The Insurable Interest Doctrine- Indian Perspective

DR. RAM MANOHAR LOHIYA NATIONAL LAW UNIVERSITY ______________________________________________________________________________ The Insurable Interest Doctrine __________________________________________________________________ Name: Sukriti Guha Roll No. : 142 Semester: VIIIth Class: B. A. , LL. B. (Hons. ) Subject: Insurance Law Submitted to: Ms.Aparna Singh TABLE OF CONTENTS I. Introduction II. Can there be any valid insurance agreement without insurable interest? III. Creation of insurable interest IV. Wager and insurance V. Types of insurable interest VI. Time or duration of insurable interest VII. Insurable interest vis-a-vis life insurance contract VIII. Insurable interest vis-a-vis marine insurance contract IX. Insurable interest vis-a-vis fire insurance contract X. Conclusion Bibliography I. INTRODUCTION The aim of insurance is to shift risk from one person (the insured) to another (the insurers).In insurance contract as a matter of public policy, certain insurable require ments must be met, to make it valid. Insurable interest is one of the basic requirements of the insurance. Without it the insurance contract is a mere wagering agreement. In India it is strange that the Insurance Act 1938 does not contain a definition of insurable interest. The only section, namely section 68, which makes a passing reference to the words ‘insurable interest’ stands repeated by section 48 of The Insurance Amendment Act 1950.Briefly stated there is no legislative guidance in Indian law on the subject but still marine insurance defines under section 7 of the marine insurance act 1963 defines insurable interest. Insurable interest is also defined as a legal right to insure an asset or person. In theory, therefore, nothing more is payable than the amount of actual loss. It follows that unless the assured has a pecuniary interest in the thing insured, no question of loss or indemnity shall arise. A person cannot therefore insure a thing, the loss of which can not cause him any financial loss.A policy of insurance, therefore, is void if the insured has no such pecuniary interest in the subject matter of the insurance. Any person, who would suffer from destruction or loss of a thing, has insurable interest in that thing. The insurable interest must: * Be definite * Be capable of valuation * Be legally valid and subsisting * Involve the loss of legal right * Involve a legal liability II. CAN THERE BE ANY VALID INSURANCE AGREEMENT WITHOUT INSURABLE INTEREST? The existence of insurable interest is an essential ingredient of any insurance contract. It is an important and fundamental principle of insurance.It can be defined as the legal right to insure arising out of a financial relationship recognized under law, between the insured and the subject matter of insurance We find that the meaning of the term insurable interest is liberally interpreted. It is not always the legal interest or a full interest that's required by the courts but it shoul d be such that it would be sufficient if it is recognized by court of law or equity as such interest. The following points may be gathered: 1) The interest should not be a mere sentimental right or interest, for example love and affection alone cannot constitute insurable interest. ) It should be a right in property or a right arising out of a contract in relation to the property. 3) The interest must be pecuniary that is, capable of estimation in terms of money. In other words, the peril must be such that its happening may bring upon the insured an actual or deemed pecuniary loss. Mere disadvantage or inconvenience or mental distress cannot be regarded as an insurable interest but this rule not strictly followed in life insurance cases. 4) The interest must be lawful, that is, it should not be illegal, unlawful, and immoral or opposed to public policy and does not harm any others legal justified claim.In the case of Brahma Dutt v. LIC, one Mukhtar Singh a petty school teacher on sa lary of Rs 20 took a policy for Rs 35,000 on his life making false statements in the proposal and nominated a stranger Brahma Dutt for the policy. The nominee paid the first two quarterly premiums by which time the life insured died. The nominee intimated the insured's death and claimed the sum assured. It was found on evidence that Brahma Dutt had taken the policy without any insurable interest in the life of the deceased for his own benefit and that therefore it was void being a wagering agreement.The Supreme Court in the case of Suraj Mal Ram Niwas Oil Mills (Private) Limited v United India Insurance Company Limited held that the objection of the insurer about the non-disclosure of dispatch of each and every consignment, as pointed by the second surveyor, learned counsel submitted that the said condition has to be understood in the context of the fundamental condition that the insurance cover was intended to secure only the â€Å"insurable interest† of the appellant in the dispatches.It was urged that the appellant had declared only those consignments in which they had an â€Å"insurable interest† as in relation to dispatches which had not been declared, the consignees had desired that their consignments should be dispatched without an insurance cover. In all such cases, the purchasers took the risk of loss to their goods, and hence the appellant had no â€Å"insurable interest† in them, unlike in the consignment in question for which due declaration was made. Reference was made to the decisions of this Court in New India Assurance Co. Ltd v. G. N. Sainani, and New India Assurance Company Limited v.Hira Lal Ramesh Chand , wherein it was held that â€Å"insurable interest† over a property is â€Å"such interest as shall make the loss of the property to cause pecuniary damage to the assured and under this case it will make a damage to the interest of the insured. III. CREATION OF INSURABLE INTEREST There are a number of ways in wh ich insurable interest will arise or can be created. Few main ways are: 1) By Contract -In some contracts a person will agree to be liable for something, which he or she would not ordinarily be liable for. A landlord is normally liable for the maintenance of property he owns rather than the tenants.A lease may, however, make the tenant responsible for the maintenance, repair etc. of the building. Such a contract places the tenant in legally recognized relationship to the building. This gives him an insurable interest, which would not be present if the contract had not been entered into so these kinds of special contractual relationships give arise to the insurable interest on something on which otherwise one does not have any kind of insurable interest. 2) By Common Law – Where the essential elements of insurable interest are automatically present, the same can be described as having arisen at common law.The most straight forward example is ownership. One can own a house, and there is therefore entitlement to insure it equally the common law duty of care which one owes to the other, may give rise to a liability which again is insurable. Like the use or driving of a motor vehicle in a public place is sufficient insurable interest for the purpose of effecting insurance in the favour of the third party. 3) By Statute – Some time an act of parliament will create an insurable interest either by granting some benefit or imposing a duty.While the statute may create insurable interest where none would otherwise exist. There can be some statutes which can restrict liability and thereby also restrict insurable interest. IV. WAGER AND INSURANCE In a contract of wager all the parties do not have any interest in the happening of the event other than the sum. This is what marks the difference between a wagering agreement and a contract of insurance because every contract of insurance requires for its validity the insurable interest. Insurance affected without insurable interest is no more than a wagering agreement and therefore void.Insurable interest means the risk of loss to which the assured is likely to be exposed by the happening of the event assured against. In a wager on the other hand neither party is running any risk of loss except that which is created by the agreement between two or more than two parties. We all also know that wagering is illegal in India and against to the norms of society or in short wagering is against public policy and distinction between a insurance and a wager is this a insurance is properly speaking a contract to indemnify the insured in respect of some interest which he has against perils which he contemplates it will be liable to.In the case of Alamani v. Positive Govt Security Life Insurance Co. , the plaintiff’s husband took a policy of insurance on the life of Mehbub Bi, the wife of a clerk working under him and about a week later got the policy assigned in the favour of the plaintiff, Mehbu b Bi died a month later and the plaintiff as assignee claimed the sum assured and in this case court find that there was no insurable interest present in this case and hence this insurance contract held to be contract of wager and held to be void.V. TYPES OF INSURABLE INTEREST There are basically two types of insurable interest (1) Contractual (2) Statutory. As we have seen in some cases that interest in the subject matter of insurance is required by law itself for the validity of the policy, whether by express statutory law as in the Marine Insurance Act 1906 or as by section 30 of the Indian Contract Act which merely declares that all contracts by way of wager is void. This is the interest required by statue r the statutory shareholder. If this agent is absent, the insurance is illegal or void and no agreement between the parties dispensing with this requirement can be effective. In an action upon such a contract if the insurer does not raise the plea of want of interest neverthel ess the court of its own motion may refuse to enforce the contract. Courts however, lean in favour of the existence of a valid interest as far as possible, so as to render the contract enforceable.It has also been held in some cases that there is nothing illegal about the insurer paying on policy without interest as the objection or want of insurable interest is purely technical and has no real merit as between the insurer and the insured. Let's take a case law in detail that will clear the picture of the difference between these two kinds of insurable interest. In the case Macaura v. Northern Assurance Company, one Macaura insured timber in his estate against fire. He sold timber to a company of which he was the sole substantial shareholder.Thereafter most of the timber was destroyed by fire and he demanded that he should be indemnified. The insurer succeeded in refusing to comply with the demand. The insured had no statutory interest in the assets of the company though too he woul d suffer loss on the company losing its property, nor he had any contractual interest under the policy because he could not prove interest at the time of the loss. Though the insured had no statutory interest the policy was held to be not a wagering contract because even being the sole shareholder he had an interest or better call insurable interest in the property.VI. TIME OR DURATION OF INSURABLE INTEREST The time when the insurable interest must be present varies with the nature of the insurance contracts. The question is whether insurable interest should exist at the time when the contract is formed or should it also continue to exist until it is discharged but as we have seen in life insurance the presence of insurable interest is necessary at the commencement of the policy although it is not necessary afterwards, not even at the time of occurrence of risk.So it should be there in life policies at the time of taking the policy it need not exist at the time when the loss takes p lace or even when the claim is made under the policy. Life insurance contracts are not strictly speaking contracts of indemnity. In fire insurance, it's required both at the commencement of the policy and at the time when the risk occurs. In a sense, therefore it may be said that insurable interest is doubly insisted upon in fire insurance.The insurance interest is necessary at both the times because it is treated as a personal contract and also a contract of indemnity. And even the onus that the fire was intentional is on the insurer and not the insured. In a marine insurance contract the presence of insurable interest is necessary only at the time of the loss. It is immaterial whether he has or does not have any insurable interest at the time when the marine insurance policy was taken. VII.INSURABLE INTEREST vis-a-vis LIFE INSURANCE CONTRACT Life insurance contract is not a contract of indemnity and a person affecting a policy must have an insurable interest in the life to be assu red. In the life insurance policy persons having relationship by marriage (example, husband and wife), blood (example, father and son) or adoption (example, adopted son and his mother), have been recognized as having insurable interest. Few examples of relationship which have insurable interest in the life of other: * Child has the insurable interest in life of parents and vice versa even the illegitimate child. Wife has an insurable interest in the life of husband and vice versa * Debtor has an insurable interest of the life of creditor and vice versa * Master has an insurable interest in the life of servant and vice versa * A company has an insurable interest in the life of manager or director or partners or other employees and vice versa * Husband or wife have a insurable interest in the life of father-in- law or mother in law and vice versa * Insurable interest in the life of grandparents and vice versa * Insurable interest of a person on his own lifeInsurable interest in India need not be confined to a pecuniary interest. Sentimental interest or an interest based on close family relationship may constitute a sufficient insurable interest. The closeness of relationship operates as a protection to the life of the insured and does not place him in the danger of being murdered. But when a person seeks insurance on his own life, the question of insurable interest is immaterial. There can also be no element of wagering, for whatever gain may accrue, will be by his death and that is no gain.No man will gamble on his own life to gain a pyrrhic victory. And if somebody commits suicide to get the benefit of claim for his beneficiary or relatives his claim will not be entertained. VIII. INSURABLE INTEREST VIS-A-VIS MARINE INSURANCE CONTRACT Insurable interest is a special requirement of the marine insurance contract and any valid contract of marine insurance can be entered onto by person only if he has insurable interest in the marine adventure. And what is importan t for insurable interest is that: ) There should be a physical object which is exposed to the marine perils 2) The assured must have some legally recognized relationship with that object in consequences of which he benefits by its preservation and is prejudiced by its loss or damage. Few instances which show insurable interest in a marine insurance policy: 1) The insurer under a contract of marine insurance has an insurable interest in his risk which he may re-insure. 2) The lender of money on bottomry or respondentia has an insurable interest in respect of loan . ) The masters of the crew of a ship have insurable interest in their wages. IX. INSURABLE INTEREST vis-a-vis FIRE INSURANCE CONTRACT Few instances of persons who can have insurable interest in any insured property by fire: 1) Owner of the property , joint owner, sole owner, or a farm owning the property 2) Lessor and lessee both have insurable interest on any property 3) The vendor or the purchaser both have the right 4) T he mortgagor and mortgagee 5) Trustees are legal owners and beneficiaries the beneficial owner of the trust property and each can insure it. ) Bailees such as carriers, pawnbrokers or warehouse men are responsible for the safety of the property entrusted in them and so can insure it. X. CONCLUSION To be legally enforceable, all insurance contracts must be supported by an insurable interest. Insurance contracts must be supported by an insurable interest for the following reasons. * To prevent gambling: Insurable interest is necessary to prevent gambling. If insurable interest is not required, the contract would be gambling contract and would be against public interest. For example you can insure the property of another and hope for an early loss.You can similarly insure the life of another person and hope for an early death. These contracts would be gambling contracts and would be against public interest and public policy and so need to be checked and stopped. * To reduce moral hazar d: Insurable interest reduces moral hazard. If insurable interest is not required, a dishonest person could purchase a property's insurance belonging to someone else and then deliberately cause a loss to receive the proceeds; but if the insured stands to lose financially, nothing is gained by causing the loss.Thus moral hazard is reduced. In life insurance, insurable interest requirement reduces the incentive to murder the insured for the purpose of collecting policy claim or anyone can set fire his home to claim the fire insurance claim or one can kill any third person insured by him. * To measure the amount of the insured's loss in property insured: Finally in property insurance insurable interest measures the amount of the insured's loss. Most of the property insurance is contracts of indemnity and the measure of recovery is the insurable interest of the insured.In the event of loss, payment cannot exceed the amount of one's insurable interest as the principle of indemnity shall apply. The object of insurance in such a case is to indemnify the assured to the extent of the commercial value of the thing lost. It follows that unless the assured has a pecuniary interest in the thing insured, no question of loss or indemnity shall arise. A person cannot therefore, insure a thing, the loss of which cannot cause him any financial loss.A policy of insurance therefore is void if the insured has no such pecuniary interest in the subject matter of insurance. Any person who would suffer from the destruction of loss of a thing has insurable interest in that thing. Therefore, we can conclude that an insurable interest is essential for making any insurance agreement a legally binding insurance contract. BIBLIOGRAPHY 1. Emmett J. Vaughan & Therese Vaughan, Fundamentals of Risk and Insurance (9th Edn. 2003) 2. Dr. Rakesh Agarwal (Ed. , Guide to Practice of General Insurance (Paper No. 11 of I. I. I. ) (Key for Licentiate Examination), (2nd edition, 2011) 3. Centre of Public ations, Handbook on Opening of Insurance Sector – Policy, Regulations, Guidelines and List of Foreign Companies (2011) 4. H. Narayanan, Indian INSURANCE – A Profile (2008) 5. C. L. Tyagi & Madhu Tyagi, Insurance – Law and Practice (2007) 6. India Brand Equity Foundation http://www. ibef. org/ 7. Investopedia

Report on Robi

[pic] Career Planning & Development in ROBI Table of Contents Acknowledgement04 Executive Summary04 Objective05 Primary Objective†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 05 Report Objective†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦05 Methodology05 Limitations05 Company Overview06 Mission †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 06 Vision†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦. †¦Ã¢â‚¬ ¦06 Theme†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 06 Major Milestones of Robi07 Statement of the Topic08 Training Programs in Robi†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦.. 8 Importance of T&D Process In Robi†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦09 Training Process In Robi10 In-House Training†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 10 Foreign Training†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦10 Supervision of training by ROBI HR Department†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 11 Objectives of Training Programs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 12 Training Plan Trainee †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦12 Training Needs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦ 12 Training Time†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 12 Training Place†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 13 Trainer †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦14 Trainee Evaluation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 14 Table of Contents Development Programs in Robi†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 15 Importance of Development Programs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦.. 15 Development Process In Robi Way of Conducting Development Process†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 16 Job Rotation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 16 Junior Board†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 16 Problems of T&D Process in Robi†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 17 Recommendations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 8 Conclusion†¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 19 Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 20 Acknowledgement The term paper on is prepared for Dr. Zahed Husain Sikder, the course instructor of undergraduate program, School of Business at American International University of Bangladesh (AIUB). This report is the partial requirement of HR Planning and Forecasting (BBA-00986) course during the Summer-2011 and submitted at the same semester. Executive Summary Telecom industry is one of the significant industries of Bangladesh.There are some very strong participants in this sector, which has made this a very competitive market. Despite the high entry costs, new companie s are gradually coming into this industry. Currently there are 6 competitors in this telecom market in our country. AXIATA Group take over the ownership of AKTEL and very recently they have been reformed with new slogan, new motto and last but not the least, they have changed their brand name to ROBI from what it was earlier, AKTEL. Good quality with providing full customer satisfaction is the main mission of ROBI.As because AXIATA Group came with a new name and new mission, they have set their target customers primarily will be young generation and apart from that they will try to reach more of their existing customers with their new products and services and also they want to make huge contribution in the socio-economy of our country. So their focus is to provide refreshment to the customers in a comparatively cheaper call rates and other customer services. ROBI have some competitors for example: GrameenPhone Ltd, Bangla Link, Airtel Bangladesh, City Cell Ltd, and Tele Talk. ROBI wants to make huge impression in this industry and they ill try to capture more and more market shares, so they will inform all aged people by following advertising and other sales promotion. As it has changed their name, it is little bit difficult to capture the customer’s attraction and once the customers will familiar with the product, and then it will be very easy to launch our product in its selected areas. ROBI is always trying to focus improving its products and services based on customer demand, satisfaction and preferences. Objective Primary Objective: The primary objective of this project is to learn about the Training and Development process of the ROBI mobile company.Report objective: ? Detailed information about Training and development process of the company. ? To focus on different types of Training programmes, Supervisor of the programmes, Trainee, Trainer, Training time, Training place, Training needs, Trainee evaluation. ? To focus on different Development p rogrammes and different Development process. ? To know the problems of Training and Development process and recommendation for that problems. Methodology We used Secondary data to make this report. And that is why the data and information is taken from newspaper, business magazines, and catalogs and also from the internet.Limitations The major limitation factor for this report was primarily the reluctance and strict devotion to confidentiality maintenance attitude shown by the official website of ROBI mobile company. Moreover, some information was withheld to preserve privacy of the company. So, we couldn’t give the exact information always. Most of all we had very little time to finish this project. If we had some time more the project could have been better. But inspite of that we have tried our level best to make the report data more meaningful. Company Overview Robi is a dynamic and leading countrywide GSM communication solutions provider.It is a joint venture company bet ween Axiata and NTT DoCoMo, Japan. Robi was officially commenced its operations in 1997 among the pioneers GSM mobile telecommunications provider in Bangladesh. Covering all 64 districts of the country, Robi  has become the first mobile operator to connect Tetulia and Teknaf, the northern and southern most points of Bangladesh and the first to provide seamless coverage along the Dhaka-Chittagong highway. Robi  supports 2G voice, CAMEL phase 2 and GPRS/EDGE service with high speed internet connectivity. It has the widest International Roaming coverage in Bangladesh connecting 440 operators across 203 countries.Robi’s GSM service is based on a robust network architecture and cutting edge technology such as Intelligent Network (IN), which provides peace-of-mind solutions in terms of voice clarity, extensive nationwide network coverage, and multiple global partners for international roaming. Robi  customer centric solution includes value added services (VAS), quality custom er care, easy access call centers, digital network security, and flexible tariff rates. With its strengths and competencies developed over the years, Robi  aims to provide the best quality service experience in terms of coverage and connectivity to its customers all over Bangladesh.Vision: To be a leader as a Telecommunication Service Provider in Bangladesh. Mission: ROBI aims to be achieving its vision through being number â€Å"One† not only in terms of market share, but also by being an employer of choice with up-to date knowledge and products geared to address the ever changing needs of our budding nation. Theme: â€Å"Customer First† Major Milestones of ROBI ? First time introduced the ‘mobile Plus (PSTN Incoming Connectivity only) Product Services' in Bangladesh. ? First time introduced the Tele-Ramadan (Timing of Iftar and Sehri during Ramadan) under Tele-info Services in Bangladesh. First time introduced the Seamless Coverage throughout the Dhaka- Chitt agong Highway and named it as ‘Chittagong Dhaka Corridor (CDC)'. ? First time introduce the full fledged IVR based Customer Services (Call Center) in telecom market. ? First time introduced cellular services in the most northern part of Bangladesh by launching ROBI Service in Rangpur and Dinajpur in 2002. ? TMIB brought Twenty Six (26) Districts and the outskirts under ROBI network by the end of Year 2002 successfully. ? Introduced the automatic system generated bill amount and payment request for the Post-paid subscribers in 2002.The automatic unbarring facility, after necessary payment making by the subscribers, is also a part of this system. Today, ROBI is recognized as a leading brand in Bangladesh and this is driven by our persistent pursuit of quality and technology, putting it clearly ahead of the rest. The future with ROBI is promised to be exciting as we strive to employ the best resources and latest technology in offering many more innovative and exciting products an d services Statement of the Topic We have selected the topic of Determination of Training and Development needs in ROBI for our report. Training Programmes in ROBIThe training program is a vital link in the process of converting the recruit into productive representatives. The money, which is spent on recruiting and selecting people, may be wasted if their selection is not followed up with the proper training programs. Additionally, experienced reps may not improve or even maintain their productivity if they are not provided with an adequate amount of continual training. So the purpose of training is to relate and improve the specific performance related skills, attitudes, perception and behaviors require people’s success with the state of readiness of the force.As ROBI is the leading provider of telecom services, they always want to serve their best. That is why, they have very strong and effective training department to train the best training to their employees. At ROBI th e top-level management believes that their primary competitive advantage comes from their employees. In the ever-changing mobile industry, all of they must continuously upgrade their skills and knowledge in order to maintain this competitive advantage. Their training programs are based on the job natures and the performance of the employees.Their goal is to attract, retain and motivate the very best and to do that they support training, development, and business education. Importance of Training and Development Process in ROBI Training and Development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. In other words it means taking human inputs recruited or even existing employees and turning them into productive part of the company. ROBI believes that Training programs should be taken as a continual, ongoing process, which improve the scenario in different dimensions such as: ?Training process is conducted to provide the freshers the basic knowledge which is required to perform their specific job perfectly. ? Robi provides practice session for the new employees, to implement the basic knowledge. Because Robi believes on the more practice the more perfect empolyee. ? Training provides the people with better improved knowledge, working habits, working techniques which are essential part to achieve both employee and company satisfaction and thus retaining them in the long run. ? Training programs also help trainee to develop positive attitude about themselves and company as a whole.As a developing country, Bangladeshi people, in general, are not very aware about the technological changes that are taking place. Through Training and Development process ROBI wants to make the each and every employee that much capable so that they can prove themselves as one of the most vital weapons to achieve overall, long-run goals of the organization. And from these discussions we can reali ze that how important the Training and Development process is in ROBI. Training Process in ROBI ROBI uses different training technique depending on the training content, urpose of the training program, participants of the program as well as time required for the completion of the training. The training program of ROBI is conducted before sending the entry level employees to the workstation. The training need of each employee is analyzed through two processes: TNA: Training Need Analysis SGA: Skill Gap Analysis The results of these two Training Need Analysis processes measures how much training each employee needs There are two types of training process: 1. In-house training: This training is provided through the vendors.Employee supervisors or line managers provide a coaching for the new employees. In coaching, lectures are delivered to provide knowledge related to the specific jobs. A lecture is the best way to present a basic outline of a subject in a shorter time to a larger numb er of trainees than any of the other techniques. For example, when information about ROBI’S products, new services, and new findings in the research and company information, market condition is to be given to the trainees then the training department adopts lectures.With this technique, a trainer can handle a higher number of participants and give greater volume of information within a short time period 2. Foreign training: To implement new technology Robi have to train their new employees from foreign countries. They have arranged for international training for their employees according their performance . In this case the employee has to sign a Bond assuring the company that he will not leave company next few years. This duration varies based on the training. Employees are mainly sent to Malaysia for this higher training.The cost of relocations, the whole expense of food and housing are providing by ROBI Company as long as they are in the abroad for training. Job rotation: ROBI provide job rotation to the entry-level employees. In this process they don’t send their employee of one department to another department for training. What they do is that they just send employee of one branch to another or one region to another. Discussion: In ROBI, when any new system is launched or when there is any need for changing the technique or policies, discussion is used as a training method where both the trainer and the trainees can share their thoughts and opinions.During the leadership training, induction training as training on advanced selling skill; the training department usually prefers discussion. Sometimes, when cases are given to the trainees to solve the problem and suggest recommendation, group discussion also takes place among the trainees. Supervision of training by ROBI HR Department Though the training programs are provided by different departments, the overall supervision is upon the HR department. They look after the overall process and do some routine functions. They are as follows: ?Prepare, maintain and update training related database. ? Prepare career development plan ? Prepare induction training manual/modules ? Evaluate training program ? To Make agreement between ROBI and employees for overseas training ? To communicate with different local training institutions ? To communicate with trainers/instructors. Objectives of Training Programs in ROBI A primary objective of many training programs is to teach the force how to be more productive. Usually, a person’s productivity will increase with experience.But if training can substitute for some of the needed experience, higher productivity levels should be reached earlier. Training Plan Training gives new employees the skills required to perform their jobs perfectly. So make the training program perfect ROBI plans some steps, which are helpful for the fresher. ROBI follows the following steps to conduct training. ? Trainee: As newly hired person doesnâ€℠¢t have enough knowledge about the company and his job, training can help them in this regard. Although experienced people have knowledge about their job still they need training to cope with the changing world. Training needs: ROBI mainly follows ‘need based training’. That is, whenever the supervisor finds that his/her subordinates’ need sufficient training; they immediately take necessary steps and arrange training programs. They are as follows: ? Performance testing ? Job analysis ? Force survey ? Performance survey ? Observation ? Training times: Timing of the training has two basic attitudes. Some organizations prefer training first than go for the job, where as some organizations want training based on after job performance.ROBI, the Training programs are made as yearly basis for providing training on techniques and skills for all level of their employees including the ones from other departments because they believe that in a organization everybody needs to have skill. The marketing department, sales department and HR department altogether do the overall plan. This yearly plan for training is enhanced by the monthly meetings held in every spots where ROBI has subsidiaries. These meetings are referred to as Pre- cycle Briefing meeting. These meetings try to find out in which areas and for which employees training is needed.In the beginning of the training, expectations from each participant in the training program are assessed and according to that the managers design the content of the training. At every meeting, each department discuss and analysis the performance of the worker of their department in the past month and identifies whether they are performing accordingly or not. If someone fails to perform and cannot reach the objective then the need for training arises. Plan of every individual department also has significant impact on the training plan because only proper training can ensure the implementation of the plan.The yearl y plan for providing training makes sure that it can be helpful for the achievement of the objective of the plan. The training department plans the training before 2-3 months from the time intended to provide the training to the employees. The Training Manager is responsible for preparing the budgeting, plan on which training for whom in all department, planned actions, and also give guidelines to the Human Resource Department for recruitment and selection. However, Training Manager specifically works with the related training.According to the company’s perspective, everybody should have knowledge about their related job. So, the Training Manager plans what type of training is required for new recruits and the existing personnel and how the training is going to change the current performance and will help in achieving the desired level of performance. Both the managers analyze the performance of the trainee after attending the training program taken place in the last month an d set strategy for the next month’s training plan. ? Training place: Training can be provided in both centralized and decentralized manner.Centralized training occurs when all the people come to one central location (often home office) to have training. On the other hand decentralized training of people is usually held in field or regional offices. ROBI follows both centralized and decentralized training. General management training program for the top level executives are mainly held in the home office because centralized school normally has more formal facilities for training than are available in the field. As top-level executives need more advanced training, that’s why, it usually held in the head-office.On the other hand, those whose works are mainly field based, they often have to go with their senior people to the field, have to do on-the-job training, attend seminars, conferences etc to increase their outer knowledge. ? Trainer: A trainer is the person on whom the success or failure of the whole training program is dependent. There are three types’ trainers by, they are- I. Regular line executives II. Staff personnel and III. Outside specialists. Because each has certain advantages, it is not unusual to find organizations using all these three types as well as using one or two types.It basically depends on the size of the firm, the characteristics of the product line, the focus of the training where the sessions are held etc. ROBI has both line executive trainer and outside specialists. The HR manager and senior supervisor usually train their own force. In that way, the trainer can get better understanding about the laggings of their force and can take necessary steps according to that. On the other hand, force also get known environment because of their own supervisor as their trainer. Robi also bring outside specialists from abroad like Malaysia.In this way, they get the most advance and recent information from their competitors. ? Trainee Evaluation: In ROBI, The effectiveness of a training program is measured by evaluation of the trainees. This evaluation is necessary in terms of assessing the value of the training and in terms of improving the design of future programs. There are mainly four outcomes based on which the organization evaluates the success or failure of each training program. The four outcomes are- reaction, learning, behavior and results.After each training session, each must have to submit an ‘annual assessment’. In the annual assessment, each trainee is asked to do report regarding the training program and is asked to do presentations on the items they have learnt. During the training, quizzes and assignments are also given among the trainees. The effects of training on their performance are evaluated through the performance they have done after taking part in the training compared to the performance they used to do before the training and by this the organization measure th e effectiveness of that training program.The trainees who have gone abroad for attending the training program are required to submit a report regarding on the materials taught in the whole training program. This type of evaluation helps both the trainers as well as the trainees. The trainees can compare their own performance and try to improve according to that. The trainers can judge the effectiveness of training and can develop better strategy for the upcoming training program. Development Programmes in ROBI Management development is any attempt to managerial performance by imparting knowledge, changing attitudes, or increasing skills.For the past few years management developments focus has been shifting from preparing managers to fill higher level slots to preparing them to meet the challenges of managing in past paced environment. Increasingly, therefore, the emphasis is on developing a manager’s ability to learn and make decisions under conditions of rapid change. The ma nagement development program may be aimed at filling a specific position, such as CEO, perhaps with one of two potential candidates. When it is an executive position to be filled, the process is usually called succession planning.Succession planning refers to the process through which senior level openings are planned for and eventually filled. Importance of Development Programmes in ROBI When ROBI selects their own employees to fill the vacant higher positions they look for the employee who are ready to get the higher position. As they do not follow the personnel replacement chart or position replacement card they have to make those employees ready to acquire the higher position ROBI conducts development program for them. It helps those employees to have the ability to take decisions those are required in the higher-level position.Those who deserve the higher position receive a development process conducted by ROBI but it’s true that their development programs are not well o rganized though they take some necessary steps for developing their employees who are working inside the organization. Development Process in ROBI ? Way of Conducting Development Process: Before starting a development program they analyze the employees to what extent they need the development to be fit for the higher position. To analyze this they go through SGA (skill gap analysis). On the basis of the SGA every employee has to have a yearly 40 hours development process.It depends on the current skill of those employees. Every employee of ROBI (from manager to managing director) goes through a career succession planning. Through this career succession planning employees develops their skills to deserve the vacant higher position. ? The Development Process: To conduct a development process ROBI follows the following on the jobs techniques: 1. Job rotation: ROBI provide job rotation to the managerial employees also. But the idea of ROBI’s job rotation policy is limited only to the department. That means they don’t send their employees of one department to another department.What they do is that they just send employee of one branch to another or one region to another. For example, for job rotation they send Marketing manager of Chittagong branch to the Marketing department of Dhaka branch as a manager which position is vacant, but they don’t send a marketing manager to the sells department or HR department or any other branches. 2. Junior Board: It is used for operational decisions in most cases. But sometimes it is used to take very few strategic decisions (example: to design training program). To attend junior board all employees should already receive the initial coaching.In junior board top level managers have a sit with the sub-ordinates and encourage them to provide possible suggestions regarding a decision. The sub-ordinates try to give suggestions through brainstorming using the knowledge provided in the initial coaching. Problems o f Training and Development Programs in Robi Though ROBI follows most of the rules and regulations of standard training programs but still they have some problems with their existing training and development programs. Some of the problems are listed below- ? They don’t have action-learning program.As a result employees don’t get scope to increase their project skill and to know about the problems of another department. ? They don’t concentrate on off the job training. We know, off the job training is sometimes more important to know about the job. ? Review system is not strong enough. As a result it becomes quite difficult to understand how effective the training was. ? Lack of motivation in the training side. ROBI don’t motivate that much while employees took training. They took training just like they are doing their regular jobs. Less scope of developing for the senior employees. Senior employee especially the aged employees don’t have sufficient idea about the changing environment of technology. Recommendation and Ways of Implement of Training and Development Programs in Robi In order to solve the problems with the existing training and development system, we recommend the following suggestion. The ways of implementing those recommendations is also discussed. 1. From the problem part, we become able to know that ROBI don’t follow action learning training and off the job training.We would not recommend implementing action learning training. But ROBI should provide off the job training. Because, for some sectors or jobs off the job training is more valuable than on the job training. In order to implement off the job training in the company they can follow those steps: – ? Select the sectors and employee for this training ? A time horizon for the training. It will be selected by the discussion with the employees. ? Then the trainer would be selected. They don’t need to hire new trainer for this, they can provide off the job training ith their existing trainer. ? Sufficient training materials should be provided to the employees. 2. They should motivate employee to give more concentration on their training. The reason is that motivations don’t cost enough money, but it helps to the employees to learn rapidly. If they are motivated and learn the job then not only they will be benefited, at the same time they will serve the company with their best effort. In order to motivate them, ROBI can provide them various incentives, like- informing them about the benefit of the training, how it will help them, etc. 3.Senior employees should also be developed always. We already mentioned that in ROBI senior employees do not get enough facilities and time to develop themselves. As a result they always have lack of idea about the technological change. In order to provide training for the senior employees ROBI may need to provide different sessions like action learning, case study method, mana gement games. So, it may cost ROBI. But in the long run, they will be benefited. Conclusion ROBI is trying to cope up with the changing market situation and that is why they have come with a new name, new slogan and new mission.To be very frank, the telecom sector of our country is totally dominated by GrameenPhone Ltd, with its extreme superior network coverage and customer services. Also in last year, Bharti Airtel made its entrance in our country by capturing the ownership of WARID telecom. So this telecom industry will be in a fluctuating situation within a very short time. Technologically ROBI is lagging behind far more than GP. So to make progress and capture the more market share it needs drastic steps to make improvement.ROBI has a very passionate and hard working marketing department, very dedicating customer service team who are trying their level best to take ROBI one step ahead because previously its slogan was ONE STEP AHEAD. Although its slogan has been changed but its vision should be like this to cement its place into this industry. We hope ROBI will be successful with its new brand name and its products and services. Bibliography Name of Websites Are- http://www. robi. com. bd/ www. google. com www. en. wikipedia. org www. gsmworld. com www. btrc. gov. bd www. aktel-users-group. blogspot. com ———————– 2

Any topic relating to Macroeconomics Essay Example | Topics and Well Written Essays - 750 words

Any topic relating to Macroeconomics - Essay Example The exchange rates have a close impact on the exports and imports of the country because when people exchange goods across borders they want to be paid in their own currency and hence the need to exchange value and an exchange rate arises. There are certain benefits and certain disadvantages associated with each and every trade system and so does the free floating exchange rate, the free floating exchange rate is the basis of uncertainty in the economy because there are no blockades at any end for the free floating exchange rate to be limited, it fluctuates rapidly and hence the environment for trade and investment is not a very feasible one. Another added disadvantage of this type of this kind of an exchange rate is the element of speculation. The advantage of the exchange rate system is that it balances the balance of payments and the governments do not have to worry in this regard. b)Dirty Floating: dirty floating, as the name implies is managed exchange rate systems, these systems are managed by the central bank of the country and it basically determines boundaries within which to keep the exchange rate value, if the rate crosses the maximum value then the central bank supplies more into the market so that the rate falls down and when it rises exactly the opposite happens. The advantage of having such an exchange rate system is that it adds a lot of certainty to the trading and the investment procedures and cracks down on speculative measures. The disadvantage of this system is basically to the government because it has to take measures to control the whole system and also the added responsibility of the balance of payments falls squarely on to the shoulders of the present government. c) Fixed exchange rates: In this type of exchange rate systems the rate is fixed at one point and the government should be ready to buy and sell as soon as there are any

BUSINESS MODELS, CUSTOMER & CROSS-CULTURAL EXPERIENCES Assignment - 4

BUSINESS MODELS, CUSTOMER & CROSS-CULTURAL EXPERIENCES - Assignment Example The yearly quantities can be approximated. For example, 8.5million cosmetic surgical actions were undertaken in 2001. In addition, doctors undertook 127,000 laser skin procedures of non-ablative nature. The marketing strategy in this instance evaluates technological and design issues in cosmetic surgery. Besides, the company establishes the capability of the present market share, market size, and position of competitors. Also, the effects of substitute products are evaluated e.g. LED devices and takes into account the negotiating power of current and prospective clients. The company ought to proceed to outsource the design and development of laser technology for Gentle Waves from the Virginia Beach, Light Sciences Company. They will merit from economies of scale and better bargain than engendering one. As a CEO of the company, I would invest heavily in skin treatment, excellent client service and search for enhanced negotiations with Gentle Waves suppliers. In addition, I employ more skilled personnel to handle with swelling clients numbers. Part A: The film shows the combination of diverse talents to pave the way for computer technology. The individuals have extraordinary brilliance in computer hardware, programming, and security. The strategy used in this case is technological and industry explicit (Porter, 1998). Exceptional expertise is needed to generate a contemporary computer prototype. According to the pioneer student development of computer security, software and hardware will meet user prospects. Consequently, entrepreneurship originates from invention, execution and design control thus enabling a constant stream of future income. Patents and copyrights particularly safeguard and maintain the achievements in design, technology and innovation thus prompting few competitors. There are substitute products, but not a serious threat since the invention is unique. Cosmetic surgery is on high

The Efforts Put in by Roosevelt in the Building of the United States Case Study

The Efforts Put in by Roosevelt in the Building of the United States - Case Study Example Franklin Delano Roosevelt was born in the year 1882 on the 30th of January in Hyde Park which is located in the city of New York. He was the son of James and Sara Roosevelt. He studies at Harvard College and studied law at the Columbia Law School. He was a lawyer by profession. He got married to Anna Eleanor in the year 1905. Franklin Roosevelt entered politics following the footsteps of his cousin, President Theodore Roosevelt. He was a Democrat and became actively involved in politics. In the year 1910 and again in 1912, he became elected as a member of the Senate of New York. In the year 1913, he was given the role of the Assistant Secretary of the Navy by President Wilson. He played a crucial part in the preparedness of the forces of the United States for the First World War. He was known for his hard work and strength that he put in for the completion of his roles by the members of the Democratic Party. Owing to his good position in the party, in the year 1920, he was nominated for the position of the Vice President by the Democratic Party (WhiteHouse.gov; Miller Center). The year 1921 was a difficult year for Roosevelt as he was diagnosed with the crippling disease of polio. With the assistance of his loved ones as well as self-motivation and courage, Roosevelt managed to rise from the illness and recover. He gained his strength and joined politics again in the year 1928. His success upon his return could be assessed by the fact that he became the Governor of New York in the same year.

Parthenon, Acropolis Essay Example | Topics and Well Written Essays - 1250 words

Parthenon, Acropolis - Essay Example The construction of the building began under rules and orders from Pericles to illustrate the wealth, mighty and exuberance of the Athenian authority in managing their issues. The structure derived its name from a cult effigy of Athena Parthenos that is normally in the eastern room of the structure. The elegant and magnificent design was erected of ivory and entailed gold and was initially sculptured by a renowned sculptor and designer Phidias during his hey days. The sculptor derived his skills from the intense faith and beliefs the Greek dedicated most buildings and structures to gods. For instance, the Acropolis based structure as it was dedicated to Athena to be grateful the Goddess for their continuous prosperity and success (Peter et al., 254). The construction and finishing of the Parthenon were lastly finished around 432 BC. Significantly, the structure proved to the world the domination and supremacy of Athens. This is because, during that time structure illustrated development of regions (Korina et al., 78). The cosmic preponderance of the money applied on the construction was collected from the established Delian League funds. The league was an accord between the Greek various states in league designed against the Persian Empire, which was enormously controlling the close by territories (Clair, 84). To create a favorable environment for the erection of the building two years prior to the beginning of construction of the Parthenon, the larger Athenians struck a peace accord with their adversaries the Persians ending the war. From there, the League continued with its existence and afterwards the league stopped assuming the roles of mutual defense on Persia but became a portion of the Athenian larger Empire. The theory w as properly reinforced after the Athens decided to move the Leagues reserves from the Pan-Hellenic haven at Delos to the Parthenon called Opisthodomos room. The piecework was highly magnificent construction to look at

Critically examine the problem of corruption in the practice of Essay

Critically examine the problem of corruption in the practice of mediation and arbitration of international disputes - Essay Example onsequences for â€Å"stakeholders and society more broadly†.4While corruption is most often associated with bribery, corruption can occur by other means such as fraud, procurement of a specific outcome, conflicts of interests, improper enrichment and other dishonest mechanisms.5 Most states acknowledge that it is possible for an arbitral award to be obtained by virtue of corruption. At international law, the limited grounds upon which an arbitral award can be reviewed include the â€Å"procurement of the award by corruption† or corruption on the part of an arbitrator or arbitrators.6 Since mediators do not make binding decisions and merely help the parties arrive at their own resolution, the problems of corruption among mediators and parties in international disputes are not as problematic as corruption in binding arbitration.7 In either case, arbitrators and mediators are at risk of corruption charges in instances where the parties are denied equal treatment.8 Safegua rding against corruption in international mediation and arbitration is particularly important because it provides an alternative dispute resolution for parties suspicious of corruption among local judiciaries.9 For the most part, any business sector which might be entrusted with power is typically subjected to a code of conduct which is designed to engender trust in those sectors and thereby reduce perceptions of corruption. Some such codes are the European Code of Conduct for Mediators and the Code of Ethics for Arbitrators in Commercial Disputes. These codes define what amounts to tolerable standards of conduct, the role of the mediator/arbitrator and their duties and responsibilities.10 Setting standards of conduct however, does not by itself ensure that international arbitration and mediation are free of corrupt practices. In this regard, international conventions have established laws that indirectly identify corrupt practices and provide for enforcement techniques for corrupti on. For instance by virtue of Articles 34 and 36 of the UNCITRAL Model Law 1985 an arbitral award is subject to challenge and may not be enforced if the award is inconsistent with public policy.11 Article V(2) of the New York Convention 1958 makes a vastly similar provision.12 An award which is procured by or given under the auspices of corruption is typically perceived as inconsistent with public policy.13 As early as 1963 the ICC set a standard of conduct for dealing with cases in which corruption was obvious. The case was ICC Case No. 1110 in which arbitrator Lagergren did not determine the merits of a case when he found that there had been corruption. The case related to a contract in which an English company had agreed with an Argentine entity acting as intermediary for the acquisition of a utilities’ contract in Argentina. The agreement called for the Argentine entity to receive a commission of 10 per cent of the contract’s value. When the English company did not make good on the agreement, Lagergren ruled that he did not have jurisdiction since: Parties who ally themselves in an enterprise of the present nature must realize that they have forfeited any right to ask for assistance of the machinery of justice (national courts or arbitral tribunals) in settling their disputes.14 Developments since ICC Case No. 1110 indicate that arbitrators would rule on the merits of

Peer Reviewed Articles Essay Example | Topics and Well Written Essays - 500 words

Peer Reviewed Articles - Essay Example it of exhibiting bureaucratic element who are underpinned on the planning budget of every financial year, controlling and organizing the institution management board. The dichotomy between the two has been backed by theories related to management that are consistent with scientific management proposed by Fredric Taylor. Jointly the finding has a revelation that present time is not getting updated information on 21st century. Abraham Carmeli, Roy Gelbar &Roni Reiter-Palmon. Leadership, Creative Problem-Solving Capacity, and Creative Performance. Human Resource management 2013, Vol. 52, No. 1. Pp. 95–122Â © 2013 Wiley Periodicals, Inc. The article Leadership, Creative Problem-Solving Capacity, and Creative Performance: The Importance of Knowledge Sharing was written by Abraham Carmeli in collaboration with Roy Gelbard and Roni Reiter-Palmon who presented a dyad of studies. They examined the possibility of leaders that are supportive of their behavior to enhance knowledge sharing and the employee creative problem solving capacity could have an influence on enhancing creative performance. The two reviewed studies had a revelation that leadership with habitual supportive behavior is directly and indirectly related, however, both internal and external knowledge sharing to creative problem solving capacity. It was observed that creative problem solving was related was related to a duo dimension of creative performance that is fluency and originality. In overall, the finding highlighted the complexity of the process by which leaders facilitate both internal and external knowledge sharing and employee creative problem so lving in order to increase the employee performance. The reliability of the two article was determined by examining the authors. They were experts in the field of the authorship presented. Secondly, the article was reviewed by other authors in the same field before the article was published. This makes the article reliable (Weller, 2001). Two criteria

Research method Assignment Example | Topics and Well Written Essays - 2500 words

Research method - Assignment Example The bank presents different offers to Super Cars; the option to receive payment after three months of entering the deal, or receiving the payment after one year. By unleashing these contrasting offers, the bank wants to also shield itself from the effects of uncertainties in the international market, thereby offering Super Cars minimum cushioning from the same. The Super Cars’ resolve to opt for the three-month payment duration presents better value for the firm, and subsequently affirms greater exposure to risk for HSBC. Finally, HSBC evaluates two options with the foreign currency it acquires: to either convert the currency to dollars immediately or after one year. This is done through examining strategies to mitigate effects of currency value fluctuations that the bank could use. The USA Super Cars sells luxury sports cars to buyers in different destinations around the world. Over the next one year, the firm will be expected to supply the UK, Japanese, Canadian, South African and the local US markets with sports cars. In order to determine the expected prices of the products at the time they will be shipped to requested destinations (the cars will be required exactly one year from now), the firm has taken forecasted estimates of the dollar’s exchange rates against the foreign currencies in the target markets. This way, it is possible to fairly estimate the amount of revenue expected from the sales, considering both the lower and upper bounds for the same. This report examines the value of the offer presented by HSBC to USA Super Cars, its ability to cushion the latter from expected risks and the ability to generate a profit for HSBC. Note: In these calculations, the totals are subsequently divided by n = 27 (the number of cars that have been ordered by the domestic and foreign buyers) in order to work with the formula for z-scores. = (81,481.48 – 113,011.1) / 16,491.40 = -1.912, equivalent to the

Platos Republic Essay Example for Free

Platos Republic Essay Socrates describes a perfect city in Plato’s The Republic. Many questions are asked in the book, such as â€Å"What is an ideal city? † Or, â€Å"What is justice? † And, â€Å"Is justice in the city possible? † Socrates tries to find the real meaning of the word justice. He starts with justice within a single person, and then he tries to take that concept and apply it to the city. Then, to figure out the perfect city, he goes back to the single person to find justice there. He shows that the perfect city needs the people in it to be assigned to their place. People who play their role in the city must be people of justice for the city to have justice. For Socrates, his idea of a perfect city has all the needed requirements for the city to exist with harmony. In order to develop the idea for a perfect city, Socrates has to create two versions of his city. In his first version of a city, each person in the city fills a need for the city. They are like gears in a watch, and they must fit perfectly. But a city that runs well like a watch doesn’t make a just city. Socrates brother points out that people need luxuries and entertainment. So the second version of the city needs luxuries. Platos ideal city is really the search for the truth of justice, if Socrates were able to find the relationship between the soul and city in his ideal city then he would have the true meaning of justice. We saw from the reading how he broke down the citys parts and also the soul. According to Plato, Socrates broke down the perfect city into four parts; each part is tied to a specific virtue that he believes will help define justice. The first three virtues are wisdom, courage, and moderation. Wisdom is the whole knowledge, which describes the rulers of the city. The rulers should be the ones who incorporate philosophy and ruling together to rule the city wisely. Courage describes the guardians, whose job was to defend the city from invasion and take new lands for the city. The third virtue of the ideal city was moderation which is the concept of self-control and each person knowing his or her role, also the concept of one man, one job. In The Republic, Plato divides the city into three classes: gold, silver, and brass and iron souls. Each class is designated to have a specific virtue. He believes that wisdom, courage, moderation, and justice combine together to form The Republic. Plato’s four virtues individually do not produce a perfect society. A combination of the four in each citizen is needed to have the ideal society. In Plato’s idea for the perfect â€Å"republic†, he decides that the basis of the city will be on four virtues. The first of them is wisdom. Plato defines wisdom as knowledge of the city as a whole. Of the three classes, the gold souls possess the virtue of wisdom. The gold souls are the only class whose knowledge goes beyond the mere facts to the level of true wisdom. In the Republic, the gold souls would be the philosopher kings, because they have been taught to see the truth of all things. The idea that philosophers should be kings would infuriate the leaders. Socrates threatened their positions and their qualification for being leaders. This is likely why they made false charges against him and killed him, as shown in his Socrates’ Apology.? The second virtue that Plato defines is courage. Courage is the preservation of the opinion produced by law, through education about what things are bad and what things are good. Courage can be found in the silver souls. Plato uses the example that when dyers want to dye wool, they start with the background. They need the right kind of white material, and they have to prepare it carefully; and if they go to this trouble, you cannot bleach the color out. If they do a poor job of it, the cloth quickly becomes washed-out and faded. Plato uses the dying analogy to city how he wishes to train the silver souls. He states that the people will undergo a precise training. Only uplifting music and physical activity will only be allowed. Plato wants a good upbringing to make the right ideas permanent in them, so that the bleach of pleasure, grief, fear, or death, would not wash the true colors from their souls. Once they get to this point of having a clear, firm grasp of what is really dangerous to a man, they knew their only task was to show courage. The silver souls can be compared with the guardians of the city who were not selected to be the leaders. They are also referred to as the auxiliaries. The third virtue in The Republic, is moderation. Plato defines moderation as the kind of harmony between the brass and silver souls. Moderation is the ability to control desires and to be the master of one’s own self. There are two things at work in a man’s heart. One is good, and one is bad. The bad can overwhelm the good. If the people have bad training or keep company with the wrong people, the bad force grows powerful and can overwhelm the good. If the good one controls them, then there is moderation; but if the bad one controls, they are a slave to their own desires. When a city as a whole is moderate, it is in harmony. Moderation is different from wisdom or courage. It is found not just in the gold and silver souls, but as something that runs throughout the city. The kings and the guardians must possess these to be people of justice and to help the city be a city of justice. The brass and iron class were the workers, and they are not held to the same high standard of sacrifice and knowledge that the silver and gold classes are, but as individuals they are required to have the same balance of the three virtues. However, they are stuck in the cave, looking at the forms on the walls. Their role in the city is to not be as enlightened as their leaders.? The fourth virtue comes when the city has a perfect balance of the other three. That is justice. The ideal city described in the Republic is ideal because it relates all essential parts to bring harmony among the different kind of people and the virtues that go hand in hand with to bring about justice. Socrates did have a belief that the person’s sex should not matter when it comes to their role in the perfect city. People were assigned to their roles based on if they fit the role – that is all. Socrates believed that if a woman can do everything a man can do then so be it. She could become a guardian. So, if a woman is fit for a guardian position, she should be a guardian. This belief was ahead of its time by more than 2000 years. Therefore, the question should be asked, â€Å"Is such a city possible, or is it just an ideal that is good to dream about? † My answer would be that it is impossible because it seems that everyone has a specific role to follow depending upon their abilities, both physically and mentally. What Socrates assumed is that with all the justice, people will be content with where they are. People who do not have much always look at the rich and want that kind of life. People on the bottom are always going to want more, which is human nature. This part of human nature will probably never be kept down, no matter how much justice there is in a city. The people of the city will be happy for some time, but the people at the bottom will ask questions about why they’re stuck in the job they have. When one group decides they want more the happiness will be destroyed, because each group will want more and more. The lower groups always want to reach for the top. When we see kids today, they are always striving to become the best and do something out of the ordinary, something that may be out of their class but if determined they can accomplish any feat. I know from my own experience, growing up in India, that big problems occur in a society when we classify everything, because the lower classes want to be higher. This is just basic human nature. Putting Plato and Socrates city to real life, take any country or city. For instance, India is a country that still has a lot of problems with castes. The highest caste was the educated Brahmins and the lowest caste is still called â€Å"Untouchables. † The Brahmins were only to be knowledgeable, or educated, and there were also people who entered the armies or were placed into them. The armies were the guardians of India, protecting the kingdoms and constantly looking for new land to acquire. The lower castes worked as tradesman and farmers. They took care of the basic needs of everyone in the country by producing products for the entire country. When you look at India today, it is changing. In the cities, you see people succeeding no matter what their caste is. Untouchables are getting educated more and they are not held back from getting a job just because they are untouchable, and India is improving without the required placement of people in lifelong roles. What happened? People do not want to be placed in certain roles, even if the role suits them. It is fine if you are the upper class, but the people at the bottom want to achieve success and rise to the top, which breaks down Socrates’s perfect city. No one wants to be content with being at the bottom; everyone wants to be able to try to be at the top. Platos ideal city would only work if people were content with their God-given positions. If there is harmony between the groups, then there is happiness, as we see in the soul and city throughout The Republic. However, in real life people find harmony with themselves when they achieve their goals and live a good life. I agree with that philosophy because I also want to achieve more and I am happy when I achieve my goals. Unfortunately, no one is truly happy though because people will always want more. Video References ? http://www. youtube. com/watch? v=3bVBpLjh13E ? http://www. youtube. com/watch? v=d2afuTvUzBQ.

Employee Turnover Rate In Tourism And Hospitality Industry Tourism Essay

Employee Turnover Rate In Tourism And Hospitality Industry Tourism Essay According to the World Travel and Tourism Council (WTTC), the tourism and hospitality industry represents one of the most important sectors of the global economy, which contributes a US $6 trillion business that employs over 230 million people and a significant portion of the worlds workforce. In other word, human resource considered one of the most important resources of the contemporary tourism and hospitality industry. The labour supporting a wide range of jobs in many different service sectors, for instance hotels and restaurants line, theme park and entertainment attractions. Personal service is essential to delivering products and service to satisfy customers especially those served in front line, for example waiters, chiefs, receptionists, etc. Since the business scope is emphasis the customers contact all over the time, the lack of manpower may lead the industry in trouble. 2.2 The research problems In fact, the contemporary tourism and hospitality industry is facing a HR crisis where the labor turnover rate is relatively higher than other industry. The bulk of service jobs tend to be temporary, held by the people with no career aspirations in tourism and no commitment to the industry. () That is no doubt that the contemporary tourism and hospitality industry offers job opportunities for the youth, women and less advantaged groups in society. Other than recruitment problems, employee turnover may cause by employee retirement, death, illness or disability, resignation, organization downsizing or termination. The reasons why employees resign may be avoidable where they may experienced unfair treatment, poor leadership, or lack of challenge. Otherwise they leave from an organization with unavoidable reasons, for example immigrate to another state or country, return to university as well as serious illness. () Employees may also leave an organization because of dissatisfaction to th e working conditions, pay and benefit, training and development, the workforce diversity issues, and other potential issue. Consequently, a detailed turnover analysis of why employees leave a hospitality organization is meaningful to arrive at benchmark practices on dealing with the operational and administrative challenges the high level of staff turnover. This research information would represent the factors that influence staffs retention or leave from their job in this industry. Moreover, it helps hospitality trade organizations generate strategies to minimize staff turnover rate yet increase staffs retention by the means of enhancing recruitment policy, job satisfaction, organizational commitment and finally quality of service. 3.0 RESEARCH QUESTIONS What cause employees leave the organizations within tourism and hospitality industry? What are the consequences of high staff turnover to the related service sector organizations? What corrective action should be taken to tackle high employees turnover rate in specify sector? RESEARCH AIMS The aim of this study is to identify the reasons of high staffs turnover in tourism and hospitality industry. Further, this study seeks to examine the impacts of high employee turnover to the organizations in the industry and how organizations tackle this challenge. 4.1RESEARCH OBJECTIVES To examine the reasons of high employee turnover rate in tourism and hospitality sector To evaluate the consequences of high employee turnover in an tourism and hospitality organization To evaluate how organizations satisfy the employees in order to solve the problem of high employee turnover in tourism and hospitality sector 5.0 RESEARCH METHODOLOGY 5.1 RESEARCH DESIGN Each method, tool or technique has its unique strength and weakness. () To ensure the validity and reliable of this study, descriptive research design is used since the research problems is not a new issue and had been sought by previous researchers. () Descriptive research is designed to describe characteristics of a population or a phenomenon, where in this research, is to describe the characteristics of the labor turnover within the tourism and hospitality industry. Further, it may help to examine the ways that may reduce such phenomenon. Therefore, this research will be based on quantitative methods. Quantitative method will be undertaken by distribute survey questionnaires to a large number of respondents in order to obtain accurate information and improving decision making.() Deductive research is the logical process of deriving a conclusion from a known general premise. () Deductive research has been used in this research to test hypothesizes whether certain factors may influence labors resignation and whether high turnover rate would lead tourism or hospitality organization into certain dilemmas. Cross sectional studies method also will be used to conduct this study because the duration to conduct the research is limited. 5.2 UNIVERSE OF POPULATION The population selected to conduct this study will be the employees who engaged in the tourism and hospitality organizations that is high labor turnover rate, for example tourism attractions like Genting Highlands and certain hotels as well as restaurants in Malaysia. 5.3 SAMPLING DESIGN: 5.3.1 SAMPLE SIZE To conduct this research, the selected sample size will be 200 employees within the tourism and hospitality in Malaysia. 5.3.2 SAMPLE APPROACHES Since it is difficult to seek the people who experience high labor turnover rate even resignation in the tourism and hospitality organizations, the research are undertaken by snowball sample. Snowball sample is one of the non-probability samples that selects the initial respondents by probability sample and then obtained the additional respondents by referral from initial respondents. The advantages of using snowball sample are economical and make convenience to the researcher as well as respondents. With this approach, this study can conducted by makes initial interview with the small group and then use these to establish contacts with other relevant employees to answer the designed questionnaires. 5.4 RESEARCH METHOD Secondary data such as journals, textbook, newspapers and website articles also will be utilized when carry through this research. In broad terms, the questionnaires for survey purpose are designed with closed and open-ended questions. The questions designed expect to deliver the reasons of high employee turnover rate together with its consequences to the organizations within tourism and hospitality industry. 6.0 DATA ANALYSIS The data obtained from survey methods will be analyzed by using SPSS VS.18.0 per window. It is used to obtain the descriptive statistic like frequencies, mean and standard deviations that reveals the outcome of the research problem. 7.0 TIME SCALE GANTT CHART November 2010 December 2010 January 2011 February 2011 Chapter 1: Introduction 1.1 Research Questions 1.2 Research Objectives Rationale of the research chosen Chapter 2: Literature Review Chapter 3: Research Methods 3.1 Secondary data 3.2 Focus group 3.3 Case studies 3.4 Survey questionnaires Chapter 4: Data Analysis and Findings Chapter 5: Conclusion and Discussion Binding of Dissertation