Human Resources Management Practices

of

Tah Moe Hnyè Chan Thar Tun Wai Thar Co.,Ltd

Presented By :

Mr. Yan Naing Soe

Student ID: LC00026000105

Mr. Kyaw Ye Aung

Student ID:LC00026000101

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Contents

1. Introduction Page 2

(a) Profile Page 2

(b) Vision Page 2

(c) Mission Page 2

(d) Company logo Page 2

2. Human Resource Management practices Page 3

(a) Organization Chart Page 3

(b) Job analysis Page 3

(c) Recruiting Page 4

(d) Employee Testing and Selection Page 5

(e) Development and training Page 9

(f) Performance appraisal Page 10

(g) Compensation and benefits Page 10

(h) Health and Safety Page 11

(i)Retention rate Page 11

3. Conclusion Page 12

4. Reference Page 13

5. Appendix Page 14

1. Introduction

2 Tah Moe Hynè Chan Thar Tun Wai Thar Co., Ltd. was incorporated on May, 2006 in Myanmar and in-house of Tah Moe Hynè Chan Thar Group of companies.

It is a telecom based company , which aim to deliver and to facilitate our products of Digital Auto Exchanges,

Wireless Products, Conference System Products Series, CCTV System Products Series,

Generator Sets and other technologies, in respect with Telecommunication to the people of Myanmar and users.

Our Company is established in Northern Shan State of Kutkai Township at Tah Moe Hynè sub-township

which is polulated with ethnic tribes. In the past it was a huge village is now become a sub-township in Northern Shan State of Myanmar.

Now a day, our Tah Moe Hynè, is the in-house company of Tah Moe Hynè Chan Thar Group of companies is

well established with 130 experts engineers and 208 educated personals to pay contribute to the people and

users of Myanmar in respect with advance and latest technologies of telecommunication from Yandanar Pon

Cyber City and 5 offices from Naypyidaw , Mandalay , Lashio , Myintkyina and the Headqyarter is based in

Yangon.

Due to high quality and durability telecommunication products, excellent services, most of the public and

users are now recognize our products and our services.

(a) Profile

Tah Moe Hnyè Chan Thar Tun Wai Thar Co.,Ltd. (TMH Telecom) is a well-known telecommunication

company founded since 2006 and started business with our Research and Development Team by

manufacturing of quality Auto Telephone Exchange. TMH (Telecom) is organized with over 200 well –

trained local engineers to provide excellent service in all kinds of Telecom services such as Fixed Lined

Network Service, Mobile Network Service and Transmission Network Service etc. TMH (Telecom) has two

factories for production of Prepaid Top Up Cards which are located in Yangon and Yadanarpon Cyber City by

the guidance of Governments of Myanmar Post and Telecommunication. TMH (Telecom) also has a strong

sale forces for distribution of mobile SIM cards and Prepaid Top Up card all over Myanmar. In the year 2015,

TMH (Telecom) established 12 branches in Yangon, Mandalay, Sagaing, Magway, Ayeyarwaddy, Kachin,

Shan and Mon Regions for the purpose of providing fast and reliable telecom services to meet customer’s

requirements and satisfactions. As TMH (Telecom) is participating in development of Myanmar Telecom

Sector for many years, it benefits TMH (Telecom) to have a huge successful experience in the following

telecom projects…

Total number of 112 Exchange Sites all over Myanmar with total subscribers of 60,232 lines

BTS construction and installation in Northern Shan State up to one million subscriber lines

Wireless Repeater Supply and Installation up to 100 sites all over Myanamar.

(b) Vision

To provide the best telecom service to make convenience living for Myanmar People.

(c) Mission

To provide reliable and better service to get customer satisfaction.

To build trustworthy and loyalty with our partner.

(d) Company Logo

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2. HRM practices

TMH telecom HRM department is organized with one general manager, one HRM manager and

under their management one public relationship officer is leading two staff, one documentation

officer is leading three staffs, and one assistance manager (recruiting and salary) is leading two

staffs. All officers and assistance manager have to report HRM manager placing cc (carbon copy) to

general manager. General Manager is responsible to report to managing director placing cc to project

director who is managing project departments.

(a) Organization Chart

(b) Job Analysis

Job analysis is the procedure through which we determine the duties of the positions and the

characteristics of the people to hire for them. Human resources manager of TMH telecom collects

information about work activities, customer relationship, human behaviors, machines, tools,

equipment, work aids, performance standards, job context and human requirements. To collect the

information she always conducts the interview with each employee, group, project manager, project

assistance manager and department manager. Typical interview questions used for Clerical,

Supervisory and Administrative Positions are following:

1. Describe in detail the primary or most important duties that you perform daily. If important duties

are performed at less frequent intervals, describe them and give the frequency of performance.

2. Describe the secondary duties that you perform at periodic intervals (weekly, monthly, quarterly,

etc.) and state the frequency of performance. Also describe any duties you may perform.

3. Describe the equipment and/or machines that you use regularly on the job.

4. Describe the working conditions.

General Manager (HRM)

Manager (HRM)

Documentation

Officer (1)

Public Relationship

Officer (1)

Recruiting and Salary

Assistance Manager (1)

Staff

(2)

Staff

(3)

Staff

(2)

Managing Director

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5. Describe the proximity, extent, and closeness of any supervision you receive. To what degree does

your immediate supervisor outline the methods to be followed, results to be accomplished, check

work progress, handle exceptional cases, and check job performance?

6. Describe the kind of supervision you give to other employees. What is the degree of accountability

for results in terms of methods, work accomplished, and personnel?

7. How many employees do you supervise directly?

8. Describe the kind of personal contacts you make (contacts with others in the department, with

individuals elsewhere in the company or outside the organization). Can you describe the

importance of these contacts to the company?

9. Describe the complexity of your job. What is the degree of independent action you are allowed to

take? What decisions are you permitted to make?

10. Describe the type and amount of dexterity or motor skill required. Indicate which job duties

require dexterity.

Another popular way to obtain job analysis information is having employees fill out

questionnaires. The following is the questionnaires used to collect information for engineer positions

in TMH telecom:

1. What are the most important aspects of this position?

2. What are the most complex aspects of this position?

3. If this employee is specialized or considered the technical expert in a specific area(s) of

engineering, describe those area(s) and the complexity of the area(s).

4. What previous experiences are needed for employees filling this position?

5. What is the next position that people in this job typically move to?

6. What knowledge, skills, education (including professional licenses or certificates), and

experience are required at entry for this position?

After collecting information HR manager write the job descriptions .This job descriptions

contain Position Details, Job Duties (“What you do”), Performance Standards (“How you do it”) ,

Job specifications .

(c) Recruiting

To recruit correctly we need to start with personal planning. Conducting personal planning we can

decide how many positions we need to fill and how. Personal planning is the process of deciding

what positions the firm will have to fill. Personal plans require some forecasts or estimates such as

personal needs, the supply of inside candidates and the likely supply of outside candidate. HR

manager of TMH telecom focus the personal needs on Project basic. When the company get a new

project, she discuss with project managers and general manager to estimate the personal need. In

estimation project size, project scope, time period, numbers of region the project operates and

process flow are key elements to consider. Firstly she estimates the likely supply of inside candidates

for the projected openings. Current employee’s skill sets, qualifications, performance record and

experience record are considered in forecasting supply of inside candidate. To forecast the likely

supply of outside candidate HR manager use information from labor organization and employment

agencies (such as unemployment rate, market salary, increasing size of competitor ) .

Employee recruiting means finding and/or attracting applicants for the employer’s open positions.

TMH telecom is centralizing firm’s recruitment efforts in order to strengthen employment image and

ensure correct recruiting. HR manager from Yangon office conduct recruiting for all branch offices.

For branch offices, she have to go there and make interview with branches managers and then report

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the results to General Manager. To fill the opening position with inside candidate, she need to

discuss with department manager and general manager, and then need to report the result to top

management. For Key position, TMH telecom consider to rehire the former employees who left the

company thinking that the company have already familiar with how they do things.

Firm can’t always get all the employees they need from the current staff. TMH telecom HR

manager uses the https://www.work.com.mm and https://www.linkedin.com web sites for internet

based recruiting because most people today go online to look for jobs. She believes that Internet

recruiting is a cost effective way to publicize openings and it generates more responses quicker. For

recruiting middle management positions ,she believe that advertising on daily newspaper ,

opportunity journal and business journal are the best and effective .Also she uses employment

agencies such as TQM Co., Ltd For middle management level recruiting. Using recruitment agency

is very effective for non-engineering middle management positions. For engineering middle

management positions, HR manager have to recruit asking project manager to use their professional

social network such as LinkedIn and especially she gets this candidates among project managers’

friends.

(d)Employee Testing and Selection

Selection is the process that an organization uses to determine which job applicant will be the

most successful in meeting the demands of the job or will fit well with the existing work groups and

the culture of the organization. Poor selection procedures and processes lead to various unnecessary

costs in the organization. In the recruitment process, an organization hires the most suitable and

qualified candidate.HR manager use two type of testing techniques.

(i) Personality Testing

Effective recruiters use personality assessment to enhance their decision-making about the

potential of applicants. No recruiter wants to spend time on a low potential applicant. The more

information available, the more efficient and accurate a recruiter can be with referrals Company.

TMH telecom is a service company and HR manager believe that the personality of co-workers and

managers affect the day-to-day success of the organization. If the team doesn't work well together or

a manager can’t motivate their staff, then productivity and quality of service will suffer HR manager

conduct the personality test by giving questionnaires .The following is the questionnaires she give to

applicants in personality testing.

1. I like everyone I meet.(Y/N)

2. High taxes make people lazy. (Y/N)

3. I'd rather do things quickly than perfectly.

4. I have never told a lie in my life. (Y/N)

5. My parents never really loved me. (Y/N)

6. I am destined to be famous. (Y/N)

7. At work, I usually do what is expected of me to avoid criticism. (Y/N)

8. When I am criticized I avoid taking it personally. (Y/N)

9. What others think of me is no concern of mine. (Y/N)

10. To be honest, every other person I meet can't be trusted. (Y/N)

This test measures aspects of behavior that are crucial to performance potential, which cannot

easily be identified by other techniques, such as reading CVs and interviewing.

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(ii) Aptitude Test

The statistics reveal that 70 percent of world’s recruitment companies use aptitude test as a

part of their recruitment procedure. These types of tests often permit potential companies to learn

more about candidate’s personality and abilities. This is really significant as the recruitment is not

all about what one needs or what one wants, or how they prepare for interviews. One should treat

recruiters just like new customers; convince them about the possessed skills, personality and

knowledge base. Employers wish to be certain that they are going to recruit the right individual

who is able to work with company’s clients and build up a reputation. An inappropriate worker

could probably add to the cost of the firm, in terms of money, time as well as effort. Aptitude tests

are cost-effective and simple ways for sorting out candidates to select right individuals.

HR manager uses the following questionnaires in aptitude tests.

1.

Fig (1) Aptitude Test

How many years would it take to break even on the typical cost of replacing an old fridge?

Answers

6 years 3 years 10 years 30 years 5 years

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2.

Fig (2) Numerical Test

Assume Rainbow and HIP were to merge at the end of 2009, consequently remaining with

only 75% of their 2010 single pre-merge contracts. How much money would they lose if the

government auctioned 500 contracts for 33,300€ each in 2010?

Answers

6,660,000 1,665,000 4,995,000 1,650,000 Cannot Say

3. Please select a pair of words that have a similar relationship as long: long run

Answers

dirty : dirty dancing soul : soul mate cold : cold feet groom : bride groom

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4. Chose the Image that complete the pattern.

Fig (3) Diagrammatic Test 1

5. Chose the image that continues the pattern.

Fig (4) Diagrammatic Test 2

Examples of what employers can learn from aptitude tests are about suitability for the role

candidate are applying:

effective problem-solving skills

ability to quickly learn new skills

ability to quickly integrate new information

strategic thinking

ability to deal with ambiguity in decision making

(iii) Selection

The process of interviewing and evaluating candidates for a specific job and selecting

an individual for employment based on certain criteria. Employee selection can range from a very

simple process to a very complicated process depending on the firm hiring and the position. Certain

employment laws such as anti-discrimination laws must be obeyed during employee selection. One

of the most important facets of the employment selection process is the face-to-face interview.

Companies have different procedures for personal interviews. Companies may have the candidates

meet with human resources, the hiring manager and other employees about 30 minutes. For middle

management level candidate, company is having candidates meet with key personnel one day, and

then inviting them back for second to meet with some executives. In the process of interview HR

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manager asks the candidate behavioral questions and project manager asks job related questions. For

management level candidate they use stress interview.

To predict the job performance HR manager and project manager conduct the work sampling

techniques in which job candidate have to perform one or more samples of the job’s basic tasks(such

as computer typing ,configuration with computer to the telecom equipment, fiber splicing, using

OTDR measuring tool to measure the fiber and driving ).

(e)Development and Training

TMH telecom HR Manager believes that new employees must be given orientation and

specialization training to do their job effectively .She usually designs orientation and training design

discussing with project managers.

(i)Employee orientation

In employee orientation program, HR manager and project manager provide information

about rule and regulation of company, employee handbook, reporting person, customer relationship,

scope of work, safety policy and organizational culture. Project Manager also introduces him with

coworkers, customers and working procedures. Orientation is longer one month for engineering

employee providing technical skills by his or her immediate supervisor so they can work

effectively, confidently and safely in new environment. TMH telecom have already written quality

policy book to make orientation new project manager. In this book new project manager can learn

company quality policy, procedure to reduce downtime of site, procedure of preventive action and

corrective action.

(ii)Training

As TMH telecom is a telecom service company, all project managers consider all new

employees need technical training even though they have experience .Because In Myanmar we have

to deal with different product brands (Huawei, ZTE, NSM, Ericsson). But HR manager assume that

finance, HR, admin staff don’t not need to give further training. When new engineer starts working,

HR manager inform project manager to test the training requirement of new engineer by giving

technical questionnaires respecting project he/she handle. If his/her result is low, company will give

technical lecture training and on-the-job training. Technical training will be take three weeks long

and on-the-job training will be long one month long. If the result is acceptable, company will give

only job training. The followings are some questions used in technical testing:

(1) If the receive signal level of Microwave transmission is -40dBm and threshold level is -

60dBm, what is the fade margin of this Microwave transmission?

(2) In Rectifier power source to BTS is -48V,our supplier will give us 2V /130Ah, how many

battery will we need ?

(3) PTN use fiber transmission technology. True/False?

HR manager use penalty list, site down time, progress of the work and performance report

from all project manager to make analysis of current employee training need. When the organization

is meeting performance deficiency, HR manager discuss with respective project manager and project

director to correct. Also in this meeting they decide what training the company should give and

report to MD for cost approval. MD also encourages employees to study lifelong. All project

manager give regular training every month and it take one day long from 9:00AM to 5:00PM.HR

manager believe the giving training to employees will improve moral, collaborative working

practices, ethical and accepting diversity in organization.

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(f)Performance Appraisal

Performance appraisal means evaluating an employee’s current and/or past performance

relative to his or her performance standards.HR manager in TMH telecom always conduct

performance appraisal every 6 month period for salary increment and promotion decision. She asks

every project managers to give performance standards of their subordinates and also ask project

director performance standards of project manager and his subordinates. In the performance

standards of engineer the following is one of the standards:

(1) Microwave transmission maintenance

i. Understanding technical calculation

ii. Orientation micro antenna

iii. Configuration data

iv. Communicate with the far end team

In appraising the performance project manager also consider team work, sharing the technical

knowledge, lower absenteeism, and following safety policy. The following is one of performance

standards of Project manager:

(1)Customer relationships

i. Customer feedback

ii. Respond time to customer

iii. Understanding customer requirements

iv. Discussion skill with customer

When accessing the performance The Company use four ratings such as Excellent, good, fair,

poor.

When appraising performance, HR manager also define performance standards including

following company rules and regulations, personality, collaborative working ability, initiative and

further development in education. In the process of performance appraisal, every project manager,

supervisor and HR manager fill the appraisal form for employees and report results to Project

Director and General Manager. Top level managers conduct the final appraisal meeting and feedback

to all manager including HR managers. After getting appraisal results every manager have to give

feedback to each employee with the aim of motivating him or her to eliminate performance

deficiencies or to continue to perform above par .If employee gets high score within one year, he will

be promoted or get salary increment .If he gets middle score within one year, he will get only salary

increment.

(g)Compensation and benefits

Top Management (MD, GM and Project Director) of company defines TMH company salary

rating respecting to market price given by HR manager and employment agencies. Amount of

salaries are not same even ranks are same because amount of salaries also depend on scope of work,

job type, numbers of project he/she handle, numbers of region he/she handle and type of customer

he/she communicate.HR manager mainly uses information from agencies, job description and

specification to report top management in order to define salary in the same level and different level.

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With the approval of top management HR manager divided three groups in the same level as (1) high

qualification, high experience (2) high qualification, low experience (3) normal qualification, low

experience. Group number1 will get highest salary in this level and group number 3 will get lowest

salary. But Company rule is not letting know amount of salary each other’s because top management

and HR manager believe that knowing amount of salary each other’s will destroy the unity. For the

sales department, HR manager uses combination plan for compensation. Company pays salespeople

a combination of salary and commissions. HR manager and Sales director divide sale regions and

calculate commission on the basis of sale volume per month. Company give overtime pay for

working over 5:00PM, working on Saturday and Sunday and government official holidays to every

employees under Assistance General Manager level. If the department yearly profit is fulfilling the

standards gross profit, all employees in this department will get annual project bonus and this may be

four times of his/her salary.

All employees after probationary period can take casual leave, medical leave, maternity leave,

annual leave and without pay leave. Employees can take maximum 6days in a year for causal leave

which cover examination, personal affair, welding and funeral. Employees over a year working in

company can get annual leave maximum 10 days. Employees over 6months working in company can

get medical leave maximum 30days.But employees need treatment book with licensed doctor

signature from hospital, clinic or government department. Maternity leave is 6 weeks before give

birth and 8 weeks after give birth. Employee can get leave when he/she come back from other region

after finishing long term assigned duty with the approval of project manager.

(h)Health and Safety

TMH telecom HR manager assume that to reduce the accidents and incidents company needs

to reduce chance occurrences, remove unsafe conditions and control unsafe acts of employees. In

TMH telecom one department is telecom tower construction and fiber cable lay outing, one

department is telecom maintenance and other department is telephone prepaid card production. So

top management, project manager and HR manager believe safety is first priority. HR manager and

project managers conduct monthly meeting to overcome employee’s safety training needs, to

develop safe work procedures, to provide safe work environment and to evaluate current safety and

health practices.HR manager ask all project managers to perform and list safety check lists and

weekly safety and health analysis in the work, correction actions within a month, and training

requirement and training cost. After evaluating, she has to report to project director and managing

director for direction and cost approval. HR manager provides three types of safety training

including (1) working at height (2) occupational health and safety officer training (3) safety and

health management course. She provides this trainings respecting to the level of employees in

INSTITUTE OF SAFETY, HEALTH & ENVIRONMENT (IOSHE) training institute and WIN

OSHE training center.

Safety officer from each department usually conduct safety check list and risk assessment in

working area and sites. If he found any employee is not following safety rule, this employee and

immediate supervisor will not get safety allowance for this month. If safety officer find unsafe

working environment, he will report project manager, HR manager and project director in order to do

corrective action.

(i)Retention Rate

Many employers use the terms “retention rate” and “turnover rate” interchangeably. In fact, the

retention rate, sometimes referred to as the “stability index,” measures the retention of particular

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employees over a specified period of time and complements the turnover rate metric, giving a more

complete view of worker movement than calculating either metric alone.

The basic formula for calculating retention is:

Numbers of individual employees who remained employed for entire measurement period /

Numbers of employees at start of measurement period) x 100=Retention Rate

TMH telecom HR manager use to calculate retention rate on annual basis. Retention rate is 95

percent for the year 2008. She assumes that there was small rival company in this year. Retention

rate is 75 % for the year 2014 because many foreign companies come for investment in this year.

HR manager researched market price of engineers to increase retention rate and discussed with

project director and managing director to increase the salary at the market price. Retention rate

becomes 95% for the year 1015.

3. Conclusion

TMH telecom HR practices have much strength. They have good recruiting practices. They

should do collage recruiting by sending employer’s representatives to collage/university campuses to

create fresh graduate applicant pool especially in Government Technical Collage and Technological

University. By doing collage recruiting they can get management trainees, technical employees and

fresh educated employees.HR manager should list qualification inventories of current employees for

internal recruiting that can make motivation in organization. Selecting procedure using Intelligence

Quotient test, aptitude test and personal test have more chances to get high performance

employee.HR manager should do background check and graphology .The company should

implement management development program to improve managerial performance because foreign

investment firms are coming into the market and become a strong rival. Manager need to upgrade

their skill and knowledge to face challenging of globalization. Company need to hire safety and

health manager in order to improve safety procedure and culture .Every safety officers should

conduct safety analysis every week. HR manager should provide a reward for employee how well

follow safety.

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References

1. https://fibonicci.wordpress.com

2. http://www.psychometricinstitute.com.au/Free-Aptitude-Tests.asp

3. Human Resource Management, Twelfth Edition by Gary Dessler

4. http://www.tmhtelecom.com

5. http://www.practiceaptitudetests.com

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Appendix

1. Corporate Responsibility

Fig (1) Corporate Responsibility (1)

Fig (2) Corporate Responsibility (2)

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Fig (3) Corporate Responsibility (3)

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Fig (4) linkedin.com web site for online recruiting

Fig (5) work.com.mm web sites for online recruiting

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Fig (6) TQM employment agency web site

Fig (7) Institute of Safety, Health& Environment (IOSHE)

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Fig (8) WIN OSHE Services safety training center Web site

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Table (1) Safety Check list

Table (2) Risk assessment form