JTL a multi-disciplinary Telecommunication servicing company
1.1. ABOUT COMPANY:
JTL is a registered limited as a company which started its operations in 2007 with experienced management and technical capabilities in the telecom sector. It also spread in a wide range to support its tremendous business plan.
JTL is a multi-disciplinary Telecommunication servicing company is looking forward to provide services to different operators as well work as a sub contractor. JTL offers a full range of telecommunication services like Initial survey, MW LOS survey, Installation, Commissioning, PAT, Operation and Maintenance in the field of GSM, CDMA, PSTN, PNMS, IBS and Optical etc.
As one the fast growing telecom servicing houses, JTL is highly diversified in expertise and specialization. JTL provides, in the most professional manner, telecom services for a wide range of BTS, Transmission, fiber etc. JTL maintains a roll of highly experienced professionals specialized in diverse discipline and can offer the best team almost every time. JTL has been working on not only new project but also network maintenance.
JTL is fully equipped with some energetic teams, testing tools such as site master, test mobile, BER detector, Laptop and necessary software for installation and commissioning. Just Tech is well organized with experienced management and trained engineer.
1.2 MISSION STATEMENT
The mission statement of JTL is realization of vision through maximum production of goods and services strictly on ethical and moral standards at minimum costs to the society ensuring optimum benefits to the shareholders and other stakeholders. This mission is envisioned by the concept of business which ensures well being of the investors, stakeholders, employees and members of the society which will create new wealth in the form of goods and services.
1.3. KEY PRODUCT / SERVICES:
Figure: Portfolio of the product.
Portfolio is the result of our extensive experience of the telecoms sector, including long-term relationships with customers. It is based on a strong commitment to research and development, as well as industry-wide standards, and addresses both customers’ business and technology demand
PORODUCTS and SERVICES
Cables and Interconnect Products
We have utilized the company’s vast experience in technology, product development and production of cables and passive network materials to develop a broad portfolio of cables and interconnect products:
ü Passive Fiber Infrastructure
ü Energy Infrastructure
ü Interconnect Cable
Major network operators around the world depend on CDMA technology to deliver mobile voice and data services to over half a billion subscribers. JTL is a leading supplier of CDMA solutions:
ü CDMA Access
ü CDMA Voice Core
ü CDMA Operations, Administration & Maintenance.
Core Networks
Our core network offering ensures efficient deployment and management of network expansion and modernization.
ü Mobile Switching
ü Packet Core
ü User Data Management
ü IMS
ü Fixed Switching
The broadband boom is continuing with a rapidly increased penetration and more sophisticated services requirements from both residential and business users.
ü Broadband Access Nodes
ü Narrowband Access
Carriers need to build highly versatile IP networks that are personalized, adaptive and efficient for residential and business broadband service delivery.
Our microwave offering provides the lowest cost of ownership, whether it is for new mobile network rollouts, evolution of mobile networks, or fixed broadband over microwave.
Multimedia applications give service providers the tools to create attractive services to draw in the consumer. End-users are provided with video, images and sound, and combined with voice it.
ü Business Applications
ü Messaging Products
ü Social Communication Products
ü Personal Information Management
ü Mobile Positioning
ü Media Applications
By acting as the interface between enterprises and multiple mobile operators, multimedia brokers remove the complexity from mobile commerce for enterprises.
National Security & Public Safety Products
Our National Security and Public Safety products ensure reliable and effective communications for organizations charged with saving lives and protecting property.
ü NSPS Command and Control
ü Secure Communication
Successful service delivery requires reliable network operation. Our Network Management offering gives you the control you need to ensure the network delivers both services and revenue.
The Optical Networks product family provides cost-effective, scalable and flexible solutions to meet operator needs today and in the future.
Watch our video to learn more about energy benefits of dynamic bus voltage.
ü DC/DC Regulators – Point of Load
ü DC/DC Converters and IBC
ü Discontinued Products
ü Board Power Management
For communication service providers, the essence of provisioning is to deliver what was sold. In the user eyes this translates into immediate response with services working as expected.
ü Multi Activation
ü Automatic Device Configuration
ü Just Tech Remote Device Manager
Our portfolio of Radio Access Network products enables operators to build a highly profitable radio network based on any mixture of the GSM/EDGE, WCDMA/HSPA and LTE technologies.
ü Base stations
ü Controllers
ü GSM Radio Access Network Products
ü LTE Radio Access Network Products
ü WCDMA Radio Access Network Products
Our solutions address every player in the value chain, generating both savings and profit.
ü Charging System
ü Multi Mediation
ü Analytics Suite
ü Money Orchestrator
Our portfolio provides the building blocks to make multimedia services available to everyone. In this way, we support communication providers so they can evolve service portfolios in line with…
ü Multiservice Proxy
ü Mobile Service Delivery Platform
ü Service Integration Gateway
ü Composition Engine
ü Estore
The Site Products offering provides everything you need to establish core and radio base station sites, from power supply and housing to components and tools.
JTL individualized the telecommunication experience by making mobile broadband a reality. Now, we’re enabling another quantum paradigm shift for the way people watch television with any
ü Video Compression & Distribution Products
ü Video Management Products
1.4. STRATEGIC GOALS & OBJECTIVES:
The company sets the following objectives for it to achieve:
To strive hard to optimize profit through conduction of transparent business operations within the legal and social framework with malice to none and justice for all
ü To create more jobs with minimum investments
ü To be competitive in the internal as well as external
ü To reduce the income gap between top and bottom categories of employees.
Thus the company focuses to pole-star its mission that fulfill the objective with emphasis on the quality of the product, process and services blended with Good–governance that helps builds the image of the most enable corporate – citizenship at home and abroad.
The company wants to produce such society friendly goods and services that go to satisfy the wants of all the relevant party without disturbing or damaging the socio- economic and ecological, balance of the mother earth and the process of human civilization leading to peaceful co-existence of all the leaving beings.
The company always strives for top quality services at the least cost reaching the lowest rungs of the economic class of people in the country. The company values its obligation to the greater society as well as it strives to protect the interests of its shareholders and to ensure highest return and growth of their assets.
MARKETING OVERVIEW
The fact is that while lots of people think marketing is about advertising and other tactics, marketing is in fact much bigger than that. In fact, very good marketing is heavily based on analysis. In these articles we will show the analysis and the tactics that make up marketing.
Marketing a product or service consists of three essential stages. These are shown in the figure below.
FIRST STAGE
In the first stage of marketing, we conduct analysis. Three types of analysis should be performed: Analysis of customers, competitors, and the company marketing the product. In fact, other types of analysis can and should be done; for example, broad environmental and technological analysis is also an important part of doing powerful marketing. In this tutorial, however, we focus primarily on the so-called 3 C’s.
Some people believe that focusing squarely on customers is most important. Others, including Michael Porter and his disciples, believe that competitors are the most threatening aspect of any part of a company’s strategy and should be the focus of obsession. Still others focus on the company and its core competencies.
In fact, if we think about it, we really need to analyze all three and pay equal respect to all parts of the analysis. To see this clearly anybody, just consider trying to market a product that will have researched and found would deeply satisfy customers
SECOND STAGE
After analysis, the next step is to make decisions about objectives. In marketing, this consists of deciding which customer segments to target and what is a sustainable and differentiable position to have in the minds of customers. This is essentially a decision about to whom and what benefits we should be promising and delivering. As we will see, these decisions, while deeply important, are easier to make if you have done proper analysis. Our experience in the real world suggests that too many firms make these types of decisions without really doing any proper analysis.
THIRD STAGE
At this point we use the so-called 4 P’s (product, price, promotion, and place – otherwise known as distribution) to effect the proper positioning of the product. These are marketing tactics. Some people like to think of them as strategies. But these are more the things that get the job done (i.e., deliver the benefits) rather than the larger questions posed in prior stages. As before, there are literally hundreds of marketing tactics, but in choosing which ones to use, it is easier (and more correct) to base them on a sound analysis.
Advertising
Advertising is defined as any form of paid communication or promotion for product, service and idea. Advertisement is not only used by companies but in many cases by museum, government and charitable organizations. However, the treatment meted out to advertisement defers from an organization to an organization.
Advertising development involves a decision across five Ms Mission, Money, Message, Media and Measurement.
Mission looks at setting objectives for advertising. The objectives could be to inform, persuade, remind or reinforce. Objective has to follow the marketing strategy set by the company.
Money or budget decision for advertising should look at stage of product life cycle, market share and consumer base, competition, advertising frequency and product substitutability.
Message’s development further is divided into four steps, message generation, message evaluation and selection, message execution, and social responsibility review.
Once the message is decided the next step is finalizing the media for delivering the message. The choice of depends on reach of media, frequency of transmission and potential impact on customer. Based on this choice of media types are made from newspaper, television, direct mail, radio, magazine and the internet. After which timing of broadcast of the message is essential as to grab attention of the target audience.
Checking on the effectiveness of communication is essential to company’s strategy. There are two types of research communication effect research and sales effect research.
2.1. Marketing Objectives:-
Marketing objectives presents a brief summary of the main goals and the recommendations of the plan for management review, helping top management to find the plan’s major points quickly. In marketing objectives, following areas are included
ü Current marketing situation
ü Threats and opportunity analysis
ü Objectives and issues
ü Marketing strategy
ü Action programs
ü Budgets
ü Control
Target Market:-
The target market of JTL is very wide. Its products are demanded Bangladesh and are given preference at any other Networking company in Bangladesh. They have comparatively low rates than the other companies and have a very good and Interactive performance and interesting features, so because of these features, People prefer JTL than the other companies.
Especially in Bangladeshhas a very big market. It is manufacturing GSM and AMPS technologies network sets which are meeting every kind of consumer’s requirements.
In 2009, JTL‘s largest markets are in Bangladesh and also developing countries in all over the world.
Portfolio Analysis:
The major activity in strategic management is business portfolio analysis whereby management evaluates the business making up the company. The company will want to put strong resources into its most profitable business and phase down or drop its weaker ones.
So while analyzing the portfolio of JTL, it was found that its product of set up BTS network, especially its GSM sets were making more profit to the company as compare to its other products. So the company invested more budgets in this area and started development on this area to earn the maximum profit. But in the mean while, the company didn’t neglect their other products and invested more money on the development of those products.
2.2. Marketing Environment
The actions and forces outside marketing that affect marketing management’s ability to develop and maintain successful transactions within target customers, is called the marketing environment.
Environmental considerations are integrated into every area of company life and at every phase of our products’ life cycle. We believe in eco-efficiency and sustainability-to respect nature and the needs of future generations.
JTL’s new Environmental Report 2009 states the company understands of the environmental aspects and impacts of its activities there are two categories of marketing environment:
1. Microenvironment
2. Macro environment
1- Micro Environment:-
Following are the micro environmental factors which affects the company:
ü The company
ü Suppliers
ü Marketing intermediaries
ü Customers
ü Competitors
ü Public
2- Microenvironment:-
Following are the macro environmental factors which affects the company:
ü Demographic environment
ü Economic environment
ü Natural environment
ü Technological environment
ü Political environment
ü Cultural environment
2.3. SIZE & GROWTH OF MARKET:
The Company’s marketing operations continued its emphasis on export sales over the years as depicted below:
| S/N | Description | Completed | In Process | Grant
Total |
| 1 | BTS Installation and Commissioning | 72 | 10 | 82 |
| 2 | MW Installation and Commissioning | 58 | 08 | 66 |
| 3 | MW LOS survey | 85 | – | 85 |
| 4 | Shelter Installation | 21 | 6 | 27 |
| 5 | Optical equipment Installation and Commissioning | 0 | 0 | 0 |
| 6 | Civil work | 15 | 0 | 15 |
| 7 | Site acquisition | 272 | 56 | 328 |
| 8 | Power connection | 187 | 31 | 218 |
| 9 | BTS PAT | 18 | 3 | 21 |
| Total= | 728 | 114 | 842 |
2.4. COMPETITOR ANALYSIS:
Visually, there is no any key competitor to JTL as comparing its vast market and demand, but still, we can consider the following companies as its competitors:-
ü Ericson
ü Wi-max
ü Siemens
ü Universal Engineering & Technology co. Ltd
ü Stratex Networks Ltd
ü Powertrade Engineering Ltd
ü Huawei Technologies (BD) Co., Ltd.
ü Mobiserve (Orasinvest) Bangladesh Ltd
This competitor of JTL has also a big market, but as compared to JTL, we cannot say that they can compete this organization at the same level of competition.
Social Factors:-
Every JTL employee has influence over JTL‘s performance and reputation in issues of health, safety, security, employee relations, corporate citizenship and human rights.
2.5. Marketing Strategy
As we move into the GSM/CDMA World, we remain committed to strong growth, profitability and responsible market leadership.
Strategic Direction:-
The mobile phone is fast becoming the centerpiece of personal communication, allowing us access to an ever-widening range of services. Today, we are moving from voice services to services driven by data and multimedia.
Business Environment:-
JTL competes in the global telecommunications industry in general and in the mobile industry in particular, each of which has exhibited rapid growth, change and convergence in recent years.
|
Fig: Organization Structure.
3.1. MANPOWER AND TEAM STATUS
We have totaled 45 No employee like 6 (Six) no. B.Sc Engineer, 8 no. Diploma Engineer, 10 no Acquisition Executive, 08 no MW LOS survey Executive, 06 No. skilled technicians & others graduate, Lawyers ETC. The Engineers and team leaders are also well trained.
MANPOWER
| Sl | Department | No. Of employees |
| 1.0 | Managing Director | 1 |
| 3.0 | HR & Finance Department | 3 |
| 4.0 | Admin & Logistic Department | 3 |
| 5.0 | Labor ( Contractual ) | 12 |
| Total= | 18 |
Technical Department
| Sl | Category | No. Of employees |
| 1.0 | Manager | 4 |
| 2.0 | Team leader | 18 |
| 3.0 | Technician | 16 |
| Total= | 38 |
Site acquisition
| Sl | Category | No. Of employees |
| 1.0 | Manager | 1 |
| 2.0 | Team leader survey | 10 |
| 3.0 | Surveyor | 2 |
| 4.0 | Legal Executive | 2 |
| Total= | 15 |
MW LOS survey
| Sl | Category | No. Of employees |
| 1.0 | Manager | 1 |
| 2.0 | Team leader survey | 08 |
| 3.0 | Others | 2 |
| Total= | 11 |
3.2. CAPACITY PER MONTH
CAPACITY PER MONTH (Installation, Commissioning & LOS survey)
| Functions | No. |
| BTS Installation & commissioning | 20 |
| M/W Installation & commissioning | 20 |
| PNMS | 100 |
| M/W Los survey | 50 |
| Shelter Installation | 25 |
CAPACITY PER MONTH (Site acquisition)
| Functions | No. |
| Green field site | 40 |
| Roof Top site | 60 |
CAPACITY PER MONTH (Power Connection)
| Functions | No. |
| PDB | 40 |
| REB | 25 |
3.3. TEAM SITUATION
| Functions | No. |
| BTS Installation & commissioning | 3 |
| M/W Installation & commissioning | 3 |
| M/W Los survey | 8 |
| PNMS | 2 |
| Shelter Installation | 2 |
| Site acquisition | 10 |
| Power connection | 10 |
3.4. CHARACTERISTIC AND MAIN ENGNIEERING CAPABILITY
JTL is capable to provide a full portfolio of services in Telecommunication sector to ensure customer satisfaction and make us an attractive partner for vendors, investors, authorities and regulators.
As a part of complete turnkey solutions, we have trained graduate engineers with proven capability to carry out the commissioning works.
Our business concept is to provide all the functions and services from site survey to operation and maintenance as required by an operator and service provider.
Our key characteristics and main Engineering capabilities are listed below:
ü BTS installation and commissioning
ü MW installation and commissioning
ü MW LOS survey
ü Shelter installation
ü Fiber optics installation and commissioning
ü Site survey, design and documentation
ü Project management
ü Site preparation
ü Civil works
ü Network planning and optimization
ü Network operation and maintenance
ü Site acquisition
ü PNMS
ü IBS
ü Logistic support
3.5. MANAGEMENT
JTL was incorporated under the companies act XVIII of 1994, the board of directors of the company has been constituted with the following promoters who will hold office until they voluntary resign subject to provision of section 108(1) of the companies act, 1994 during their tenure.
| Sl | Name | Designation | Year |
| 01 | Mr. Mamunur Rashid | Chairman | May18,2010 |
| 02 | Mr. Syed Saiful Islam | Managing Director | May18,2010 |
| 03 | Mr. M.M.Faruk Azam | Director | May18,2010 |
| 04 | Mr. Mostofa Tariqul Anam | CEO | May18,2010 |
The entire management process comprises the following units:
Fig: Organ gram of JTL.
3.6. Executive Management:
The Managing Director, the CEO is the head of the Executive Management Team which comprises senior members of the Management Apparatus. Within the limits of delegated authority and responsibility by the Board of Directors, Executive Management operates through further delegation of authority at every echelon of the line management. The executive Management operates within the framework of Policy & Planning strategies set by the Top Management with periodic performance reporting for guidance. The Executive Management is responsible for preparation of segment plans/sub–segment plans for every profit centers with budgetary targets for every item of goods & services and is held accountable for deficiencies, with appreciation for outstanding and exceptional performances. These operations are continuously carried out by the Executive Management through series of Committees, Sub–Committees, Committees & standing Committees assisting the line management.
3.7. Management Committee:
Comprising top executives, deal with entire organizational matters.
3.8. Standing Committee
Standing Committee comprises the following committee:
3.8.1. Audit Committee:
ü Internal Audit Committee
ü Performance Evaluation Audit Committee
ü Social / Environment Committee
3.8.2. Employment Relations Committee:
ü Remuneration Committee
ü Work Environment Committee
ü Performance Evaluation Audit Committee
3.8.3. Management Committee:
ü Product Planning & Development Committee
ü Quality Control & Research Committee
ü Production & Inventory Management Committee
ü Export Promotion Committee
HUMAN RESOURCE MANAGEMENT
“Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function.”
“Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise”
The concepts and techniques need to carry out the “people” or personal aspects of management job are:-
- Conducting job analyses (determining the nature of each employee’s job)
- Planning labor needs and recruiting job candidates
- Selecting job candidates
- Orienting and training new employees
- Managing wages and salaries (compensating employees)
- Providing incentives and benefits
- Appraising performance
- Communicating (interviewing, counseling, disciplining)
- Training and developing managers
- Building employee commitment
HR Policy
The long-term success of the Company depends on its capacity to attract, retain and develop employees able to ensure its growth on a continuing basis. This is a primary responsibility for all managers.
The JTL policy is to hire staff with personal attitudes and professional skills enabling them to develop a long-term relationship with the Company.
Therefore the potential for professional development is an essential standard for recruitment.
Each new member joining JTL is to become a participant in developing a sustainable quality culture which implies a commitment to the organization and a sense for continuous improvement leaving no room for complacency.
Therefore, and in view of the importance of these JTL values, special attention will be paid to the matching between a candidate’s values and the Company culture.
4.1. Focus of HRM Department
The HRM focus should always be maintaining and, ideally, expanding the customer base while maintaining, and ideally, maximizing profit. HRM has a whole lot to do with this focus regardless of the size of the business, or the products or services you are trying to sell. HRM is involved in managing the human resources with a focus on expanding customer base that gives profit to the company. The bottom line of the company is the focus of the HRM department as well as the function.
Fig: Human Resource Department.
4.2. RESPONSBILITIES OF HR OFFICER:
Following are the responsibilities of HR Officer in JTL.
ü Recruitment And Selection
ü Policy Making
ü Training
ü Labor relation
ü Employee relation
ü Job analysis
ü Job design
ü Selection
ü Development
ü Incentives
ü Benefits
ü Reward Systems and Compliance
ü Retention Program
ü Improve Working Relation Of Employees
4.3. HRM Management Responding To Changing Environment:
JTL HRM Management is responding to changing environment by
ü Follow Customers Needs
ü Adopt Continuous Changes
ü Decentralized Organization
4.4. COMPETITIVE ADVANTAGES:
JTL has following competitive advantages over its competitors:
ü Strong Pay Structure
ü Retention Program
ü Select People From Top Universities
4.5. Major Trends Affecting HRM
ü Increased globalization of the economy.
ü Technological changes and environmental changes.
ü The need to be flexible in response to business changes.
ü Increase in litigation related to HRM.
ü Changing characteristics of the workforce.
5.1. Human resource planning
JTL have a personal and administrative Department. JTL is one of the middle level employers in Bangladesh. For the employees there are systematic in house training in home and field. To motivate the employees, along with salary and benefits the company provides various facilities like free meals, free transportation. A production and accommodation facility includes full time supply of safe drinking water, adequate lighting and ventilation facilities from sheet.
5.2. Recruitment and Selection process in JTL.
Recruitment is the process through which the organization seeks applicants for potential employment. Selection refers to the process by which it attempts to identify applicants with the necessary knowledge, skills, abilities and other characteristics that will help the company achieve its goals, companies engaging in different strategies need different types and numbers of employees. The strategy a company is pursuing will have a direct impact on the types of employees that it seeks to recruit and selection.
5.3. Source of recruitment
There are two kinds of source JTL uses for recruitment .They are
5.3.1. Internal source.
5.3.2. External source.
I try to discuss all relative sources which are used for recruitment in JTL.
5.3.1. Internal source
JTL thinks that current employees are a major source of recruits for all but entry-level positions. Whether for promotions or for ‘Lateral’ job transfers, internal candidates already know the informal organization and have detailed information about its formal policies and procedures. Promotions and transfer are typically decided by operating managers with little involvement by HR department.
5.3.1. (A) Job-posting programs
HR departments become involved when internal job openings are publicized to employees through job positioning programs, which informs employees about opening and required qualifications and invite qualify employees to apply. The notices usually are posted on company bulletin boards. Qualification and other facts typically are drawn from the job analysis information.
The purpose of job posting is to encourage employees to seek promotion and transfers the help the HR department fill internal opening and meet employee’s personal objectives. Not all jobs openings are posted .Besides entry level positions, senior management and top stuff positions may be filled by merit or with external recruiting. Job posting is most common for lower level clerical, technical and supervisory positions.
5.3.1(B) Departing Employees
An often overlooked source of recruiters consists of departing employees. Many employees leave because they can no longer work the traditional 40 hours work week. School, child care needs and other commitments are the common reason. Some might gladly stay if they could rearrange their hours of work or their responsibilities .Instead, they quit when a transfer to a part-time job may retain their valuable skill and training. Even if part-time work is not a solution, a temporary leave of absence may satisfy the employee and some future recruiting need of the employer.
5.3.2. External source
When job opening cannot be filled internally, the HR department of JTL must look outside the organization for applicants. We discuss all the external source of recruitment at bellow:
5.3.2(A) Walk-ins and Write-ins:
Walk-ins are some seekers who arrived at the HR department of JTL in search of a job; Write-ins are those who send a written enquire .both groups normally are ask to complete and application blank to determine their interest and abilities. Usable application is kept in an active file until a suitable opening occurs or until an application is too old to be considered valid, usually six months.
5.3.2(B) Employee referrals:
Employees may refer job seekers to the HR department .Employee referrals have several advantages .Employees with hard to find job skill may no others who do the same work. Employee’s referrals are excellent and legal recruitment technique, but they tend to maintain the status quo of the work force in term of raise, religions, sex and other characteristics, possibly leading to charges of discrimination.
5.3.2(C) Advertising
Want ads describe the job and the benefits, identify the employer, and tell those who are interested how to apply .They are most familiar form of employment advertising. For highly specialist requites, ads may be placed in professional journal or out of town newspaper in areas with high concentration of the desired skills.
5.3.2(D) Employment Agencies.
Many organizations get the information about the prospective candidates through employment agencies. In our country, two types of employment agencies are operating.
ü Public Employment Agencies:
There are employment exchanges run by the government almost in all districts. The employment seekers get themselves registered with these exchanges. Normally, such exchanges provide candidates for lower positions like semi-skilled and skilled workers, and lower-level operatives like clerks, junior supervisors, etc.
ü Private Employment Agencies:
There are many consultancy and employment agencies like ABC Consultants, A.F. Ferguson and Company, Personnel and Productivity Services, S.B. Billimoria and Company, etc., which provide employment services particularly for selecting higher level and middle level executives.
5.3.2(D) Internet
Now today nobody thinks anything without internet. So Just Tech Limited give their advertise at internet.
Example:
5.3.2(E) Selection process
ü Selection refers to the process of offering job to one or more applicants from the applications.
ü Selection process varies according to organisation.
ü Most organizations use more than one selection device to gather information about applicants. Less expensive devices such as application blanks and some written tests tend to be used for initial screen of large numbers of applicants.
ü More costly procedures such as interviews and assessment centres are used later in the process for candidates that have passes the earlier assessment.
ü HR department takes responsibility for first few steps.
ü Then one or more managers or supervisors interview the short-listed candidates.
ü Next choose the candidates from among the short-listed candidates.
ü Reference checks.
ü Offers are made.
ü Medical examinations are completed.
ü Hiring is finalized.
5.4. Training and Development program of JTL
Training is a process of learning a sequence of programmed behavior. it is application of knowledge. It gives people an awareness of the rules procedures to guide their behavior. It attempts to improve their performance on the current job or prepare them for an intended job.
Development is a related process. It covers not only those activities which improve job performance but also those which bring growth of the personality; help individuals to the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better men and women. In organizational terms, it is intended to equip person to earn promotion and hold greater responsibility.
All employees selected through this process, have to first complete a probation period before given a complete status of a JTL employee. The major benefit of this procedure is that JTL can employee a large number of employees at a lower cost. The procedure for accepting a batch trainee is as follows:
“The process of teaching new employee the basic skills they need to perform their jobs.”
Basic Steps in Training:
Following are the basic steps in training employees in JTL:
ü Need Analysis
ü Instructional Design
ü Validation
ü Implementation
ü Evaluation and follow up
v Training Mangers and faculty is hired for training purposes.
v Training Mangers are in their respective head offices
There are many types of method practices in JTL. We discuss that method at bellow:
5.4.1. On the job training
On the job training is a training that shows the employee how to perform the job and allows him or her to do it under the trainer’s supervision on the job training is normally given by a senior employee or a manager like senior executive or a manager. The employee is shown how to perform the job and allowed to do it under the trainer’s supervision.
5.4.2. Job rotation
Job rotation is a training that requires an individual to teach several different some in a work unit or department and performer each job for a specified time period. In job rotation, individuals learn several different jobs within a work unit or department. One main advantages of job rotation is that it makes flexibilities possible in the department. When one employee like junior executive absence another executive can easily perform the job.
5.4.3. Apprenticeship training
Apprenticeship training provides beginning worker with comprehensive training in the practical and theoretical expect of work required in a highly skilled occupation. Apprenticeship program combined of the job and classroom training to prepare worker for more than one hundred occupation such as computer operator.
5.4.4. Classroom training
Classroom training is conducted off the job and probably the most familiar training method.
It is an effective means of imparting information quickly to large groups with limited or no knowledge of subject being presented. It is useful for teaching factual material, concepts principle other theories .portion of orientation programs, some expects of apprenticeship training and safety programs are usually presented utilizing some form of classroom instruction. More frequently however, classroom instruction is used for technical, professional and managerial employee.
5.5. Length of selected apprenticeship courses of JTL.
| SL | Occupation | Length (months) |
| 1 | Project Manager | 5 |
| 2 | Legal advisor | 5 |
| 2 | Acquisition Executive | 3 |
5.6. Development of the human resources
The long term development of human resources as distinct from training for a specific job is of growing concern to HR departments of JTL. Throw the development of current employees the department reduces the company’s dependents on hiring new workers .if employees are developed properly the job openings found throw HR planning are more likely to be filled internally promotions and transfers also show employees that they have a career not just a job. The employee benefits from increased continuity in operations and from employees who fail a greater commitment.
HR department is also an effective way to meets several challenges including employee obsolescence, international and domestic diversity, technical challenges. Affirmative action and employee turnover. By meeting these challenges the department can, maintain an effective workforce.
5.7, Steps in the Evaluation of training and development
Evaluation criteria > pretest > trained or developed-
Workers > posttest > transfer to the job > follow-up studies.
PERFORMANCE APPRAISAL
Performance appraisal is the process of assessing employee’s past performance, primarily for reward, promotion and staff development purposes.
“Performance appraisal (is) a process that identifies, evaluates and develops employee performance to meet employee and organizational goals”
Performance Appraisal doesn’t necessarily use to blame or to provide a disciplinary action. Previous management theories used to view performance appraisal as a stick that management has introduced to beat people. Performance appraisals are now more clarified and they concentrate on developing organizational strengths and employee performance.
Fig: Performance Appraisal Process.
6.1. APPRAISAL METHOD AT JTL.
The Appraisal Methods at JTL are
- Self Appraisal Method
ü Ratting
ü Evaluation
- Problems During Appraisal
ü Unfair Assessment (Bias)
6.2. BEHAVIOR APPRAISAL
In this service oriented industry behavior is as important as performance on job. To manage behaviors and appraise company has devised a managing behavior system to evaluate their core values. Each employee in such a system is rated against the behavior performance achieved, against the required benchmark applicable, depending on the Job Grade.
6.3. PERFORMANCE STANDARDS AT JTL
JTL Has laid down the following Performance Standards:
ü Demonstrates Commitment
ü Aligns Activities
ü Promotes JTL Long Term Objectives
6.4. MANAGING CAREER & FAIR TREATEMENT
In JTL, Managing Career & Fair Treatment is based on:
Promotion Decision
ü How To Handle Transfer
ü Communication at JTL.
ü Manage Dismissals
6.5. PAY PLANS & INCENTIVES AT JTL.
Pay Plans:
Pay plans JTL are establish on the basis of job ratings. All jobs are ranked from top to bottom, on the bases of compensable factor. Employee with higher rank gets highest pay and incentives.
Compensation Plans for Employees:
In JTL compensation plan for employees includes:
ü Basic Salary
ü Bonuses
ü Medical Facilities
ü Allowances
Incentive Plans:
In JTL, incentive are provided to
ü Managers and Executives
ü Middle and Lower Level Employees
6.5. EMPLOYEE BENEFIT & SERVICES
The employee benefits & services provided by JTL are
ü Health & Life Insurance
ü Paid Annual Vacations, Leaves, Holidays
ü Health Insurance Of Parents
ü Pension & Provident Fund
ü Discount On Company Products
ü Annual Bonuses
ü Educational Plans
ü Social Events
ü Customized Services
ü Creative, Learning & Healthy Environment
ü Highly Qualified, Experienced & Committed Staff
ü Profit & Gain Sharing Plans
Financial Benefits:
The financial benefits provided by JTL to its employees are
Severance – Pay
Severance Pay is given according to
- Policy
- Give Full & Final Settlement
- Half Salary As A Complementary (Optional)
Supplemental Unemployment Benefits
Supplemental Unemployment Benefits are given
- During Annual Routine Audits
- Other Privileges
Insurance Benefits:
JTL gives insurance benefits on
ü Worker’s Compensation
ü Complete Life Insurance
ü Hospitalization & Medical Insurance
Other Benefits: