1) Background of the Study:
Real estate sector in Bangladesh is emerged at the end of independence war. At that time real estate sector were not lucrative enough. On that time real estate company only constructed the governmental construction. Like Zia International Airport, national monument etc. The pioneers in this sector are “CONCORD”, “BTI” etc. With rolling of time now many company are continuing the real estate business. They already have a good position in market. REHAB is a governing body of a Real Estate company. Which one constitutes new rules, regulation and negotiate with government regarding different matters of interest about real estate sector.
SPL is a real estate company. It is a prominent real estate company in Chittagong. And real estate sector is very competitive now a day. SPL have many competitors in the market like Mishmak, Eternal, Equity, Alfa Builders and ANZ properties etc.
Recruitment means identifying and hiring most right people for right job and performance appraisal is process by which a manager or consultant examines and evaluates employee’s work behavior by comparing it with preset standards, documents result of the comparison and uses the results to provide feedback to show. Recruitment and selection process are very crucial part for an organization. Organizations have to think various subject matter of an employee. Then they select an employee. During working period Employees are evaluated by the organization once or twice a year. So performance appraisal also a crucial part for an organization.
(1.2) Objective of the Study:
Among all activities in Human Resource management the “Recruitment and Selection” and “Performance Appraisal” are very important point of HR. Because this the primary concern of an organization. The objective of the study are given below To know the Recruitment and Selection process of SPL. To identify the problems of Recruitment and Selection of SPL. To study the Performance Appraisal procedure of SPL. To Study based on which criteria SPL Measure their employees. To get an insight into the relative importance of performance appraisal. To recommend some suggestion about Recruitment, Selection and Performance Appraisal.
Sources of Information:
In my report I used both primary and secondary data, which I have collected from the various sources. The primary and secondary sources are given below:
Primary data were collected from: o Consulting with the HR manager. o Direct conversation with other Department Head of the SPL.
o Visiting the office personnel desk.
Secondary Data have been collected from few sources. These are o Data collected from the company previous Record. o Searching the website and related topics included here. o Data has been collected from the employee’s service book.
(1.4) Scope of the study:
The scope of the study is limited within property business in Bangladesh. It is also limited within the organization of SANMAR properties Limited. And for that reason information was very much restrictive within the organization as the real estate business is going to be very much competitive. Here I discuss with topics related to the profile of Recruitment, Selection and Performance Appraisal practices of SPL. In this regard information has been collected from the employees working in the SPL as they are familiar with organization.
With lots of opportunity it has some limitation too, what I face preparing the term paper. The limitations are given below:
The company does not have sufficient source of secondary data and collecting of data was not smooth.
The time was not sufficient to find out, scrutinize all the necessary data and articulate it in the report.
The employees are very busy in their work. So it is very difficult for them to give the necessary data as I required. For huge job pressure I visited more than twenty one construction plant within two days. This was very limited time for me to collect all necessary data from SPL construction plant.
Restriction to disclose:
Some data are very much confidential for the organization. So it is not possible to get all sorts of information. Suppose the finance department didn’t provide me the clear information about the profit and loss of the company.
Lack of available time :
As I am not fresh graduate I don’t have enough time for utilization of Term Paper. So this report may have shortcoming.
In spite of the limitation, I tried my level best to use all the opportunity in collecting the true information.
SPL is now leading provider of luxury projects in the Chittagong city. Architects and design.
“The company aims to have development projects that would be treated as true icons.”
“The company envisages to be one of the most valuable lifestyle developers in the country and placing its corporate identity somewhere beyond mere real estate development. But at the first time it was not a real estate developer company. Construction of Multistoried Residential and Commercial Apartments. It aims to have development schemes in the most desirable and exclusive locations and to build such schemes to a high quality specification that would become synonymous with the group. Residential.(2. Property Management. Shipping Agency. In 1994 it starts its journey as a specialized shipping company. and International Trading.1) Background of SPL:
Generally SPL known as a real estate developer company. Agro Business.”
. With change of time SANMAR HOLDING diversified its business in numerous sector like. Commercial and Land Development. Capital Management. Now SANMAR HOLDING is parent company which established in the port city of Chittagong in 1999. reference points for creativity and ingenuity and take its corporate responsibility to a new level in the real estate development sector of the country.
(2.2) Organogram of the company
Fig 1: Organogram
They focus on numerous sectors.(2.3) Associate Concern of SANMAR:
Sanmar is a group of company.
Fig 2: Concern of SANMAR
Sanmar Properties Limited Sanmar Land Development Limited Sanmar Construction Limited Sanmar Architects Limited Rainbow Shipping Lines Sanmar Capital Management Limited Sanmar Agro & Plantation SPL SLDL SCL SAL RSL SCML SAP
. The all sector are shown below by a figure.
and focused on the improvement of the system and working environment at SPL. without them it is not possible to move forward. Like every human is different and there may be different response for any situation by different people. Here I found employee participation is always appreciated open door policy along with a proper process is defined for every employee to communicate with top level management and if needed. fact based decision making and creating quality and customer satisfaction while exceeding the organization and most importunately. and teamwork. Human Resource management is not just hiring or firing people.I Khasru).(2. following the rules and creating self ethics for our own success. This concept offering complete confidentiality and support for any suggestion or complaints directly made to the head of department. Sales people are those who are generating revenue for the organization. Positive organization behavior. commitment loyalty and hard work are the key learning of my time I have spent working with the SPL.4) Work Environment:
If I start talking about ideal environment. even the CEO (M. there would be numerous organization that we can think about and I personally think that SPL is one of those organization where an employee feel maximum satisfaction in reference to the environment. Management always tries to motivate their sales team to boast up their sales. positive communication skill. but its more than that more demanding and requires communication skill people dealing and understanding sense.
. following the hierarchy. To get more out of the employee’s productivity SPL would offer some prizes on hitting sales. Overall the work environment is very lively and friendly.
Sanmar Amadora. Sanmar Malvariva. SPL projects are built on joint venture land sharing basis as well as on company’s self owned property. Sanmar Magnolia. Sanmar Spring Valley. The ongoing Residential projects are: Sanmar Sorrento. Sanmar 5th Avenue.(2. Sanmar Silvano. Sanmar Riveria. In Commercial project SPL handed over only two (2) projects these are: Sanmar Ocean City & Sanmar Spring Garden
Sanmar always give priority to the residential project. Sanmar Astoria. Sanmar Garden Groove. SPL’s product portfolio comprises mainly of residential apartments in prestigious and sought-after locations of Chittagong and also includes shops and commercial office space. Sanmar Vinnnigs.
Handed Over Project:
In Residential project SPL handed over Sixteen (16) projects from its beginning. These projects are: Sanmar Robeya. and Sanmar Bonanto. Sanmar Santino. Sanmar Astoria.
. Sanmar Mayfair. Sanmar Minerva. Sanmar Park Avenue. Sanmar Mandira. Sanmar Valencia.5) Sanmar Properties Limited:
Sanmar Properties Limited starts its journey on 1999. Sanmar Monabi. SPL is the most successful and prominent real Estate company in Chittagong. Sanmar Aventino. Sanmar Lelanta. Sanmar Signoria. Sanmar Amrante. Sanmar Grand Karim. Sanmar Vellone. Sanmar Terimakasiah. Now SPL has sixteen (16) Ongoing residential project. Now SPL are diversifying their business in Dhaka city also. It’s the core property development company of Sanmar Holdings. Where some project is very near to completion and some has been started earlier.
electrical and mechanical engineers. SLDL receive the land from landowner and figure out everything about the particular land.
SAL is the design arm of Sanmar Holdings. They construct Residential project. Now SPL have Nine (9) on hand residential project. Sanmar Sieera.SCL enriched by a pool of highly competent and qualified civil. Sanmar Green Park. Sanmar Tasnim.
All constructional work of SPL has done by the SCL department.Upcoming Project:
SPL is going to start some new project in different lucrative area in Chittagong. Commercial Project. SAL offers one stop service for architectural. Sanmar Palm Groove. SAL design also extends to designing building exteriors and landscaping and Driving Range of Golf Club. The project are : Sanmar Mahfuz Manor. It might be plot or where a building will be constructed. Sanmar already handed over plot in Bhatiyari while development of few other land projects in Chittagong.
. It will be started in shortest possible time. Sanmar Ballaria. Generally SLDL observe that whether the land is coming from the original owner or is there any difficulty with land they do it with help of Legal Advisor. Comprising of a pool of reputed architects. SLDL only look after the land. structural engineers and interior designers. Sanmar Mahanagar. which is only deal with Land Related issue. Sanmar Siddiqui Crown. Sanmar RL Park View.
SLDL is another arm of Sanmar Holdings. Sometimes SCL work for other corporate houses with providing the highest quality and higher Standard. structural and interior design solutions of Sanmar projects. Sanmar Anam Plaza.
palm oil and other edible oil and grain cargo like wheat. These are: MA Kalam & Company Limited and Rainbow & Shamim Traders Limited. The Custom Brokerage house of Sanmar acts as the dedicated Customs Broker for one of the largest commodity cargo importer of the country and also for the single largest importer of passenger elevators in Bangladesh.RSL:
Rainbow Shipping Line was the first concern of Sanmar which one incorporated in the year of 1994.
Sanmar Capital Management Limited is a wing of Sanmar that owns a licensed stock brokerage house for trading on shares and stocks of companies enlisted with Chittagong Stock Exchange. And Rainbow & Shamim Traders Limited is the Custom Broking business wing of Sanmar which is actively involved in the Custom Clearing business. fertilizer and steel cargo etc. The company has a dedicated stock trading office that is managed by Capital Management professionals.
.000 M/Tons of cargo carrying capacity at the maritime port of Chittagong carrying liquid bulk commodities like CDSO. Sanmar has international shipping agency business and regularly handles ocean going vessels having 7000 M/Tons to 60. cement. peas. rape seed. The company owns a licensed port stevedoring house that is actively involved in acting as the general cargo handling operator at the maritime port of Chittagong and is one of the largest Stevedoring Firm operating at the maritime port of Chittagong. MA kalam & Company look after the general stevedoring business arm of the Shipping unit. raw sugar. There are two sister concern of Rainbow shipping Line. mustard seed.
4. Debts are collected from the following Bank.6) Financial Information:
The authorized Capital of SPL is 10 Crore Taka. The paid up capital is 10 Lakh Taka. Debt and Equity ratio are 1:1. So no capital collected from the market and not authorized by share. SPL are not listed with SEC. The project also has extensive timber plantation within the project site of the rubber plantation.
• One Bank Limited • South-East Bank Limited • National Credit and Commerce Limited • United Commercial Bank Limited • Trust Bank Limited • The City Bank Limited • BankAlfalahLimited
.Sanmar Agro & Plantation:
Sanmar Company has 3 rubber plantation projects under Chittagong Hill Tracts and regularly supplies rubber to a multi-national shoe manufacturer in Bangladesh.
e-mail and self visit. They take help from various departments. They continuously search the market for their prospective client. They communicate with their customer over phone.7) SWOT Analysis:
SPL has some key strength by which SPL differ from other competitor. Because SPL believe that a good quality product can retain the customer and bring new customer also.(2.
SPL never compromise with its quality. The project handed over on stipulated date. Respective department of the SPL helps the engineering department to complete their project on time. anniversary).e. For maintain the highest quality SPL product price is somewhat higher than its counterpart. It always should be good.
Effective Sales Team:
SPL has a good and effective sales team. To motivate customer the sales person send gift to their existing customer in special occasion (i. And all engineer of SPL continuously communicate with their higher authority about their work progression. This Strength are describing below:
On Time Deliver:
SPL is very much conscious about his Project Delivery.
Land are increasing without any prior notification. SPL Gives highest priority to their client.
Lack of Available of Production Field:
Competitor numbers are very big so getting the good location to start a new construction is very difficult. SPL has highly trained and well-groomed team of Customer Service Executives is on hand to provide the support in any area. Because the price of Steel.Exclusive Customer Care:
Customer Care core works starts after selling an apartments or Land. And they maintain lineage with all customer.
Frequent Market Fluctuation:
Market fluctuations are very much in developer sector.
• Strong Financial Condition • Fundamental Principles or core values of the business remain constant • Continuous diversification of business
• Competition from rivals • Increased & Fluctuate Price
• New Decision Made by RAJUK and CDA
. They hear from the customer and give them a prompt solution regarding their problem. Sand.
. The benefits of implementing this specification are: • Improving QR’s ability to attract and retain quality employees •Providing greater flexibility to enable QR to recruit the best person for the right job Through a merit-based selection process • Improved organizational performance through a skilled.(3. and selecting qualified people for a job at an organization or firm. External recruitment is the process of attracting and selecting employees from outside the organization. merit-based. or for a vacancy in a volunteer-based some components of the recruitment process. timely and informed processes.and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. cost effective and efficient process for Recruiting and selecting employees for roles on behalf of the organization.2) Purpose
The aim of this specification is to guide managers to: • Recruit and select individuals who demonstrate the attributes and capabilities that are consistent with business direction and QR Values and Behaviors • Attract. mid.1) Recruitment Definition:
Recruitment refers to the process of screening. equitable. satisfied and highly Productive workforce • Fair. retain and deploy people in roles that maximize their contribution and Potential to achieve our business objectives and deliver our future success • Develop and maintain a fair.
and makes the decision. determines the recruiting criteria.(3. an advertisement in the local paper may be enough to tap into the local labor market. the recruiting process is simplified.3) RECRUITMENT AND SELECTION FRAMEWORK OVERVIEW OF PROCESS • Assess the need for the job and ensure there is adequate funding for it • Review the job description to ensure that it meets the present and future requirements • Review the person specification to ensure it meets the requirements of the description • Design the selection process • Draft the advertisement and select the advertising media • Short list using the person specification only • Interview and test short-listed candidates Managers hold the responsibility for ensuring this framework is followed. HR is Available for advice and will assist in general administration of the recruitment Process. In very small organizations.
(3. a regional or national search may be undertaken.
. A typical distribution of recruiting responsibilities between the HR department and managers in larger organizations.4) Organizational Recruiting Responsibilities
In small organizations. For many positions. for some specialist jobs. However. the owner/manager often places the ad.
Forecasts recruiting needs Prepares copy for recruiting ads and Campaigns Plans and conducts recruiting efforts Audits and evaluates all recruiting vacancies
Anticipate needs for employees to fill Determine KSAs needed from applicants Assist in recruiting effort with information about job requirements Review recruiting efforts activities
TABLE 1: Recruiting Responsibility
(3.5) Decisions Affecting Recruiting:
Fig 3: Decision Affecting Recruiting
but unless the employer has the necessary people with the appropriate KSAs in place. or better job design. and abilities (KSAs)—which come packaged in a human being—is an attempt to get a “fit” between what the applicant can and wants to do. those changes may not have much impact.
. skills. The very best training will not enable someone with little aptitude for a certain job to do that job well and enjoy it.
The process of choosing individuals who have relevant qualifications to fill jobs in an organization.” By JOHN BOUDREAU.6) Selection:
A great quotation about selection is “Selecting qualified employees is like putting money in the bank.
Selection and Placement:
Good selection and placement decisions are an important part of successful HR management. and what the organization needs. improved training.(3. The task is made more difficult because it is not always possible to tell exactly what the applicant really can and wants to do. Productivity improvement for an employer may come from changes in incentive pay plans. Placement Selection is much more than just choosing the best available person. Selecting the appropriate set of knowledge. Some would argue that these decisions are the most important part.
This practice is particularly prevalent in smaller firms. subject to advice of HR specialists Provide follow-up information on the suitability of selected individuals
TABLE 2: Selection Responsibility
• • • • • • • • • • • Provides initial employment reception Conducts initial screening interview Administers appropriate employment tests Obtains background and reference information Refers top candidates to managers for final selection Arranges for the employment physical examination. Until the impact of EEO regulations became widespread. selection often was carried out in a rather unplanned manner in many organizations.(3.7) Selection Responsibilities:
Organizations vary in how they allocate selection responsibilities between HR specialists and managers. Many managers insist on selecting their own people because they are sure no one else can choose employees for them as well as they can themselves. if used Evaluates success of selection process • • • • •
Requisition employees with specific qualifications to fill jobs Participate in selection process as appropriate Interview final candidates Make final selection decision.
8) Selection Process Flow Chart
Reception Jobs Open? Yes
Job Preview/Interest Screen
Additional Interview (optional)
Conditional Job Offer
Fig 4: Selection Process Flow Chart
What SPL follow in recruitment process are given below. Good quality work requires skill people.(3. So SPL always try to recruit the best people. The effectiveness of an organization depends on its staff.
Fig 5: Recruitment and Selection Process of SPL
. SPL Consider this factor.9) SPL Recruitment Procedure
People are an organization is most important and valuable resources.
How to interact with the other group of the SPL. This Simple process will identified by the Line Manager or the person responsible for his department. Like they requires 6-7 years experience for the “Project Engineer” and 10-12 years experience for “Project Manager”. Selection Cost: HR manager of SPL consider the selection of the cost. They also think how much money have to invest to train the particular employee. That means why the vacant happened. They always try to minimize their cost. Profile for the Work Area: What are main roles and responsibilities of the job? That means job description of the particular post.Step 1: Identification of Vacancy:
Before recruiting a people SPL first try to identify the vacancy.
Step 2: Describe the Job profile:
Job Profile tells about the “Job Description” and “Personnel Specification” of upcoming employee. Job Skill Requirements: If it is very higher level post then SPL searches for the experienced people or if the post required skilled people they search for the experienced people. The Line Manager reviews the short/long term requirement for the position and the need assessment to fill the vacancy. Is it for employee resignation? Or is it newly created post? Or is the vacant is for temporary basis.
So he needs to have patience and moderate attitude of adjustment. What’s his skill to retain the customer? How customer treat him. If it is fresh graduate then they consider written test.Personnel Specification:
SPL consider the personnel Specification. Many people will say many things it might be positive or negative. Disposition: The spirit and disposition is another crucial factor of an employee. How rapidly an employee can communicate with other people.
. All is measure by the HR manager and respective department head. These are given below: Physical Characteristics: Physical strength is very important for personnel. SPL judge their employee’s basic and general intelligence. Some characteristics are considered for the personnel specification. and Viva. So they need that stamina and willingness to stay in the project. They try to judge the fresh graduate through conversion and his speed of work and depth of knowledge. So he has to be tolerable attitude. Because an employee has to communicate with numerous type of people in a single day. project manager has to visit and stay in the site. General Intelligence: It is very much necessary for an employee to have basic intelligence and capability to deal with other people or customer of the SPL. Because in Developing sector project engineer. Adjustment: Adjustment quality is justified in SPL.
*** whether he is approachable or flexible. Personnel Qualities: Aspects of a person character. *** Language Skill.
Table 3: How Personnel Measure in SPL
. Presentation. team working.Personnel Measurement of SPL:
Essential Qualification: The level of formal education that would enable the employee ****** to carry out the role effectively Experience: The amount of relevant experience that will enable the *** employee to perform the role well. such as Maturity in his work. Computer Skill. initiative and ability to work with other people. Be As specific as well. Skill and Abilities: Skill such as communication. Abilities such as coping with the pressure.
who will meet the needs of the business. More over SPL know that opportunities to examine the track records of its present employees and to estimate which of them would be successful. The major forms of the internal recruiting include:
o Promotion and transfer. External Source
Internal Source: When job vacancies exist. To get the people SPL consider two sector these are 1. Also recruiting among present employees is less expensive than recruiting from outside the organization.Step 3: Complete The Recruitment Request Form:
Once the job profile has written it is important to have a process where line manager make an official request to the Department of SPL HR division
Step 4: Describe the Most Effective Recruitment Strategy
The SPL Line Manager will consider and assess the best way of attracting a pool of suitably qualified candidates. the first place that SPL should look for placement is within itself. An organization’s present employees generally feel that they deserve opportunities to be promoted to higher-level positions because of their service and commitment to organization. Internal Source 2. o Contacts and referrals
Before going outside to recruit employees.Promotion and Transfer: SPL think that promoting entry-level employees to more responsible positions is one of the best ways to fill job vacancies.
Step 5: Advertisement:
Once the job Description and.
EXTERNAL SOURCES OF RECRUITMENT:
When SPL can’t manage employee from its internal Employee then SPL goes for external Source. cliques etc. Skills inventories are useful in identifying individuals who have the potential for advancement. and individual’s desire to be promoted can be assessed in the performance appraisal review. SPL worth thinking carefully about targeting places where people with the right skills and personal qualities are likely to see the advertisement. There are many ways to advertise a job. SPL sometimes bring the effective employee by Head Hunting from the different source and also from its competitors. ask present employees to encourage friends Or relatives to apply for the job openings. Contacts and referrals from the present employees are valuable sources of recruits. Contacts and Referrals Employees may actively solicit applications from their friends and associates. However SPL are concerned about problems that result from hiring friends of employees for example. Some information must include in an advertisement which is describing below:
. Employee referrals are relatively inexpensive and usually produce quick responses. A promotion from within policy is intrinsic to career development and human resource planning. Whenever they is being advertised the advertised should clear and well presented because it may be the first time people can come contact with the organization. Person Specification and salary have been finalized then SPL let people know about the vacancy. the practice of hiring friends and relatives favoritisms.
That means when the SPL starts its journey.”
What Kind of person:
What kind of person SPL looking for is mentioned here.
Step 6: Commence Selection by Reviewing Applicant:
After getting the application SPL starts its Selection process. "You will be an excellent communicator…. this written in personalized form such as. Though in advertisement is mentioned that who will apply or who will not apply for the particular post. Deadline Date: Deadline Date also published. This already identified in the personnel specification by the line manager and HR Manager of SPL. Then HR manager shortlist most eligible candidate.
. Because when it is include then people can understand that he has to applied for the post before the deadline date.Brief Description of the organization: Here a very brief description about SPL. Applicant even don’t think about whether they fit for the post or not. Then HR manager have to identify the eligible candidate. They send their CV without justifying themselves. To get people attention. what type of organization is it. But most of the people don’t consider this. So lots of CV and application form come in the office.
How the role fits into the organization Location of the job What the roles Involved
This is taken from the Job Description.
and reasoning. numerical. Cognitive Aptitude Tests: It measures an individual’s ability to learn. Job Knowledge Tests This sort of test is designed to measure a candidate’s knowledge of the duties of the position for which he or she is applying. The assessment methods consistently applied to all candidates for a vacancy. The evidence concerning these tests. as well as to perform a job. Employee assessed in following ways… Interview: The Selection Panel of SPL takes the interview of the prospective applicant. When they talk with the applicant they can justify the applicant. and are more acceptable to applicants. A good recommendation from a recognized person helps the applicant to get the job. to date. reduce adverse impact. References also check by the SPL because it helps the SPL to know details about the applicant. Reference Check Reference gives an extra benefit to the applicant. spatial. Work-Sample Tests (Simulations) It identifies a task or set of tasks that are representative of the job.Step 7: Assessment of the shortlisted Candidate
The selection panel conducts interviews and/or applies other relevant assessment methods to acquire information relevant to the university’s business needs. position role & accountabilities and selection criteria. Where he could show his potentiality and competency. perceptual speed. is that they produce high predictive validity.
. Job-related abilities may be classified as verbal. This is very crucial part for an applicant.
. In this step the Terms and condition of the company and company HR policy also discussed.
Step 9: Make Written letter offer of employment
This is the steps where employee can know that he is selected. Verbally SPL assure them that there are going to get the job. Personal Information Sheet: Here all personal information included. In this steps the employee has sign “Confirmation Letter”. The employment paper signed by the new applicant and the line manager. SPL HR arrange for formal written offer and contract of employment to be prepared (in accordance with the selection report) and dispatched within 1 day of receipt of the approved Selection Report and recommendation. National ID no and Family details. Contract of Employment: SPL used a standard contract template which has been checked by legal practitioner to fulfill all the national legal requirements. HR manager of SPL also do the following formalities during make written offer letter. Staff Handbook: SPL handbook includes general terms and condition of employment as well as working environment of office and outside the office. If the terms and condition are differing from the specific role then a guideline have been given in the “Contract of Employment”.Step8: Verbal Offer of employment to preferred applicant
Among the shortlisted people SPL identify the preferred candidate. tenure of work other facility is described here. Passport ID. Present Address. Salary of the employee benefit. His Permanent address. Newly recruited employee name.
Home Address & Telephone Personal Email Address
• • • •
EmergencyContact Details Photograph Driving License Identity Card.Step 10: Arrange Appointment
After all the formalities SPL arrange the appointment of the new employee.
Step 11: Open a Personnel File
A personal staff files open for each staff member of the SPL.
. where he have to start. and if he face any problem whom to conduct etc. The personnel contain all confidential information relevant to the staff member. This file is confidential. And this document is kept up to date and SPL HR manager and Each Line manager have the responsibility to ensure that the personnel file is maintaining by obeying the Law of Land. and only the HRM department and Line Manager can access the file. The line manager introduces the new employee. Passport No. In the first day he meets with each people of SPL. how to do the work. Line manager tell the new employee what he have to do.10) Sample of a Personnel File:
• • •
Marital Status and number of children and their ages if Relevant.
such as request for unpaid leave • Sickness and Absences Record • Salary Records • Bank Account Details (when salary paid through bank) • Annual Leave
• Employment Application from and CV • References • Employment Interview Notes • Result from selection test • Contract of employment and job offer letter • Remarks of the Interviewer
• Employment History • Appraisal and development Records • Notes and correspondence on employment issues.
Organizational maintenance/objectives. Administrative uses/decisions. SPL also do the same thing like all other company. or fired. Performance appraisals are employed to determine who needs what training and who will be promoted. SPL appraise their employee twice a year. or whether employee need any improvement. retained.
Performance appraisal can be used to determine whether HR programmers such A selection. performance appraisal serves four objectives Developmental uses. training.(4. Because its helps a company to identify employees current competency level. and (3) uses the results to provide feedback to the employee to show where improvements are needed and why.1) Performance Appraisal Definition
Process by which a manager or consultant (1) examines and evaluates an employee's work behavior by comparing it with preset standards (2) documents the results of the comparison.
Why Performance Appraisal Done?
Performance appraisal is very important for any company. demoted. and Documentation purposes
. Broadly. and transfers have been effective or not. First one occurred in the end of June and the second one on end of December.
(4.2) Purposes of Performance Assessment
Multiple Purposes of Performance Assessment
Developmental Uses • • • • •
Identification of individual needs Performance feedback Determining transfers and job assignments Identification of individual strengths. development needs
• • • • • • • • • • • • • •
Salary Promotion Retention or termination Recognition of individual performance Lay-offs Identification of poor performers HR planning Determining organization training needs Evaluation of organizational goal achievement Information for goal identification Evaluation of HR systems Reinforcement of organizational development needs
Organizational Maintenance/ Objectives
• Criteria for validation research • Documentation for HR decisions • Helping to meet legal requirements TABLE 4: SPL Purposes of Performance Assessment
3) SPL Performance Appraisal Steps:
SPL has a pre determined Performance standards.(4. The Performance Appraisal Process of SPL is given below
Fig 6: Process of PA that SPL follow
. By considering that standards employee compared.
. The work standards and criteria would be described later. Setting Performance Standard: SPL set the standard of performance for each group of people. Then Management will decide when and how employee will train. Then the form is fills with Pen. Comparing Standard: After measuring the employee performance then SPL compare employee standard with original company set standard. the Line Manager or head of department apprise the each individual employee of his department by consulting with them. In Excel Sheet they only include Strength. What head of department appraise about subordinate is counted as final appraise. They told them to fill up the form within the stipulated time. SPL always tell their employee which one is standard and always motivate them to obey it. Every employee is bound to maintain that standard. Measuring Standards: In this steps SPL measure their employee’s work standards. This appraise is self appraise. If they need immediate improvement then it inform to management. Bringing it from the particular department they input each employee data in a pre defined Excel Sheet.At first time SPL HR department distribute the Performance Appraisal form to all department of SPL. Communicating Standard: Then communicate with the standards that mean linking with the standard. After that. Weakness of the employee and where they need improvement. Then SPL HR department collect all Performance Appraisal form from the respective department Head. Employee fills the form by pencil at first time. First time employee appraise themselves in a pre defined form.
(4. SPL provide training to their employee. competence level. skill.Discussing Result: If any deviation found the line manager consult with particular employee.4) SPL Performance Appraisal Criteria
SPL appraise their employee based on some criteria. In this steps employee share their opinion. Taking Corrective Action: In corporate world the best way to take corrective action is giving training. And line manager conveys their message to higher authority if line manager perceive that their demand is logical. Performance Appraisal of SPL are mentioning below: Job Knowledge: In this sector employee job knowledge measure. that means understanding of all scopes.
. duties. job skill required by the post. responsibilities. Personality and so on.com they send their employee outside of the office for 1 or 2 days. duties of the subordinates (if applicable) and information on the company and environment. If line manager perceive that the problem is for lack of motivation then line manager give the motivation and try to convince the employee to do work perfectly. views. expectation with line manager. Sometimes SPL conduct training within the office or sometimes outside of the office.com. It also tells about employee work process related procedures. These criteria measure employee performance. Ability to produce output: How the employee can produce or deliver the service to company or particular customer. When SPL organize training with help of outside firm like prothomalojobs.
So how an employee can handle stress in difficult situation is measure based on above criteria. ATTENDANCE: Punctual in regular attendance and if emergency arise is he/she inform the line manager before the leave. Enjoy job more than enjoying leave privilege. how he do work within in very tight schedule.Leadership: Whether inherent leadership skill exist within employee or how he/she lead his subordinate. Not create any objection and showing unwanted cause for his failure. Ability to work under Stress Since SPL has competitive counterpart. SPL employee has to work under stress. Loyal & enthusiastic. If any question or difficulty arise during the work then how he/ she inform the management. Meeting the Deadline: Perform the jobs within stipulated time.
. He/ she never let his work undone before full completion. How he/ she adopt himself with frequent change in new decision. And can assure that there will be no fault in his work. And is the employee stay calm at the time of huge pressure? ATTITUDE TOWARD COMPANY: Positive attitude with care for achievement of Company mission and business targets. Responsibility Without any supervision he/she do his work willingly and responsibly. Can perform work within stipulated time and perform the job systematically.
not having mentality to underestimate the company.INITIATIVE AND ABILITY TO ACT INDEPENDENTLY Ability to initiate and carry out the required duties without waiting for supervisor instruction. This capability is apparent due to the appraiser’s confidence.
. Always liable to company. An Excellent performer gives opinion and suggestion to the management. Making a complete and correct report. empathy and sensitivity to anything required for the duties and understands the responsibilities. Capability to adjust with other team member. Respect the other team member. ATTITUDE TOWARD COMPANY: Positive attitude with care for achievement of Company mission / business targets. peers and/or subordinates. Able to cooperate. ABILITY TO DETERMINE AND SUGGEST SOLUTION: Ability to study. Relationship: Easy and promote good relation with superior. evaluate and give opinion/ suggestion that will assist in increasing the productivity and subsequently decision making. Easy to mix in the group environment. Loyal & enthusiastic. Keep the confidential information of company within them and do not disclose any information without prior consent of SPL. sincere relationship amongst the staff and well accepted. COMMUNICATION: Ability to communicate with the customer effectively and give them prompt service. TEAM WORK: Ability to work with a team. ever ready to help. honor their ideas and decision. And not doing thing which will harm the company image. Ready to accept and give constructive criticisms. Ability to consult the ideas with superior and subordinate and make them clear about the new ideas.
The rater checks the appropriate performance level on each criterion. None should be dismissed or accepted as appropriate except as they relate to the particular needs of the organization or of a particular type of employees. output. Each scale ranges from excellent to poor. for some organizations. and (ii) future-oriented methods. and the rater indicates which statement is most or least descriptive of the employee. These statements are arranged in blocks of 2 or more. the rate is given a series of statements about an employee..
Rating Scales: This is the simplest and most popular technique for appraising employee performance. Checklist: Under this method a checklist of statements on the traits of the employee and his or her job is prepared in 2 columns – viz. each representing a job-related performance criterion such as dependability. a ‘Yes’ column and a ‘No’ column. All that the rater (immediate superior) should is tick the ‘Yes’ column if the answer to the statement is positive and in column ‘No’ if the answer is negative Forced Choice Method: In this. all the approaches to appraisal can be identified into (i) past-oriented methods.(4.5) Methods of Appraisal:
Numerous methods have been devised to measure the quantity and quality of employee’s job performance. co-operation. Broadly.
. Each of the methods discussed could be effective for some purposes. attendance. the typical rating-scale system consists of several numerical scales. and then computes the employee’s total numerical score. initiative. attitude. and the like.
The outsider reviews Employee records and holds interviews with the rate and his or her superior. Field reviews are also useful when comparable information is needed from employees in different units or locations
. Critical Incidents Method: The critical incidents method of employee assessment has generated a lot of interest these days. Field Review Method This is an appraisal by someone outside the. Behaviorally Anchored Rating Scales: Behaviorally Anchored Scales. sometimes called behavioral expectation scales. The approach focuses on certain critical behaviors of an employee that make all the difference between effective and non-effective performance of a job. Usually someone from the corporate office or the HR department. are rating scales whose scale points are determined by statements of effective and ineffective behaviors. This method is primarily used for making promotional decision at the managerial level. The forced distribution method seeks to overcome the problem by compelling the rater to distribute the rates on all points on the rating scale.Forced Distribution Method: One of the errors in rating is leniency – clustering a large number of employees around a high point on a rating scale. They are said to be behaviorally anchored in that the scales represent a range of descriptive statements of behavior varying from the least to the most effective. assessor’s own department.
Then Percentage of 1st part 2nd accumulates here which is divided by 2. The key area may be numerous. In Part 5 includes employee’s strength and Weakness. If any training need than department head recommend here. Part 6 is recommendation by department head. Part 7 tells about the employee potentiality. In 1 (B) employee’s “Key Responsibility Area” (KRA) written which appraised by the supervisor. This filled by supervisor and checked by the department head. Here employees current position recorded and with his potentiality where he can go or what could be his next post? In part 8 Department Head assess the “Appraiser” or “Supervisor” about his appraising capability. This part also appraise by both employee and supervisor. In part 4 includes disciplinary action taken by company and if any offence occurred by employee it’s also include here with particular date. supervisor mention the all KRA point and rate him in each area.6) SPL Appraisal Method:
SPL appraise his employee by “Rate Scale Method”. Then they get average Percentage. SPL appraise their employee in eight (8) parts. In part 1(A) Employee’s “Job Description” and “Function” written.
In part 2 employee’s ability measured. After part 2 the all point of part 2 sum up and convert it as percentage (%).
. Then supervisor sum up all point in KRA. This ability measured based on some criteria which I have been discussed earlier. If department Head found that Appraiser doesn’t have that capability to appraise his subordinate than he can revise process.(4.
Part 4 filled by HR Record and part 5 and 6 filled by supervisor and checked by Department Head.
• The performance appraisal form is lengthy. • The educational background of the employee must be similar with his work.
. For this reason employee with same quality. are facing problem with salary variation or differentiation. The competitors are strong as SPL. SPL have to face huge competition. Most of the employees do not understand the selection Criteria.1) Findings:
In real estate sector SPL is a renowned company. • Except sales department all other department not getting rewarded from SPL for their better performance. Though SPL have good position in Chittagong but it has some problems in Recruitment. • Sometimes un-skill employees are being recruited in some departments. • The Selection Criteria are not well defined. • Though performance appraisal occurs in fixed time but it is not analyzed by higher authority. Selection and Performance Appraisal System. • No pay structure in SPL. The Findings are given below:
• Sometime related expert person do not attend in the interview board. • SPL always try to minimize the cost of the company for that reason most of the times they fail to recruit better employee.(5. • Sometimes the personal relation bias performance appraisal.
. And not cost minimization it should be cost control.2) Recommendation:
To resolve the problem SPL can take some necessary steps as I recommend. • SPL should clear the terms of selection criteria of Performance Appraisal. • Current appraisal form should be easy and simple. SPL should compensate if he found better employee for the post. • Related educational background people should be recruited in related field. When employees have a clear idea about the terms of selection criteria then they can appraise more accurately. The recommendations are following:
• Authority must ensure that the expert person should attend in interview board. • All employees of SPL will get reward for their performance. • Performance appraisal must analyzed by higher authority and employee must get an output of performance appraisal.(5. • Always the tendencies of cost minimization are not helpful for the company.
I want to conclude that reputed company like Sanmar Properties Limited should take the responsibility to lead the sector from ahead. SPL must take necessary measures to set up and modernize developer business.3) Conclusion:
After completion of three months internship program I worked different functional areas of SPL. Side by side bodies like Real Estate and Housing Association of Bangladesh (REHAB) should play due role in developing the Real Estate Sector to face new challenge and threat. Simultaneously the government should come up with favorable policies and support services in the unhindered functioning sector.(5. For the survival and stay in the competitive business arena.
mysanmar.com www.rehabhousing. www. Human Resource Management-Author: ATG Educational.com
.” Journal of Management Education 22 (1998). Kevin Barksdale.businessdictionary. Ellig.Author: Stephen Robins and Mary Coulter. Management.com www. “Is the Human Resource Function Neglecting the Employees?” Human Resource Management. official record books. “Why We Should Update HR Education.4) References:
Company’s Publication like company profile. Bruce R.(5.