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1. Importance of HRM Practices:

Human Resource Management becomes the most important for the organizations around

the world and the relationship between organizational performance and HRM is

interrelated; in another way positive relationship. Healthy HR practices encourage the

growth of the organization as employees after all play a majorrole in the well-being of a

company. A research was conducted in Greece to measure the impact of HRM on

organizational performance in the context of Greece. Data were collected from 178

organizations using a questionnaire survey in the Greek manufacturing sector, and analyzed

using the structural equation modeling methodology Researcher found out that

organizational performance is not only related with the variables of HRM but also some

other factors that has not been yet identified clearly and thats why they consider it as

Black Box. To find out this relationship more specifically some researchers develop

theoretical framework which dominated the field were the Contingent Framework. The

contingent factors include business strategies, resources (human, capital and social)

organization have and AMO theory (Ability, Motivation and Opportunity). The operational

model in this study advocates that HRM policies directly influence HRM outcomes such as

collective skills, attitudes, and behaviors, and thus, indirectly through HRM outcomes

improve organizational performance. .(A.A. Katou, 2008) Furthermore, it argues that HRM

policies are significantly, positively and directly related to organizational performance. In

addition, it assumes that HRM policies are influenced by business strategies. Thus, the

findings of this study support that the relationship between HRM policies and

organizational performance is partially mediated through HRM outcomes, and HRM

policies are moderated by business strategies.( A.A. Katou, 2008)

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2. Telecom sector in Bangladesh:

Grameenphone is the leading telecommunication service provider in Bangladesh. With

more than 32 million subscribers (as of June 2011),.GrameenPhone was offered a cellular

license in Bangladesh by the Ministry of Posts and Telecommunications on November 28,

1996. The Company launched its service on March 26, 1997; the Independence Day of

Bangladesh with the slogan Stay Close. Grameenphone is the largest cellular operator in

the country. Grameenphone was the first company to introduce GSM technology in

Bangladesh. It also established the first 24-hourCall Center to support its subscribers.

GrameenPhone endeavors to provide services to all people in the country, irrespective of

their location. GrameenPhone (GP) has been established to provide high-quality GSM

cellular service at affordable prices. GrameenPhone has a dual purpose:

To receive an economic return on its investment

Contribute to the economic development of Bangladesh where telecommunications

can play a critical role.

Grameenphone is the pioneer in the field of human resource management, employee care

and competence development in Bangladesh. Grameenphone is currently employing

approximately 5000 people of which 84 % is under 31years old. The employees are spread

out in six office zones throughout the country, with Dhaka being the largest with 3561

employees. Most of the staff has university backgrounds within fields such as management,

marketing, economics, finance and engineering.

Human Resources Department of GrameenPhone:Human Resources (HR) Department, an

important part of Administration Division plays very vital role in the total functioning of

GrameenPhone Employee recruitment, selection, transfer, promotion, training,

http://en.wikipedia.org/wiki/Bangladeshhttp://en.wikipedia.org/wiki/GSMhttp://en.wikipedia.org/wiki/Call_Centerhttp://en.wikipedia.org/wiki/Bangladeshhttp://en.wikipedia.org/wiki/GSMhttp://en.wikipedia.org/wiki/Call_Center

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performance appraisal - all these are conducted by HR division. The informal structure of

HR according to its functions can be classified into three main categories they are:

Human Resource Management (HRM)

Human Resource Development (HRD)

Human Resource management Information system (HR- MIS)