2.6.5-Performance Management:

Banglalink conducts Performance Management Program to create a performance centric culture

by evaluating the employees against their set objectives and competency matrix. This is

applicable for all permanent, confirmed employees of Banglalink who has joined on or before

July 31 of the performance year. This date is subject to decision of management of Banglalink.

In Banglalink, the performance management is about aligning the objectives of individuals with

the organizational and business goals. It is an annual process starting with the setting of

individual objective, and finishes with assessment of performance, feedback on the areas of

improvement and assigning a rating based on the achievement of the objectives & assessment

against competency matrix.

automatically twice outside the promotion cap but manager‟s consent will be acquired before

executing. Manager‟s consent will also be acquired in implementation. Employee‟s service

tenure as of his or her joining date last promotion date [Whichever higher] will be considered for

his/her future normal promotion. In case of a vacancy that requires replacement and internal

resource is available, a level promotion can be allowed despite of minimum service tenure.

vacation will be calculated separately and will not be considered part of the annual leave.

Vacation balance can be carried over to the following year as per local labor law.

himself come to head office submit documents or through parcel submit documents. After this

process my duty is add or update employee information in HITS (HRIS software of Banglalink).

Usually I update employees photo, education, address, emergency contact. After this updating

their data in HITS I filed employees document in their file.

applied for leave in Hits (HRIS) of Banglalink. If he hasn‟t tell him to applied for leave in hits.

My next task is to put information on Excel sheet of NOC then go to the word file and print

NOC. My fourth task is to go to unit head and sign NOC. Then I call the employee and tell him

to collect NOC . Then employee come and receive NOC and I keep these record in NOC book.

employees of hr operations tell me to make NOC. The way I make NOC other employees make

NOC in same manner. The difference is that employee send a mail requesting NOC and they

employee‟s own irresponsibleness then Human Resource Professionals take necessary action by

deducting salary of employee to get laptop net book value after depreciation.

During this July month of 2014 Banglalink provides it‟s Human Resource employees specifically

making”. In this training experience learning model was seen. Firstly, like experience learning

gives brief description about problem solving and decision making. The trainer shows different

find the generalizability of the training. Trainees find how the training is relevant to their job.

Finally, the trainer provides a task where trainees get to practice their learning from the training.

This training of “problem solving and decision making” is perfect example for experiential

learning model.

heads or deputy director. In Banglalink each employees treated with respect. In Banglalink many

young aged employee are working in higher post but they still give respect to their junior

colleagues who aged more than them.

Banglalink fulfills employees growth needs but not fully. Banglalink able to give employees self-

worth and help them to achieve potential. Unfortunately, when employees are at entry level they

don‟t get enough training from Banglalink to achieve new competencies. Human Resource

Operation Senior expressed his grieve by saying that during his Banglalink career he has not got

a training. When he joined in Human Resource he was struggling a lot, he needed an excel

training. He didn‟t get training from Banglalink. So, he take excel training from Bdjobs. This is

thing is really bad.

Banglalink focusing on employees well being, this is increasing employee productivity, morale

and satisfaction. Banglalink are also establishing stable employment for employees. Through

focusing on employee well being they are increasing employees loyalty.

social duties. As a figurehead he attends all social parties and functions. He presents in

employees investigations. He meets with unit head of customer care department and other

same time check the document that every this is alright or not. In one day in average he has to

confirmation letter. He forward his duty to his junior colleagues. Not only conducting role of

employee share this information to that employee also give chance to clarify allegations against

him. During this procedure HR take the role of neutral party; in this procedure particularly

Human Resource operations team take part. This point will be clarified with this example:

informing management. As a result, he was a given a warning letter. However, later on the

employee clarified allegations against him. As a result warning letter was withdrawn.

Banglalink has all the components of Best Practice but Banglaink doesn‟t utilize components

Best Practice as utilize in Best Practice.

sort of attitude. Though employees outside Dhaka get hardship allowance still it‟s not

enough them to motivated.

achievable. So, sales department needs goals hard and achievable at the same time.

Otherwise, employees will feel de-motivated, have low morale and employees

productivity can decreased.

to entry level employees will be great opportunities for employees. Assigning mentors to

entry level employees will help them to learn new skills and to perform well on the job.

take maximum 1 day to finish exit formalities. So, resigned employees will be happy to

Banglalink‟s employees efficiency.

they don‟t give extensive trainings to entry level employees. So, entry level employees at