates are recruited for 3
months trial period. After 3 months, if the candidates can satisfy the management then
they are finally selected for the job.

Findings & Conclusions:

Throughout this research work, the insights how an organization works and the way it
recruits its employees has been tried to reveal. Knowing the organization structures and
the pattern of the process of hiring tells the possibility of profitability for that company.
Data collected for this purpose has been taken from reliable personnels for its validity
and authenticity to be critically analyzed and accepted. Hence, this paper serves the
desired intention.

References:
1. Principles of Marketing by Philip Kotler, Gary Armstrong, Prentice Hall , 2010.
2. Marketing Management by Philip Kotler, Kevin Lane Keller , Pearson Prentice Hall
2009.
3. www.grameenphone.com