Background of Study

n the year 1972, the Summit vision was created with the establishment of a small thermo-plastic
molding compound trading company, Sanguine Traders. The goal was to develop the company into
a premier business institution. After three decades, Summit has become well established as a top

rank business establishment of Bangladesh with the group consisting of more than 10 companies and
employing more than 500 people.
Concerns of Summit Group:
1) Summit Communications Limited.
2) Summit Power Limited.
3) Summit Alliance Port Limited.
4) Khulna Power Company Limited.
5) Summit Shipping Limited.
6) Ocean Containers Limited.
7) Cosmopolitan Traders (Pvt.) Limited.
8) Summit Pipe co Limited.
9) United Summit Coastal Oil Limited.
Today Summit Group is recognized as a highly innovative company having a reputation of being the early
movers in the markets it operates in. This company is currently known as Summit Industrial & Mercantile
Corporation Limited (SIMCL) being a holding company incorporated on 1985. The group operates in
markets such as power, shipping, oil, containers etc. It also has investments in other diversified fields
such as real estate and banking. The two power producers in the group, Khulna Power Company Limited
and Summit Power Limited are two of the largest and most advanced private power producers in the
country. Out of the groups diversified concerns, four of its companies, Summit Power, Khulna Power,
Ocean Containers and Summit Alliance Port Limited are currently listed in the two stock exchanges of the
country and have a combined market capitalization of over taka 101 billion or around US $ 1.5 billion.
The figures of the public limited companies alone make it one of the most valuable companies in the
country, leaving aside its other privately held concerns. Even though Summit is a profit oriented

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organization it believes in the betterment of society and takes it as an important responsibility to improve
the lives of people around us.

Introduction

ummit Communications Ltd. (SCL) was founded in 22 December, 2009 as a subsidiary of

Summit Group after being granted a license from Bangladesh Telecommunication Regulatory
Commission (BTRC) to operate Nationwide Telecommunication Transmission Network (NTTN)

services. This license will help SCL to concentrate on its mission of strengthening the countrys
telecommunication backbone by upgrading and expanding the current fiber-optic network in Bangladesh.
It authorizes SCL to develop, build, own, operate, maintain and provide fiber-optic based NTTN services
to Access Network Service (ANS), Licensed Telecommunication Operators and other authorized users...
Now its serving the telecom and ICT industry through its robust and protected infrastructure under its
NTTN (Nationwide Telecommunication Transmission Network), ITC (International terrestrial Cable) &
IIG (International Internet Gateway) licenses. And it is one of the two authorized national wide
telecommunication transmission networks (NTTN) in Bangladesh. SCL was set up to ensure
diversification in the group and to take position into the telecommunication sector and strengthen the
countrys telecommunication infrastructure. This initiative is also in line with Govt.s initiative of Digital
Bangladesh and to lay foundation for this goal.
Summit Communications Limited (SCL) is a leading end to end infrastructure support provider having
Nationwide Telecommunication Transmission Network and Gateway licenses. SCL has a singular focus
of aggregating the existing infrastructure of different operators in order to eliminate investments by
multiple operators and expanding its own network into areas that have been previously unreachable. SCL
provides high capacity transmission services through optical fiber network, and provides internet services
and international bandwidth services, through its state of the art network with latest available technologies
SCL has deployed its network nationwide penetrating up to papilla level. It has access over around 10,000
KM Optical Fiber Network around the country. As a part of international terrestrial network, we are
connected to East and West zone of Global network through 4 upstream Operators, Tata communications
ltd, Bhatia Aortal ltd, Telecom Malaysia and Telecom Italia Sparkle. Our Dhaka-Beanpole ITC path is lit
up through PGCB (Power Grid Company of Bangladesh Ltd.) network which is very secure.

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We provide full network deployment and maintenance support in Chittagong region for SCL. So far, Our
work includes Overhead and underground Cable Blowing of 2,58,500 meters and network maintaining of
380,000 meters to ensure 3G and 4G connectivity in Bangladesh. They provide support to qubee, airtel,
banglalion & Etc.

VISION
to connect every household in Bangladesh with world class multi-media services with the objective to
help develop a Digital Bangladesh.

Mission:
a. To implement and operate fiber optic network for the whole country.
b. To serve the industry with durable, reliable and affordable network solution in the long run.
c. To innovate and implement modern up to date transmission technology which will serve current
demand of the market.
d. To explore and work toward future potentiality of different telecommunication services

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Management Overview:

ummit Communications Limited (SCL) is the company management team. SCL is mentored by
an efficient and highly successful management team of its mother company Summit Industrial
Mercantile Corporation (Pvt.) Ltd. SCL comes in to the contention with the backing and

experience of Summit Industrial Mercantile Corporation (Pvt.) Ltd. which has become well established as
a top tier business establishment of Bangladesh with the group consisting of more than 10 companies and
employing more than 2,000 people. Muhammed Aziz Khan, is the founder of Summit Industrial and
Mercantile Corporation (Pvt.) Ltd. (SIMCL). Summit Group is recognized as the largest infrastructure
group in Bangladesh employing over 2000 people with investments in the energy sector, ports, shipping
and information technology.
Under the leadership of Muhammad Aziz Khan, Summit has set up the first Independent Power Plant of
the country in 1998, Khulna Power Company Limited. Currently, Summit produces 550 megawatts of
electricity and is by far the largest local independent power producer in the country. Another 1200 MW of
electricity generation facility is under construction. Summit also set up the country's first private off-dock
facility, Ocean Containers Limited, and is currently handling 35% of the country's export and 10% of the
country's import volume.

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Chairman, Vice
chairman &
Board of
Directors

Managing
Director & CEO

Technology
(CTO)

Bisiness
Development

Human resource
Administration

Sales &
Marketing

Finance &
Accounts

(GM)

(GM)

(GM)

(GM)

- Corporate
Affairs

- HR planning

- NOC

- Regulatory
Affairs

- Traing &
development

- Quality
Assurance

- Project
Development

-Procurants

- Inventory
management

- Key Business
relation

R&D

- Legal Affairs

- OSP

development
- Core Network

- Recruiting

Administration
- Admin
expenses

- Key Account
management
- Customer
Service
- Marketing
- Supply chain
- PR

- Accounts
Preparation
- Budgeting
- Financing
- Cost
management
- Receivable
management
- Payroll

HR Practices of Summit Communication Ltd.

uman Resources Management (HRM) is a new concept. It is a combination of HR,

Accounting, Management, Financial Management and Economics. Now-a-days, in
Bangladesh, every year, and huge amount of money and talented HR personnel are being

engaged by corporate to improve the productivity or skills of their workforce across the country. Such
huge expenditures are made with the expectation of future returns in terms of improved services to be
rendered by skilled employees. In other words, organizations by investing human resources development
definitely increase the service potentials embodied in human resources and these investments thus create
economic assets for the organizations. Human resource (or personnel) management, in the sense of
getting things done through people, is an essential part of every managers responsibilities, but many

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organizations find it advantageous to establish a specialist division to provide an expert service dedicated
to ensuring that the human resource function is performed efficiently.

The HR department of Summit Communications is consisting of only 3 employees and the overall HR job
is done by them.

HR Manager
HR Assistant
HR Executives

HR department organ gram

The HR department is responsible for managing the entire human resource of Summit Communications
Ltd.

Function of HRD of SCL

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Recruitment Management SCL follows the typical process of recruitment management consisting of
preparing Job Description and person specification, deciding the recruitment method, marketing the job,
receiving CVs, short-listing the candidates, holding selection events and so on. Details of the process are
discussed in the later part of the paper.

Employee Benefit Management Employee benefit is a type of benefit provided to employees in addition
to their normal wages or salaries. In instances where an employee exchanges (cash) wages for some other
form of benefit is generally referred to as a 'salary packaging' or 'salary exchange' arrangement. SCLs
Employee Benefit Package consists of retirement benefits, sick-leave, paid annual leave, training and so
on.
Training Management Training and development is a function of human resource management
concerned with organizational activity aimed at improving the performance of individuals and groups in
organizational settings.
Contract Management For the entire contract with employees in S CL, HRD is responsible for that.
There are various employee contracts, like temporary contract, permanent contract, contracts with higher
level employee and so on.

HR Planning of Summit Communication Limited

ubstantiates applicants' skills by administering and scoring tests. Schedules examinations by

coordinating appointments. Welcomes new employees to the organization by conducting
orientation. Provides payroll information by collecting time and attendance records. Submits

employee data reports by assembling, preparing, and analyzing data. Maintains employee information by
entering and updating employment and status change data. Provides secretarial support by entering,
formatting, and printing information; organizing work; answering the telephone; relaying messages;
maintaining equipment and supplies. Maintains employee confidence and protects operations by keeping
human resource information confidential. Maintains quality service by following organization standards.
Maintains technical knowledge by attending educational workshops; reviewing publications. Contributes
to team effort by accomplishing related results as need.

Recruitment & Selection Policies

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CL follows the typical process of recruitment management consisting of preparing Job

description and person specification, deciding the recruitment method, marketing the job,
receiving CVs, short listing the candidates, holding selection events and so on.

The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended
requirement of the job to be performed. This information is captured in a job description and provides the
recruitment effort with the boundaries and objectives of the search. Oftentimes a company will have job
descriptions that represent a historical collection of tasks performed in the past. These job descriptions
need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting
recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a
proper

Process of Recruitment in SCL

Summit Communications follows typical method for recruitment.

Identify Recruitment Needs When HR manager felt the urgency to recruit employees. At the beginning
the entire HR department works for to identify needs in every department.

Analyzing the Job The proper start to a recruitment effort is to perform a job analysis, to document the
actual or intended requirement of the job to be performed. This information is captured in a job
description and provides the recruitment effort with the boundaries and objectives of the search.

Deciding on Recruitment Method First they need to decide on the sources of recruitment. They can
recruit internally or externally.

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Internal sources of recruitment: Internal sources of recruitment refer to obtaining people for job from
inside the company. There are different methods of internal recruitment

Promotion: Companies can give promotion to existing employees. This method of recruitment saves a lot
of time, money and efforts because the company does not have to train the existing employee.

Transfer
Many companies adopt transfer as a method of recruitment. The idea is to select talented personnel from
other branches of the company and transfer them to branches where there is shortage of people.

Retirement: Many companies call back personnel who have already retired from the organization. This is
a temporary measure. The method is beneficial because it gives a sense of pride to the retired when he is
called back and helps the organization to reduce recruitment selection and training cost.

Internal Advertisement: In this method vacancies in a particular branch are advertised in the notice
board. People who are interested are asked to apply for the job. The method helps in obtaining people
who are ready to shift to another branch of the same company and it is also beneficial to people who want
to shift to another branch.

Employee Recommendation: In this method employees are asked to recommend people for jobs. Since
the employee is aware of the working conditions inside the company he will suggest people who can
adjust to the situation. The company is benefited because it will obtain.

External Sources of Recruitment: External sources of recruitment refer to methods of recruitment to

obtain people from outside the company. These methods are

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Management Consultant:

Management consultant helps the company by providing them with

managerial personnel, when the company is on the lookout for entry level management trainees and
middle level managers. They generally approach management consultants.

Employment Agencies: Companies may give a contract to employment agencies that search, interview
and obtain the required number of people. The method can be used to obtain lower level and middle level
staff.

Campus Recruitment: When companies are in search of fresh graduates or new talent they opt for
campus recruitment. Companies approach colleges, management, technical institutes, make presentation
about the company and the job and invite applications. Interested candidates who have applied are made
to go through a series of selection test and interview before final selection.

News paper Advertisement: This is one of the oldest and most popular methods of recruitment.
Advertisements for the job are given in leading news papers; the details of the job and salary are also
mentioned. Candidates are given a contact address where their applications must be sent and are asked to
send their applications within a specified time limit. The method has maximum reach and most preferred
among all other methods of recruitment.

Internet Advertisement: With increasing importance to internet, companies and candidates have started
using the internet as medium of advertisement and search for jobs. There are various job sites like
prothoalojobs.com and bdjobs.com etc. candidates can also post their profiles on these sites. This method
is growing in popularity.

Walk in Interview: Another method of recruitment which is gaining importance is the walk in interview
method. An advertisement about the location and time of walk in interview is given in the news paper.
Candidates require to directly appearing for the interview and have to bring a copy of their C.V. with
them. This method is very popular among B.P.O and call centers. SCL usually uses external sources for
recruitment. The assistant manager of HR was also recruited externally. For recruitment of the Assistant
Manager, HR, SCL choose to post advertisement through internet.

Marketing the Job: When they were done with job analysis and deciding on recruitment method, they
prepared a job advertisement and send that to bdjobs.com through an Email.

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Selection Process
Short-Listing the Candidates:
This part involves slimming down the applications received to a shortlist of candidates you wish to take
forward to interview.

Holding Selection events: it has several steps like written test, interview, and second phase interview and
so on.

Making Decision and Offer:

The CEO selected candidates and informed the manager. Then the manager called the candidates to offer
and ask that when they can join.

Reference Checking: Then the manager called the referees of candidates to check their background.

Appointment Letter: Appointment letters were prepared and given to them.

Compensation

ompany is setting up a benefits and compensation plan for the first time or you are restructuring
the way your established business handles performance and pay appraisals, it is increasingly
important to weigh your tactics against the changing competitive and regulatory landscape

summit to learn how to make actionable decisions regarding design, development and administration of
benefits and compensation programs and how to effectively communicate the value of your program with
employees of various level. Employee benefit is a type of benefit provided to employees in addition to
their normal wages or salaries. In instances where an employee exchanges (cash) wages for some other
form of benefit is generally referred to as a 'salary packaging ' or 'salary exchange' arrangement. SCLs

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Employee Benefit Package consists of retirement benefits, sick leave, paid annual leave, training and so
on raining and development is a function of human resource management concerned with organizational
activity aimed at improving the performance of individuals and groups in organizational setting.

An innocent Victim who suffers physical injury resulting from a violent crime or who is injured
while trying to stop a crime.

An innocent Victim who suffers psychological injury from a violent crime and required
counseling.

A person who is injured in an automobile accident caused by a drunk driver, a driver who is
fleeing from the police or a driver whose conduct was so extreme that the driver was charged
with aggravated vehicular assault.

A person who witnesses a violent crime and as a result requires psychological counseling.

Dependants of deceased victims of crime.

A family member of a homicide Victim (travel expenses to attend the trial).

Someone who has paid the expenses of a victim.

An immediate family member of a Victim of homicide, sexual assault, domestic violence or a

severe and permanent incapacitating injury.

Employee benefit is a type of benefit provided to employees in addition to their normal wages or salaries.
In instances where an employee exchanges (cash) wages for some other form of benefit is generally
referred to as a 'salary packaging' or 'salary exchange' arrangement. SCLs Employee Benefit Package
consists of retirement benefits, sick-leave, paid annual leave, training and so on.

The compensation system in Summit Communications LTD is that there is a medical allowance for all the
employees in Summit. IF any employee in summit falls sick then medical allowance will help the
employee.Then there is medical insurance also for all the employees of Summit Communications. LTD.
Example IF any employee dies or get injured the management of Summit Communications will pay a
huge amount of money to victim & also death-insurance.

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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
monetary and non-monetary benefits to employees.
Compensation is an integral part of human resource management which helps in motivating the
employees and improving organizational effectiveness.

Serial No.

Designation/Class Categories

Amount of (Taka)

(1)

CEO

16 Lacs Taka

(2)

MD

8lacs taka

(3)

GM

6 lacs taka

(4)

Manager

150000-300000 taka

(5)

Sr. Executive

40000taka

(6)

Executive

25000taka

(7)

Staff

8000-10000taka

(8)

Lower level employees

5000-7000taka

Payroll management process

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Job Analysis

Salary
Survey

Pay
structure

Benefits:
1. Vacation: The employees can enjoy leave as for example casual, ordinary, special etc.

2. Salary: They determine the employee's salary according to the government announced pay scale.
3. Bonus: They determine various occasional bonuses for the employees. Generally employees are given
bonus equal to their whole basic bonus.

4. Benefits of loan: SCL gives their employees various benefits of loan. Such as:

House loan: House loans of different amounts are sanctioned for the employees according to
their designation.
For loans installment every month the equal amount of their house rent is deducted from their
salary.

Car loans: Car loans and maintenance cost are sanctioned for the employees according to their
designation.

5. Medical facility: SCL provides its employees and their family members various treatment facilities by
its internally recruited doctors at free of cost.
Promotion:
Employees of Bangladesh Bank are promoted in two ways, that isi) Based on seniority
ii) Based on merit

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SCL follows structured process of leave management

Employee initiats
( fills leave form)

Supervisor
approves/ Rejects

HR manager
Approves/ Rejects

HR Executives
keeps records

Performance Appraisal:

Performance appraisal is a systematic and periodic process that assesses an individual

employees job performance and productivity in relation to certain pre-established criteria and
organizational objectives. Other aspects of individual employees are considered as well, such

as organizational citizenship behavior, accomplishments, potential for future improvement, strengths and
weaknesses, etc.
SCL follows the following process for employee performance management

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Setting performance standards &

communicating with employees
Measuring Performance & comparing with
standard
Discussing the results
Collective Action
Implementation & Review

To collect PA data, there are three main methods: objective production, personnel, and judgmental
evaluation. Judgmental evaluations are the most commonly used with a large variety of evaluation
methods. Historically, PA has been conducted annually (long-cycle appraisals); however, many
companies are moving towards shorter cycles (every six months, every quarter), and some have been
moving into short-cycle (weekly, bi-weekly) PA. [9] The interview could function as providing feedback
to employees, counseling and developing employees, and conveying and discussing compensation, job
status, or disciplinary decisions.[8] PA is often included in performance management systems. PA helps
the subordinate answer two key questions: first, Performance management systems are employed to
manage and align" all of an organization's resources in order to achieve highest possible performance.
How performance is managed in an organization determines to a large extent the success or failure of the
organization. Therefore, improving PA for everyone should be among the highest priorities of
contemporary organizations

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Human resource management (HRM) conducts performance management. Performance management

systems consist of the activities and/or processes embraced by an organization in anticipation of
improving employee performance, and therefore, organizational performance. Consequently, performance
management is conducted at the organizational level and the individual level. At the organizational level,
performance management oversees organizational performance and compares present performance with
organizational performance goals. The achievement of these organizational performance goals depends on
the performance of the individual organizational members. Therefore, measuring individual employee
performance can prove to be a valuable performance management process for the purposes of HRM and
for the organization many researchers would argue that performance appraisal is one of the most
important processes in Human Resource Management
The appraiser has to evaluate the behavior of the appraise after consulting the Competency Dictionary and
determine the achieved level by the appraise. The appraiser has to compare the achieved level with
required level of that specific competency (as given in the competency matrix) and determine the gap.
Gap is the difference between the required level and the achieved level. The gap and corresponding rating
is shown below:

Rating of Goal
In awarding ratings for goals the appraiser has to look for the actual achievements of the appraise
regarding that individual goals and determine whether there is any improvement in terms of either quality,
quantity, meeting the target before time or attaining the goal more economically (budget) and award
rating according to the rating guide given in the form-I PPF and form-IV APF.
If the appraise achieves the goal within the specified time, the achievement is of the quality and quantity
meets the target, the rating of that goal will be 5. If he does not achieve the target in terms of quality,
quantity or time, then he should be rated 4, 3, 2 or 1 as indicated in PPF (Form-1). Rating awarded against
each goal must have proper justification.

SCL follows the following process for employee performance management

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Setting performance standards & communication

with the employees
Measuring performance & comparing with
standards
Discuessing the results

Colective Action

Implimantation & Review

Employee performance management of SCL

There is a yearly increment in the summit communications ltd for all the employees. For example. If a
student joins in the summit-communications ltd as an Intern for three months & if his performance is
outstanding then the Summit Communications will select that student for the full-time job. If that student
is performing well in the first six months then he will receive a percentage increase in his salary.

Conclusion

ecruitment is an important issue for any organization. Recruitment and selection allows an
organization to assess the vacancy and choose the best personnel who will lead the
organization in future. So the organization should give more emphasize on selecting a person.

A person who can carry forwarded the organization in terms of development, values and ethics. Mainly
the precious resource for any organization is their knowledge based efficient workers. The organizations
should more cautious on this issue to ensure the quality and ethics. From the above discussion we can

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easily understand that SCL is one of the top Company of Bangladesh. It covers the whole Bangladesh by
its network. There are varieties of products
And services of SCL At this moment the company is in growing position. But the strategies of the
company will make the company number one company. So we can easily find out the Human resource
practice, recruitment and selection process, employee satisfaction and relations at SCL is yet to develop.
This is the high time that SCL understands the need and importance of HR department. They need to
realize the fact that success of an organization rests upon the satisfaction not the customers.

Criticism

CL needs to source candidates through campus recruitment, participating in various job fairs, etc.
For higher position they can go for management consultancy. By this they can easily get the
access to various potential employees.

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They need to restructure their pay structure, so that potential employees accept the job offer.
While filling up a vacancy, they need to look at the external employees whether there is any worthy
employee left unnoticed or not.
They have to have a manpower planning at the beginning of every year. So, that at the very beginning
the HR department knows about the need for man power and there wont be any rush in the recruitment
and selection process.
Proper Job Analysis need to be prepared by the head of each department.
Medical test require to be done before appointing any employees and HR department also needs to
check the employee background more carefully.
HR department should keep all the detail information about the employees including Police Verification
Certificate to avoid any kind of legal issues if arises.
They need to arrange an orientation program for all new employees to aware them about the culture of
the organization and the job nature

References
1. Human Resource Management 12th Edition Dray Dressler
2. Summit Communication LTD Blog 7 October 2014

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3.http://www.google.com.bd/url?sa=t&rct=j&q=&esrc=s&source=web&cd=1&cad=rja&uact=8&ved=0C
CAQFjAA&url=http%3A%2F%2Fwww.summitcommunications.net%2Fscl%2Findex.php%2Fmeet-theteam&ei=FZJgVILwAc-1uQT4zILoBw&usg=AFQjCNGKnKiANuf44Ckz1N3AG5wmrmGfw&bvm=bv.79189006,d.c2E

4.http://www.google.com.bd/url?sa=t&rct=j&q=&esrc=s&source=web&cd=5&cad=rja&uact=8&ved=0C
D8QFjAE&url=http%3A%2F%2Fwww.summitcommunications.net%2Fscl%2Findex.php%2Fcompany
%2Fsummit-communications-ltd&ei=FZJgVILwAc

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