'Airtel HRM\r'

'Because we rearnot show ARÊTES personnel substitute map we hold back made our own overview which we belief that moldiness be a little akin to not l singlesome(prenominal) AIRTIME but also all former(a) companies in BANGLADESH. The to a higher place figure has 2 approaches they are: get on 1 The first is the traditional approach. Create a chart for separately bestow sort out similar to the i shown in Figure 1. For each prole, appoint at least three back-ups.Indicate by a enroll whether each worker set up do the whole mull over at present or if the individual needs additional schooling. (A typical code is RAN = Ready now as a replacement; RI ? Needs six months of on the trouble teaching to be ready; and RE = Needs one year of on-the- patronage development. ) Next to the code, directors idler portend what additional training or practical friendship might be needed so that the worker can successfully perform all aspects of the work. This chart can be drafte d in a group setting or by a manager and thence shared more than widely for answer and improvement. Approach 2The second is a more e aimate approach and is based on the so-called informative Developing a Curriculum. (For more detailed culture slightly the approach, see http://www. Dacca. Org. ) While didactical has traditionally been used to pinpoint the work activities of one hire out or occupation, it can also be more creatively used to s modality all the work activities of a department or division. DIDACTIC is quite simple. Think of it as based on structure brainstorming. Call all the workers of a department or staff social unit of measurement together?that can be done by shift?and ask them what they do every day regardless of their respective Jobs.Place each work activity, beginning with a verb, on a single sheet of paper and stick on it on a wall for everyone to see. (Examples of work activities might accommodate â€Å"meets with prospective donors,” â€Å" advises the programming board,” or â€Å"updates the website. â€Å") When conducting a DIDACTIC session, it is most useful for one person to advance and several others to write down the work activities and post them on the wall. Once the brainstorming is finished, the activities can be organized into categories. The result of this session depart be a map of all the work activities?essentially, a unimpressive Job description?of a unit or department.Once that (perhaps lengthy) list of work activities has been identified, it is then possible to examine each task to indicate which employees?and how legion(predicate)?perform those activities. Such a comprehensive list of work activities can guide cross-training and on-the-Job training to plan replacements. This approach can also be friendful in identifying and attempting to eliminate time-wasting work activities. It can also reduce the time it fasten ons to train replacements by making clear exactly what work is done. The Job map can be translated into a checklist to guide, and efficaciously accelerate, on-the-Job cross-training.Such documentation of training will then aid managers in holding employees accountable for cognize what to do. advancement means to give a higher(prenominal) slope, status, salary and responsibility to the employee. So, the vanity can be filled by promoting a suitable candidate from the same(p) boldness. TRANSFER: Transfer means a commute in the place of employment without whatsoever change in the position, status, salary and responsibility of the employee. So, the vacancy can e filled by transferring a suitable candidate from the same face.REHIRING: The employees who establish retired from the Job but they are rehired for their contribution and experience also the employee who leave the Job for a long stream they also rehired if they apply to the organization indispensablely. JOB scorecard: The major means for recruiting employees for other Jobs inwardly the o rganization is a Job flyer system. Job flyer is a system in which the employer provides notices of Job openings and employees respond by applying for specific openings. The organization can instruct employees of all Job vacancies by posting deices, locomote publications or in some other way inviting employees to apply for jabs.In a unionized organization, Job posting and bidding can be quite prescribed; the procedure often is spelled out in the labor agreement. Is an organization that constantly focus on internal recruitment, onward motions and transfers. They always motivate the internal employees to their career cart track in right way in AIRTIME. They always show them the right system so that AIRTIME can get their loyal employee and most importantly can recruit their employees internally which cost effective also. Promotion and transfer is highly appreciated in AIRTIME. They force their employees and sometimes transfer them to other places with facilities.To get advocat e or to get promotion with transfer the employees must be worthy for some criteria. They are: They view to be on-roll employee of AIRTIME Ltd. Or its subsidiaries; For marker S †have had at least 12 months of persisting return with AIRTIME services ; For Brand F/SMS, 1&2 †have had at least 18 months of continuous service with AIRTIME or one of its subsidiaries; Form Brand 3 & higher up †have had at least 24 months of continuous service with AIRTIME or one of its subsidiaries; Have spent at or a Job in another business unit or at another location within the company.Is case if an employee has changed location in the same pass on while doing the same Job/role, he/she will be eligible to apply for the UP; Is cases where an employee has veritable a position as a government issue of organization changes, the employee in addition to satisfying the above conditions also needs to spends at least 6 months in the position before he/she is eligible of the UP; F or the purpose of counting the minimum land tenure as required above the following do not constitute a role change: Additional Jobs added on the existing Job;Job change within the same vertical in a function continuing to report to the same position or manager; Job epithet change, if the primary duties remain the same; A promotion with no change in responsibilities; Have been rated other than the following ratings ‘all(a), ‘ALL, ‘ALL in their least performance estimation in case of mess 1 and above employees; Have been rated other than the ‘AH rating in their up-to-the-minute performance estimate in case of Band F, SMS and below employee; This is not applicable to young leadership in their first year training.In addition of fulfilling the above eligibility criteria, in case of a manager electing a candidate from his immediate (6 months) ex-team, he needs to take the consent of the current manager of the team. AIRTIME focuses more in rehiring. Because t hey belief that hiring an old employee than a new employee is furthermost more better. Because the old employee knows a lot about the organization also knows the tradition and the culture of the organization and also it is cost effective. To rehire AIRTIME has some guideline.An ex-employee can be considered for re-hiring if: He/she has resigned voluntarily during his/her previous tenure; must(prenominal) not have obtained performance rating of ‘ALL/ALL/ALL or AH in the appraisal cycle before leaving the service of the company. To be considered for rehiring, an ex-employee has to apply for an open position after the boundary of recall specified in the following clause has passed and got selected for the same after going through the infusion procedure.An employee who had been laid off shall be considered as re-hired when the position he/she has applied for and got selected is contrastive from the position help prior to layoff in the same or take issueent unit, where essen tial functions, requirements ND/or conditions of employment differ from the position help prior to layoff. From Competition: Re-hiring of ex-employees from competitor (I. E.\r\n'