Compensation Practices of ROBI
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This document summarizes the compensation practices of Robi, a telecommunications company in Bangladesh. It outlines the major components of Robi's compensation package, including basic salary, incentives, employee benefits, and performance-based pay. It provides details on Robi's salary structure, bonuses, provident fund, leaves, allowances for travel, and non-financial benefits. In conclusion, it finds that Robi has a sophisticated compensation system to ensure employee well-being and notes its impact on performance, while also recommending some areas for improvement.
Compensation Practices of ROBI
- 1. WELCOME
- 2. RAYHAN KABIR 2010-1-10-010 SABBIR NEWAZ 2010-1-10-267 RASHEDULAMIN 2010-2-10-134 MST. NAZMON NAHAR 2010-2-10-022 SIRAJUL ISLAM 2011-1-10-271 ASIF - UL – KABIR 2011-1-10-298 MEMBERS
- 4. COMPENSATION • Compensation is the remuneration received by an employee in return for his/her contribution to the organization. • It is an organized practice that involves balancing the work-employee relation by providing financial and non-financial benefits to employees. MAJOR COMPONENTS OF COMPENSATION •Basic Wage and salary plans. •Incentives •Employee benefits. •Performance-based pay
- 5. ROBI AT A GLANCE • It is a joint venture company between Axiata Group Berhad, Malaysia and NTT DOCOMO INC, Japan. Axiata (Bangladesh) Limited, formerly known as Telekom Malaysia International (Bangladesh) • Its journey started in 1997 under the brand name AKTELL & later, on 28th March, 2010 the company started its new journey with the brand name Robi. • Axiata (Bangladesh) Limited is a dynamic and leading countrywide GSM communication solution provider. • It has the widest International Roaming coverage in Bangladesh connecting 553 operators across 207 countries.
- 6. Compensation plan of ROBI • SALARY & BENEFIT Monthly salary is transferred to employees bank account on 25th of each month Employee receives a monthly pay statement which shows the deductions as; income tax and provident fund • BONUS • Robi AXIATA usually awards two bonuses in a year on occasion of EID/Christmas/, as Festival Bonus. The amount of bonus is normally equal to basic salary. • They are also offering other variable bonuses like; performance bonus (related with individual performance) & company performance bonus (special bonus for company performance/success) to the employees.
- 7. • PROVIDENT FUND • The contribution in PF fund is 10% of basic salary from both sides. Employee will be eligible for company contribution after 5 years of the membership of the fund. • OTHER BENEFITS • Mobile Handset and Connection • ID Card & Business Card • Wedding Loan • Children Education Allowance • Career Development
- 8. • LEAVE Each permanent employee is entitled to the following leaves • ANNUAL LEAVE • MEDICAL LEAVE: Employee medical leave entitlement is 14 days for all level of executives • QUARANTINE LEAVE: Quarantine leave is leave of absence from duty necessitated by orders not to attend office in consequence of the presence of infectious diseases in person. Such leave can be granted by the authority up to maximum 15 working days. • ACCIDENT LEAVE: Employees who get injured by an accident occurred while on duty will be allowed Accident Leave with full pay for the period required for full recovery Management Annual Leave Entitlement General Manager 25 Working Days DGM & AGM 22 Working Days Senior Manager 20 Working Days Manager 18 working Days Asst. Manager 16 Working Days Executive 14 Working Days Non Executive 14 Working Days
- 9. • OTHER LEAVES • Maternity Leave: Maternity leave shall be granted after twenty eight (28) weeks of pregnancy and application for maternity leave shall be made not less than two (2) months prior to date on which it is desired that the maternity leave shall commence • Paternity Leave: Male employees are entitled for 3 working days paternity leave • Compassionate Leave • Hajj Leave • Leave without pay • Group Life Insurance Policy Group life insurance policy under which, death, permanent partial disability & permanent total disability shall cover. And the insured amount for life is 36 times gross salary.
- 10. • ALLOWANCES Allowances are paid with monthly take-home salary; namely house rent, medical, conveyance & utility. • Subsistence Allowance/ Meal Allowance (Local) If the work requires a stay of 24 Hours or more inclusive of travel time Designation Rate Top Management BDT 1,500/ Sr. Management (AGM, DGM) BDT 1,200/ Management (Manager) BDT 1,000/ Asst. Manager BDT 800/ Executive BDT 700/ Non-Executive (3 & 4) BDT 400/ Non-Executive (1 & 2) BDT 300/ If the work requires a stay of 8 Hours or more but less than 24 hours inclusive of travel time Designation Rate Top Management BDT 800/ Sr. Management (AGM, DGM) BDT 700/ Management (Manager) BDT 600/ Asst. Manager BDT 500/ Executive BDT 400/ Non-Executive (3 & 4) BDT 250/
- 11. • Accommodation Allowance An employee who is required to travel out station on company business beyond a radius of 33 km. From his office (within Bangladesh) and requires a stay of 24 hours or more shall be entitled for following claims: Designation Hotel Rental With Receipts Hotel Rental Without Receipts/ Lodging Local Top Management Actual cost single deluxe BDT 2000/ Sr. Management (DGM & AGM) Actual cost single room with maximum amount of BDT 3,000/ BDT 1,500/ Manager Actual cost single room with maximum amount of BDT 2,500/ BDT 1,200/ Asst. Manager Actual cost single room with maximum amount of BDT 1,800/ BDT 900/ Executive Actual cost single room with maximum amount of BDT 1,400/ BDT 700/ Non-Executive (3 & 4) Actual cost single room with maximum amount of BDT 600/ BDT 300/ Non-Executive (1 & 2) Actual cost single room with maximum amount of BDT 400/ BDT 200/
- 12. • Daily Allowance for Overseas Travel An employee traveling outside Bangladesh, on company business shall be paid Daily meal allowance as per stated below Designation Asia & Rest of the World Europe/America/Japan/Ho ng Kong Meal Allowance Meal Allowance Top Management USD 100 USD 150 Sr. Management (DGM & AGM) USD 85 USD 120 Manager USD 70 USD 100 Asst. Manager USD 50 USD 70 Executive USD 50 USD 70
- 13. • Accommodation Allowance (Overseas) An employee traveling outside Bangladesh, on company business shall be paid accommodation allowance as per stated below Designation Asia & Rest of the World Europe/America/Japan/H ong Kong Without receipt Without receipt Top Management USD 75 USD 100 Sr. Management (DGM & AGM) USD 60 USD 85 Manager USD 45 USD 65 Asst. Manager USD 35 USD 60 Executive USD 35 USD 60 Non- Executive At the discretion of MD
- 14. • NON FINANCIAL BENEFITS OF ROBI FLEXIBLE WORKING HOUR GOOD WORKING ENVIRONMENT TRAINING GOOD EQUIPMENT
- 15. FINDINGS • Our findings in Robi industry is that, they are practicing very sophisticated and well accepted for each and every employee. • Employee benefit programs are designed in such a way that ensures the employee and employee’s family wellbeing. • Compensation consist of two types one is financial and the other one is non-financial. Robi is very much concern about the both types of compensation planning for the employee. • HR policies are well accepted among the employees. • That compensation management system has a great impact on employee's efficiency and performance in ROBI
- 16. RECOMMENDATIONS • The management authority of ROBI needs to look some major issues like compensation policies, allowances and transfer policies • Robi needs more man power for handling it’s huge volume of employee. • Robi could work more on making the salary and benefits they provide to make them more attracting as employees find this factor very important to boost their satisfaction level. • The company can also provide recognition to their employees through a lot of activities at minimum cost. • Robi Axiata limited can provide training on the facilities they provide, such as benefits,. allowances etc so that employees have more idea on utilizing the facilities they are receiving in a proper manner.
- 17. THANK YOU