Recommendations:

The Recommendation framework has been developed based on the Case Studies, Literature Review and Key Informants Interview. Each of the Recommendations has been divided into the following building blocks:

Recommendation

Status Quo

The Solution

Challenges

Success Story from Case Studies

1 Improvement of Human Resource Policy within the organization

1.1 Why this is necessary: The Status Quo
Problem Bureaucratic Nature of the Organization Impacts Lack of adaptability Stagnation in the operational flow Impedes Creative thinking Delayed implementation of a plan Myopic Vision of the Industry Lack of Motivation among the employees Unidentified need gaps Lack of talented people within the organization More focus on technical part of the business Over-crowd of engineering students with little business knowledge Top Management with poor business knowledge Incompetent leaders incapable of driving the company towards success

Lack of Performance Appraisal Poor Talent Management Lack of Complete Skill Sets .

1.2 The Solution

In order to mitigate the ongoing talent crisis within the organization Teletalk needs to take a holistic approach from two different angles: 1. Restructuring the top Management 2. Designing a complete talent management process Each of the idea is discussed below: 1.2.1 Restructuring the Top Management

More Autonomy in the Managerial Level

Reduction of Government Authority at the decision making process within the organization Providing authority to the key management personnel to exercise immediate enactment of any plan

Building a strong top management

The top management team must comprise of peoeple with strong experience within the industry and business knowledge

Proper Training system to reduce bureaucracy

Training programs must be arranged to change the traditional bureacratic system from the organization

Introduction of an innovative organizational culture

The organization must promote innovation and to do so the entire management must believe in the power of continuous innovation The top management must focus on the business strategies without focusing too much on the technological part

1.2.2

Designing a proper Talent Management Process

1.2.2.1 Attracting New Talents Teletalk should arrange Campus Road Shows at Engineering and Business Schools of Bangladesh to encourage fresh talents to apply at Teletalk.

 Like the top companies in Bangladesh, Teletalk should hire people based on proper hiring process that assesses a persons intellectual and analytical ability. After recruiting the fresh talents, the company must arrange for training sessions to instill the required skills within the employees 1.2.2.2 Retention and Motivation of Employees There should a feedback system where each of the employees will be scored based on peer evaluation and supervisors reaction towards the performance of the employee. The company must offer attractive compensation package to retain its best talents To motivate employees, recognition can be given to the employees for their individual contribution to the company On a regular basis, there should be an annual need assessment analysis where the skill needs among the employees will be identified and proper training and mentoring can be arranged to meet the need gaps To ensure the best performance of the employees fair career progress within the organization must be ensured.

Campus Seminars to encourage fresh talents

Fair Recruitment process to hire the skilled people

Employee Motivation

Need Gap Analysis

Attractive Remuneration Package

Continuous Training and Grooming

Proper training system

Employee Performance Apparaisal System

Fair Career Progress and Promotion

1.3 Challenges
The management will also fear that the new set of policies will give them less security. However, change resistance is always a management challenge. This can be addressed by Motivational Programs, Job Security Assurance and Appraisal & Reward Mechanism.

1.4 Case Study Example

Telenor and Singtel are operating global businesses with very limited Human Capital at their home countries and still making profit. Telenor is a role model for Employee Management and have changed the HR Corporate Culture in many different host countries including Bangladesh. Etisalat of UAE was continuously losing Market Share after opening up of the monopoly market and there operation was also getting stagnant. However, their extension in the Saudi Telecom Market, they suddenly become very positive, confident and aggressive about their business.