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Human resources planning

For
Romania food and beverage company

Date of Submission: December 19th, 2012

United International University


Human Resource Planning
HRM-4153
Submitted To:
Taskina Ali
Assistant Professor
School of Business & Economics
United International University
Submitted By:
Name

ID

Reza-ul-Habib

111091216

Farzana Akter

111091282

Momo Sharmin

111091322

Monowara Zabbar

111091440

Mahfuz Ahamad Khan

111093023

Human resources planning

Letter of Transmittal

December 19, 2012


The Faculty
School of Business& Economics
United International University

Subject: Submission of Final Term Paper.

Dear Maam,
We would like to draw your kind attention that we are submitting our report on the topic of
Bengal Group of Industries. We have tried our level best to prepare this report which will fulfill
our requirement. We believe all the ideas and experiences we have gathered from this Term
Paper will help us in our future practical life and in our career.

We will be highly grateful to your honor to accept our Term Paper and obliged thereby.

Sincerely yours
Momo Sharmin
On behalf of the group
EQUILIBIRUM

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Human resources planning

Acknowledgements

December 19, 2012

At first we thank to Almighty Allah to give us the energy and the patience to complete this
assignment in this short time.
Then we thank our honorable course teacher Taskina Ali (Assistant Professor) for his guidelines
which was necessary for the completion of this assignment.
We thank to our parents and other family members for their helps, support, cooperation and
sacrifices during this study period.
We would also like to thank all the employees of Bengal Group of Industries for their help and
cooperation. We also want to thank the executives and the librarians of our University Library
and the Computer Labs for their unlimited patience during the time of assignment writing.

Thank you all for your kind cooperation.

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Human resources planning

Table of Contents
LETTER OF TRANSMITTAL ..................................................................................................................................... III
ACKNOWLEDGEMENTS ......................................................................................................................................... IV
TABLE OF CONTENTS.............................................................................................................................................. V
EXECUTIVE SUMMARY .........................................................................................................................................VII
INTRODUCTION ..................................................................................................................................................... 1
ORIGIN OF THE REPORT ...................................................................................................................................................1
SOURCES OF INFORMATION .............................................................................................................................................1
SCOPE OF THE REPORT ....................................................................................................................................................2
OBJECTIVES ..................................................................................................................................................................2
Primary objective: ................................................................................................................................................2
Secondary objective: ............................................................................................................................................2
METHODOLOGY.............................................................................................................................................................2
LIMITATIONS .................................................................................................................................................................3
LITERATURE REVIEW .......................................................................................................................................................4
Some Other Definitions: .......................................................................................................................................5
Process of HRP/steps in HRP ................................................................................................................................6
BENGAL GROUP OF INDUSTRIES, BANGLADESH ..................................................................................................................10
Company Background ........................................................................................................................................10
Mission and goal ................................................................................................................................................10
History ................................................................................................................................................................10
Social Responsibility ...........................................................................................................................................15
Environment/Sustainability ................................................................................................................................15
Community .........................................................................................................................................................15
Bengal Group of Industries .................................................................................................................................16
5.

Media and Entertainment .........................................................................................................................18

6.

Plastic House ware ...................................................................................................................................18

7.

Renewable energy .....................................................................................................................................19

8.

Real Estate ................................................................................................................................................19

Projects .....................................................................................................................................................20

9.

Trading and Distribution ..........................................................................................................................20

Achievements of Bengal Company .....................................................................................................................21

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Human resources planning

DISCUSSION & ANALYSIS ..................................................................................................................................... 22


ROMANIA FOOD AND BEVERAGE.....................................................................................................................................22
Safety Policy .......................................................................................................................................................22
Food safety policies: ...........................................................................................................................................23
Missions: ............................................................................................................................................................23
Objectives: ..........................................................................................................................................................23
Strategy: .............................................................................................................................................................23
HUMAN RESOURCE PLANNING MODEL FOR ROMANIA FOOD AND BEVERAGE LIMITED ..............................................................24
Collect Information.............................................................................................................................................24
Forecast demand for human resource ...............................................................................................................26
Forecast supply of human resource ...................................................................................................................27
Plan and Conduct needed programs ..................................................................................................................27
Feedback on planning process ...........................................................................................................................28
MANPOWER DEMAND AND SUPPLY OF THE ORGANIZATION .............................................................................. 29
Recruitment Policy .............................................................................................................................................31
Human Resource Department ............................................................................................................................31
Rules and Regulations ........................................................................................................................................31
PERFORMANCE APPRAISAL AND BONUSES ........................................................................................................................31
Turnover .............................................................................................................................................................31
AGGREGATE AND INDIVIDUAL HR DEMAND: ....................................................................................................................31
FORECAST SUPPLY OF HUMAN RESOURCE ..........................................................................................................................33
Internal sources ..................................................................................................................................................33
RECOMMENDATION AND CONCLUSION .............................................................................................................. 35
RECOMMENDATION .....................................................................................................................................................35
CONCLUSION ..............................................................................................................................................................36
BIBLIOGRAPHY ................................................................................................................................................. I

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Human resources planning

Executive Summary
Bengal Group is one of the most respected and prominent organizations in Bangladesh. They
started back in pre- liberation period, when business was very difficult for Bangladeshi people.
Still Bengal continues its business keeping their commitment. The Group is recognized as one of
the leading and fastest growing industries in Bangladesh having a wide range of activities in the
field of plastics, adhesives, metal, paper & packaging, real estate, agro, food, bank & financial
institutions, and power & renewable energy. Romania Food and Beverage started in 2004 with
the acquisition of Rahmania Biscuit & Bread Factory Ltd. Today Romania is the most valued
and quality biscuit brand with three fully automated hybrid oven lines in the production fleet.
Our product range includes 20 varieties of biscuits including brisk and various snacks including
vermicelli and egg noodles. In the analysis part we try to describe their approximate manpower
demand and their supply based on the information we have. They have some weakness in their
manpower calculation system which we will recommend them to enhance their efficiency.

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Human resources planning

Introduction

Origin of the Report


The purpose of the Human Resource Planning report is to examine and assess the organizations
strategy for calculating manpower demand and supply. An attempt to establish what level of
understanding the organization has of the manpower demand and supply process is carried out.
In addition, the current strategy and processes used to implement manpower demand and supply
in the organization is being assessed. Finally, recommendations will be made based on the
information gathered, whilst taking into consideration the current economic climate and the
availability of suitable resources.

Sources of Information
The information used to write this business report came from mainly two sources; primary and
secondary Sources.
The primary sources are gathered from a personal communication with the Managing Director of
the Bengal Group of Industries and also the sources are used by the organizations HR manager.
This consisted of one informal discussion with the HR manager, in addition to a scheduled
meeting and an interview.
Two different types of research tools were used to obtain the information required to prepare this
business report.

The first is a questionnaire that was developed and subsequently completed by the HR
manager.
The other research tool used is a set of interview questions that had been compiled. These
questions were asked of the HR manager during the interview.

The secondary sources collected from many websites through online, the organizations
overview and also visited to the organization.
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Human resources planning

Scope of the Report


The business report covers two main areas of the organizations strategy for calculating
manpower demand and supply. Encompassed in these two areas are specific steps that are used
to implement the organizations recruitment and selection process. All steps used were assessed
and issues were found with the following: recruitment preparation, employment agencies,
vacancy promotion, internal and external recruitment, interview structure, interview environment
and orientation.

Objectives
Our objectives to study the report are given below.
Primary objective:
Our primary objective is to learn how to make a report by using theoretical knowledge that we
have been taught in this course and apply the theories in practical life.
Secondary objective:
Our other objectives are to solve some manpower calculations are as follows:

To fulfill course requirement


To know about how Human Resource Plannings theories are applied
To increase our knowledge

Methodology
The aim of our study is to understand the calculation of manpower demand and supply of the
organization. To do this kind of research, we should really need to apply both quantitative and
qualitative approach. But; as we have limited time, we had to rely on quantitative method. The
data we have collected are mostly numerical such as the employees how many they need or
existing employees, turnover rate, their manpower planning program. We had to identify the
correlations among these data.

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Human resources planning

Due to the shortage of time, we used questionnaire method in this report; but we have a plan to
develop our report further using a mixed approach (both quantitative and qualitative) in near
future.
Our sample size is not big. We take only few people as our respondents to do our research.
Within one day we collected all our data from the respondents. We had to go to the organization
to collect our research data. We selected the hours (2:00 pm to 3:30 pm) when the respondents
are free from their work, and they agree to fill up our questionnaires. Therefore, we needed more
time than we thought earlier.

Limitations
In completing this report we faced several limitations. Some problems arisen naturally and some
are traditionally. While studying the report, trying to solve it and going to make a long-report we
faced a number of problems.

In preparing the term paper, we have faced the following problems:

Scarce sources of information.

Lack of co-ordination among the departments.

Improper data maintenance policy.

Inefficient performance appraisal method.

It is the first time we are making a long report. So, we lack proper knowledge of making
a complete and perfect long report.

In the time when we are to complete the report, we had several quizzes, make-up
midterm examination, assignments and also strikes.

The employees of Bengal Group of Industries are sometimes unwilling to disclose their
terms and policy, strategies, forecasting method related their organization.

Computer labs were not free all the time because of computer classes.

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Human resources planning

We have had to make the report within a given period of time.

Literature Review
As we all know that here our major concern is related with Human Resource Planning (HRP) and
we all know HRP is an indispensable part of HRM. So at fast we need to know about Human
Resource Management (HRM).Human Resource Management is the process of hiring
and developing employees so that they become more valuable to the organization.
Human Resource Management includes conducting job analyses, planning personnel needs,
recruiting the right people for the job, orienting and training, managing wages and salaries,
providing benefits

and incentives,

evaluating performance,

resolving disputes,

and

communicating with all employees at all levels. Examples of core qualities of HR management
are extensive knowledge of the industry, leadership, and effective negotiation skills. It is
formerly called personnel management.
Actually Human resource management (HRM) is the governance of an organizations
employees. HRM is sometimes referred to simply as human resources (HR).
For better understanding about HRM we need to know what Human Resources are.
Human resources are the people who work for the organization; human resource management is
really employee management with an emphasis on those employees as assets of the business. In
this context, employees are sometimes referred to as human capital. As with other business
assets, the goal is to make effective use of employees, reducing risk and maximizing return on
investment.
If we consider few Definitions of HRM, it will be more enhancing our idea regarding HRM.
Human Resource Management (HRM) is the function within an organization that focuses on
recruitment of, management of, and providing direction for the people who work in the
organization. HRM can also be performed by line managers.

Susan M. Healthfield

Actually the process of defining HRM leads us to two different definitions. The first definition of
HRM is that it is the process of managing people in organizations in a structured and thorough
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Human resources planning

manner. This covers the fields of staffing (hiring people), retention of people, pay and perks
setting and management, performance management, change management and taking care of exits
from the company to round off the activities. This is the traditional definition of HRM which
leads some experts to define it as a modern version of the Personnel Management function that
was used earlier.
The second definition of HRM encompasses the management of people in organizations from a
macro perspective i.e. managing people in the form of a collective relationship between
management and employees. This approach focuses on the objectives and outcomes of the HRM
function. What this means is that the HR function in contemporary organizations is concerned
with the notions of people enabling, people development and a focus on making the
employment relationship fulfilling for both the management and employees.
As we all know HRP is an indispensable part of HRM and here our major concern is HRP. So
now it's time to know about HRP.
Human resource planning can be defined as the process of identifying the number of people
required by an organization in terms of quantity and quality. All human resource management
activities start with human resource planning. So we can say that human resource planning is the
principle/primary activity of human resource management. From human resource planning the
organization identifies how many people it has currently and how many people will be required
in future. Based on this information major human resource decisions are taken.
Some Other Definitions:

HRP has been defined by Geisler (1967), As a process of forecasting, developing and
controlling human resources in an enterprise. This process helps the enterprise to
ensure that it has right number of people and the right kind of people at the right place
at the right time performing tasks for which they are most effective.
Similarly Wilkstorm (1971) defines it As a process involving; forecasting of future
requirements, inventorying the present resources and assessing the extent to which
these resources are optimally utilized and also planning of necessary HR
programmers.

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Human resources planning

Vetter defines it as the process by which management determines how the


organization should move from its current manpower position to its desired
manpower position.

Process of HRP/steps in HRP


It is the continuous process of planning the human resource of an organization to meet the
demand in terms of numbers and the quality. The process involves the critical task to balance the
supply and demand of human resource to optimally utilize the resources. The activities of
recruitment, generating a pool of candidates for future, forecasting the demand etc. are critical to
this process.
The process of HRP involves various steps they can be explained with the help of the following
diagram.

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Human resources planning

Personnel requirement forecast is the very first step in HRP process. Here the HRP department
finds out department wise requirements of people for the company. The requirement consists of
number of people required as well as qualification they must possess. Personnel supply forecast
is the next step, HR department finds out how many people are actually available in the
departments of the company.
The purposes of human resource planning are to:

reduce the staffing costs of the organization by anticipating shortages and surpluses of
staff by ensuring steps are taken to overcome or minimize these problems;

contribute to the overall business plan;

develop the potential of employees for the mutual benefit of the employee and the
practice;

ensure compliance with legislative requirements; and

Evaluate the effect human resource policies are having on the practice.

The four steps involved in human resource planning are:

gathering and analyzing data;

establishing human resource objectives and policies;

developing and implementing action plans; and

Evaluating the effects of these plans.

HRP is important for:

The future personnel needs

To cope up with change

To create highly talented personnel

For the protection of weaker sections

For the international expansion strategy of the company

It is the foundation for personnel functions the list is in fact never ending. HRP actually has
become an inevitable part of HRM process.
HRP is influenced by several considerations. The more important of them are:
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Human resources planning

Type and strategy of the organization

Organizational growth cycles and planning

Environmental uncertainties

Type and quality of forecasting information

Nature of jobs being filled

Off-loading the work

Above mentioned all this issues give us pure concept regarding Human Resources, Human
Resource Management, Human Resource Planning, Planning Process, Importance of HRP, Steps
of HPR etc. all these things help us to analyze the Human Resource Planning Process, HRP
Programs , Demand & Supply of manpower related needed program of Bengal Group of
Industries.

Bengal Group of Industries is one of the most respected and prominent organizations in
Bangladesh. They started back in pre- liberation period, when business was very difficult for
Bangladeshi people. Still Bengal continues its business keeping their commitment. The Group is
recognized as one of the leading and fastest growing industries in Bangladesh having a wide
range of activities in the field of plastics, adhesives, metal, paper & packaging, real estate, agro,
food, bank & financial institutions, and power & renewable energy. Romania Food and Beverage
started in 2004 with the acquisition of Rahmania Biscuit & Bread Factory Ltd.
Today Romania is the most valued and quality biscuit brand with three fully automated hybrid
oven lines in the production fleet.
Human Resource Planning of Bengal Group (Romania Food and Beverage)

Strategy that Romania Follow: Romania Food and Beverage Company focuses on both Business Unit
strategy and corporate strategy. They have some outlets for the betterment of customers who can easily
reach there and they also do direct marketing and recruit the dealers for selling their products.
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Human resources planning

Manpower Demand and Supply of the Organization: In the Romania Food and Beverage
Company, there are 700 of employees. Among them only 80 of employees are white collar and
rest of them is blue collar. They mainly follow three types of employee organizational levels.
Those are Top level, Middle level and Operational Level.
Recruitment Policy: Romania Food and Beverage Company recruit employees both internally
and externally. But they recruit 70% of employees externally in the mid and operations level and
30% of employees in mid and top level. Their succession planning is held for only the mid-level.
Human Resource Department: Romania Food and Beverage Company have only few
employees related HR issues. They do the whole organizations duties and responsibilities.
Performance Appraisal and Bonuses: They promoted the employees on the basis of their tasks
related performances in every two years. Romania Food and Beverage Company give bonuses to
all employees if the employees were 100% present in a year.
Turnover: In the Romania Food and Beverage Company the turnover rate is 3-4% per year.

After considering all this issues of Bengal Group (Romania Food and Beverage) we may find out
several issues which they need to improve more effectively and efficiently. Depend on those
issues; we are proposing some suitable ideas also that may help them to operate their
organization in a better way.

At last we can sum up this literature review with this idea that, proper application of HRM with
HRP, Bengal Group (Romania Food and Beverage) can achieve their goals more effectively and
efficiently. Without direct supervision of HRP Bengal Group (Romania Food and Beverage) or
any other organization cannot operate their organization in a better way. So Bengal Group
(Romania Food and Beverage) need to provide more attention over those issues and with this
need to take some initiatives as early as possible to obtain desire outcome.

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Human resources planning

Bengal Group of Industries, Bangladesh

Company Background

Bengal Group takes pride in developing Bangladesh economy through establishing diversified
industries. The Group is recognized as one of the leading and fastest growing industries in
Bangladesh having a wide range of activities in the field of plastics, adhesives, metal, paper &
packaging, real estate, agro, food, bank & financial institutions, and power & renewable energy.
The Group employs more than 6,000 people in Bangladesh, all of whom share an extraordinary
commitment to excellence. It is one of the reputed, well-organized, leading and largest business
entities in Bangladesh. Due its better performance Bengal group is growing approximately at
15% per year.
Mission and goal
Bengal Group of Industries mission is to strive continuously to exceed customers' expectations
for achieving unlimited excellence by providing greater value to our customers than our
competitors.
Bengal Group of Industries goal is to be the best company in our industry and it is our policy to
deliver total quality goods and services to all of our customers. Bengal accomplishes this by
adopting a set of quality policy throughout the organization.
History

1969
Started operation with a single hand operated plastic injection molding machine in a rented
premise in the old Dhaka by Morshed ALam.
1971
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Human resources planning

After independence of Bangladesh in 1971, started full pledged production of Jute & Textile
Spare Parts, which were used to import from Indian and Europe.
1978
Manufactured household utensils such as plastic Jug, plate and other plastic domestic wares.
1980
Bengal Adhesive and Chemical Products manufactures adhesives for various industrial usages
such as wooden furniture industry, shoe industry, lather industry and others.
1981
Registered Bengal Plastic Industries Ltd. As limited company with the Joint Stock Company,
Dhaka, Bangladesh.
1991
Introduced Plastic Apparel Hangers in Bangladesh for 100% export oriented garment industries
for exporting to the U.S.A and the EU.
1993
Approved by Coca-Cola Export Corporation, Atlanta, Georgia, USA to manufacture Molded
Bottle Crates for Coca-Cola for the territory of Bangladesh.
1994
Became the licensee manufacture of Batts Inc., Michigan, USA, which later acquired by A&E
Products Group LP-a TYCO International Limited Company.
A&E Products Group is the largest apparel hanger manufacturer in the world with more than 50
distribution centers in over 28 countries.

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Human resources planning

1995
Bengal Overseas Corporation Ltd imports and exports various products to/from Bangladesh. It is
now successfully representing leading global industrial brands in Bangladesh, such as Rinnai
Japan, Cornelious UK, Crown Cork & Seal USA, Videojet USA, and Linnex USA.
1998
Became the licensee of ScheollerWavin System, Germany- the leading manufacturer and
designer of Bottle Crates for Coca-Cola, Pepsi-Cola and other major soft drinks with licensees
and production partners in more than 50 countries in the world.
Founder Chairman- MorshedAlam awarded CIP (Commercially Important Person) by the
Government of Bangladesh (GOB) for our contribution in the economy.
1999
Grew up as the largest plastic processing plant in Bangladesh with 72 Injection Molding
Machines capacity from 250 tons to 1600 tons consuming more than 250 tons of raw materials
each day.
Initiated an expansion plan of US $5 million for installing the single largest production facility at
Zerabo, Savar, Dhaka - 15 km away from the Dhaka International Airport with 20 acres of land
area and 120,000 square feet of production area along with 36 units of Injection Molding
Machines, 4 film extruder machines, a set of printing and converting machines for manufacturing
garment hangers, poly bags, packaging tapes, and strapping bands. The plant is completed on
April 2000.
2000
Acquired a Chinese plastic factory (Build-up Plastics BD Ltd.) with 12 injection molding
machines in Dhaka Export Processing Zone, Bangladesh for a price of US $2 million, later
named as Bengal Build-up BD Ltd.
Mr. JashimUddin, Director of the Company awarded CIP (Commercially Important Person) by
the Government of Bangladesh (GOB)
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Human resources planning

2001
Power Utility Bangladesh Ltd, an energy company to contribute in the power sector to meet the
country's fastest growing demand for electricity by installing power plants at strategic locations
in Bangladesh.
2002
Bengal Poly & Paper Sack Ltd. - PP Woven Sacks manufacturing industry at Tongi, Gazipur,
Bangladesh with a capacity to produce 200,000 woven sacks of different types. The company is
meeting the demand of cement industries, fertilizer industries, and poultry/fish feed industries by
supplying quality woven sacks.
Bengal Plastic Industries Ltd. received ISO 9001:2000 certification for quality management
system and ISO 14001 certification for environmental system. Bengal Plastic is the only
company in Bangladesh having both the certifications.
2003
Added Molded Furniture in the production fleet by manufacturing 12 different types of plastic
chairs, 4 types of plastic tables, and other large molded products.
Bengal Corrugated Carton Industries Ltd.- a packaging unit to produce corrugated cartons to
supply to the entire Group companies with a capacity of 50,000 pieces of cartons of different
sizes each day. Now, it is fulfilling all the demand of our entire sister companies.
2004
Acquired Rahmania Biscuits & Bread Industries Ltd. A biscuits making factory located at
Noakhali, Bangladesh. The plant is capable of making soft biscuits with a capacity of 500 kg per
hour. Later named as Romania Food & Beverage Ltd.
Hamilton Metal Corporation Ltd.- manufacturer of metal hooks and clips for apparel hangers of
other Group companies. The plant is installed with four bending and forming machines with a
fully automatic electroplating line. Installed capacity to produce 500,000 pieces of metal hooks
and 800,000 pieces of metal clips per day.
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Human resources planning

2005
Acquired Polycord Ltd. a flexible packaging unit at Savar, Dhaka producing various packaging
materials for food & beverage, pharmaceutical, detergent, and others industries.
Bengal Windsor Thermoplastics Ltd.- an injection-molding unit at Dhaka Export Processing
Zone received ISO 9001:2000 certification for quality management system (QMS).
2006
Bengal Concept & Holdings Ltd. initiated 20-storied Bengal Tower at Motijheel- the financial
hub in Dhaka City with a land area of 12,000 square feet and total caste area of 184,000 square
feet including three basements car parking.
2007
Acquired National Television Ltd., (RTV) a Bengali satellite television station broadcasting 24
hours news and programs contents with a foot print in Asia, Middle East, Australia and New
Zealand. It is also distributed in the USA on Dish Network at channel 805
2008
Bengal Plastic Industries Ltd., received DHL-Daily Star AwardBengal Polymer Wares Ltd. received ISO 9001:2008 and ISO 14001:2004 certification for
quality management system and environmental system certifications.
2009
Bengal Plastic Industries Ltd. received National Export Trophy (Gold) for 2007-2008.
Bengal Polymer Wares Ltd. re-launched House ware products in the name of Bengal brand
with 160 SKUs in 17 different categories. The products are distributed all over the country
through more than 200 distributors and exporting to India, Myanmar, Canada, UAE, EU, and
USA.

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Human resources planning

2010
Bengal- Received Superbrands Award- Superbrands Romania Food & Beverage received ISO
22000 certification for food safety management system. ISO 22000 write up.
2011
Bengal Plastic Pipes Ltd.- to produce various sizes PVC & HDPE pipes and PVC door and door
profile. Starting commercial operation in April 2011.

Social Responsibility
Bengal Group of Industries employees plays a vital role in ensuring the success of our daily
business activities. Every employee, manager and director throughout the organization is
expected to adhere to the core values of Integrity, Teamwork, Excellence and Accountability.
These values are also the basis on which they build the trust and integrity that will allow
businesses to continue to succeed.
Environment/Sustainability
Bengal Group is committed to environmental excellence, instilling high environmental values in
all employees and maintaining good corporate citizenship in the communities in which we
operate. Bengal Group's all units are responsible for complying with environmental laws and
regulations applicable to their facilities and operating in a manner that conserves natural
resources and protects the environment.
Community
Bengal Group's commitment to acting with Integrity, Excellence, Teamwork and Accountability
contributes to our being a good citizen and socially responsible in the communities in which we
reside. We strive to enhance the well-being of our communities by respecting the diversity of
people and cultures.

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Human resources planning

Bengal Group of Industries

Garment Hangers and Accessories

Bengal Plastic Industries Ltd.

Bengal Plastics is one of the largest garment hanger manufacturers in the region. We are capable
of producing more than 2 million pieces of plastic garment hangers every day. We are an ISO
9001:2008 for quality management systems (QMS) and ISO 14001:2004 for environmental
management systems (EMS) certified company. Bengal Plastics is the licensee manufacturer of
Mainetti- the largest hanger manufacturing company in the world with more than 50 distribution
centers in over 28 countries.

Bengal Windsor Thermoplastic Ltd.

Situated in Dhaka Export Processing Zone (DEPZ), Bengal Windsor was established in 2004 to
produce garment hangers and accessories for exports. The plant is installed with large injection
moulded machines and multi-cavity moulds for higher productivity. We have taken an initiative
to expand the capacity by doubling its production. It is a public limited company and going to be
listed on both Dhaka & Chittagong Stock Exchange upon approval of Security and Exchange
Commission (SEC).

1. Building Materials

Bengal Plastic Pipes Ltd.

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Human resources planning

Bengal Plastic Pipes Ltd. produces versatile, cost-effective uPVC pipes and fittings, which is
alternative for many piping applications. Our uPVC pipes and fittings are corrosive resistant, has
smooth interior walls, non-contaminating, and good pressure-bearing capability. Our uPVC pipes
and fittings are available in UV resistant also. We have more than dozen extrusion lines having
size ranges from 20 mm to 500 mm.

2. Flexible Packaging

Bengal Poly and Paper Sack Ltd.

Bengal Poly & Papersack is one of the largest PP woven bag manufacturers in the country. We
create for the renowned and premium cement manufacturer like Scan, Holcim, Lafarge, Emirates
etc. We also fulfill the demand of various local companies in meeting their packaging
requirements like poultry feed, fish feed, fertilizers and various commodity packaging.

3. Food and Beverage

Romania Food and Beverage

The Company started in 2004 with the acquisition of Rahmania Biscuit & Bread Factory Ltd.
Today Romania is the most valued and quality biscuit brand with three fully automated hybrid
oven lines in the production fleet. Our product range includes 20 varieties of biscuits including
brisk and various snacks including vermicelli and egg noodles.

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Human resources planning

4. Garments

Designer Jeans

Designer Jeans has been producing high quality apparel since 2006, over the years, we have built
a reputation matched by few others in the industry. Our excellence is recognized by our
customers. We further endorse the commitment to quality and excellent quality output.
The company has a well-equipped Stitching Division and Landry Division where a vast range of
woven bottoms are made. These include all kinds of pants, shorts, skirts, dresses made of 100%
cotton or cotton spandex or blended woven fabrics. They also produce certain value added
products such pin tucks, picoting, print, beeds etc. All orders are planned through product
planning and control and industrial engineering departments so that right quality of product and
timely shipment of the orders are achieved.

5. Media and Entertainment

RTV

It is a national television Channel which broadcast various types of programs.

6. Plastic House ware

Bengal Polymer Wares Ltd.

The company provides house ware, furniture, industrial and stationary products.
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Human resources planning

7. Renewable energy

Bengal Solar

Providing Access to Energy


To sustain and to develop the power and energy focusing a challenge to the entire nation.
Building Energy and Power
To sustain and to develop the power and energy focusing a challenge to the entire nation.
The Source of Energy
Their mission is to set a standard in terms of Power and Energy and to cover the entire national
for the better future.
Reaching the People
To provide the balance of energy is to reach the mankind with a green society.

8. Real Estate

Bengal Concepts and Holdings Ltd

A new generation real estate development and construction company established to provide high
quality real estate products. The company is a progressive organization bas on the philosophy of
access to shelter for all echelon of our society. Our architectural consultant, building contractors
and personal customer focus are testament of our commitment to the project and partners.
Experienced team of professionals helps to provide quality building managing including real
estate development, high-rise buildings, residential, commercial and shopping malls. Efficiently
accommodating its buyers' needs today means greater opportunity to serve them in years to
come.
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Human resources planning

Projects

The company is currently engaged in several residential and commercial projects:


Bengal Tower:
Provide an office space with all the latest and smart facilities.
Five Star Hotel:
Bengal is currently developing a multi storied 5 star hotel in Dhaka.
Residential:
Bengal is also developing residential projects in prime location in Dhaka City.
Multi-Purpose Complex (MorshedAlam Complex)
A mixed type of complex focusing both residential and commercial space. It is under
development at the financial hub in Noakhali.

9. Trading and Distribution

Bengal Overseas Corporation Ltd.

Bengal overseas corporation ltd. (BOCL) is a multi-various organization of the Bengal Group of
Industries involved in diversified activities. It is one of the leading and largest trading houses,
engaged in import and export of various products, equipment & machinery to and from of
Bangladesh. Its commercial activities span over a decade both in public and private sector. Over
the years, Bengal Overseas has spread its wings worldwide. It has as of now successfully
represented progressive and leading overseas manufacturers to promote and market their
products in this territory.

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Human resources planning

Achievements of Bengal Company


National Export Trophy

Bengal Group received National Export Trophy in year 1999, 2001, 2007 & 2008 respectively
from the Prime Minister of Bangladesh for our outstanding achievement in exports.

DHL Daily Star Award


For the remarkable contribution in the country's economy Group's Chairman, MorshedAlam
awarded Commercially Important Person's (CIP) by the Government of Bangladesh (GOB).
Vice Chairman, Jashim Uddin was also awarded Commercially Important Person (CIP) by the
Government of Bangladesh (GOB).

Super brands Award


Bengal has received Super brands award. Super brands are an independent arbiter of branding. it
promotes the discipline of branding and pays tributes to exceptional brands around the world.
only those brands that score highly on an average, qualify to be dominated. Super brands
programs now operate in more than 60 countries.

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Human resources planning

Discussion & Analysis


(Food and Beverage)

Romania Food and Beverage


The Company started in 2004 with the acquisition of Rahmania Biscuit & Bread Factory Ltd.
Today Romania is the most valued and quality biscuit brand with three fully automated hybrid
oven lines in the production fleet. Our product range includes 20 varieties of biscuits including
brisk and various snacks including vermicelli and egg noodles.
Quality and innovation is one of the Romania's greatest strength supported by a highly qualified
team of professionals. Our quality process starts with the inspection of incoming raw materials
and packing materials. We source only the finest quality food ingredients supplied by the
renowned companies accredited with ISO 9000. We're constantly adding new products to our
diversified mix for our customers to exceed their quality expectations. It has a very positive
growth trend. Like the Bengal group its growth rate is approximately 15% per year.

Safety Policy
Romania Food and Beverage Ltd. are committed to providing food for our clients and customers,
which is safe to eat and meets their quality expectations. It recognizes and accepts its
responsibility to comply with the food safety requirements of current legislation and industry
standards.
The company has developed and adopted the below food safety policies that meet legal
requirements and industry best practice to achieve its objectives.
The company acknowledges that successfully implementation of this policy requires full
commitment from all levels of management and employees, and requires that:

December 2012

Human resources planning

Food safety policies:


All employees should play their role in achieving high standards of food safety
Providing ongoing training and education to all staff
Comply with statutory and regulatory requirements
Continuously reviewing and improving our food safety plan

Missions:
Their mission is to satisfy the customers need, preferences and expectations for achieving the
success by providing greater value to our customers.

Objectives:
To produce and deliver the safe and healthy foods to all the clients and customers who have
more expectations on the quality.

Strategy:
Romania Food and Beverage Company focuses on both Business Unit strategy and Corporate
strategy. They have some outlets for the betterment of customers who can easily reach there and
they also do direct marketing and recruit the dealers for selling their products.

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Human resources planning

Human Resource Planning Model for Romania Food and Beverage Limited
Collect Information

From the External Environment:

Technology

Technology has the most dramatic effect on business as changes in this external environment are
often quickly felt by firm. As the market can change overnight the management should be in a
position to make decisions that will put the company in a flexible poison to adapt with the
technological changes. Bengal Group of industries uses both automatic and manual technology.
Also uses some specialized software in the field of plastics, adhesives, metal, paper & packaging,
real estate, agro, food, bank & financial institutions, and power & renewable energy. The
company is attempting to upgrade and adopt new technology in production, Supply chain,
quality control, distribution and administration.

Competition

Competition has a significant effect on how we do business and how we address your target
market. Here we can choose to find markets that the competition is not active in, or you can
decide to take on the competition directly in the same target market. The success and failure of
your various competitors also determines a portion of your marketing planning, as well. The
brand PRAN has established itself in every category of food and beverage industry and can
boost a product range from Juices, Carbonated Drinks, Confectionery, Snacks, and Spices to
even Dairy products. Partex Star Group, Danish Foods Limited meted producing Biscuit of
international standard in the world's most modern hi-tech plant maintaining the most hygienic
way. We are offering the very best quality of biscuit in our country. Danish Biscuit contains
nutritional values like vitamin, mineral, calcium, protein etc. those are essential for human body.
Danish has got the production capacity of 40 tons Biscuit per day with its titanic plant. At present
we have launched twelve variants of Biscuit and another six variants are in the pipeline. Danish
Biscuit has been exported to Nepal.
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Human resources planning

Labor standard

Bengal Group of Industries recognizes that progressive labor policies are good business
practices, especially for a company that has global ambition. The Company follows laws and
encourages a work environment that welcomes diversity and fair treatment in the recruiting
process and the workplace. Groups HR policy strictly prohibits any form of forced laboring
Bengal Group of Industries or in any other SBUs of Bengal Group of Industries.

Government Regulation

The Bengal Group maintains and upholds HR policies that are consistent with the Labor Laws of
the country.

Labor law

It is helpful of determining employees salary, benefits, working environment, strategy of


industrial relations, working hour, termination policy.

From The Inside Of The Organization:

Business plan

The Bengal Group of industries has planned to expand their business within 4-8years. They
always target customer demand in the market and sometime create good relationship with the
dealer.

Rates of turnover and mobility

The Bengal Group of industries employee turnover rate is confidential. In the Romania Food and
Beverage Company the turnover rate is 3-4% per year.
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Human resources planning

Current human resource

Actual or current human resource of the organization who are presently working in the Romania
Food Beverage.

Recruitment

The Bengal Group of industries inspires mixture employment opportunity in the recruiting
process and the workplace. The Bengal Group of industries usually prefers external employee
recruitment. External sources of manpower supply Advertisement (paper and online). Internal
sources of manpower supply employee referral. The Bengal Group of industries prefers experts
for manpower improvement, because sometimes experts of Bangladesh are not that much
efficient like when they establish HRIS software. By earlier experience The Bengal Group of
industries forecast employee performance.

Forecast demand for human resource

Short term and Long term

In the Short-Term Forecast Process the consultants of Romania organization stay relevant by
issuing updated forecasts on a monthly basis.
In the Long-Term Forecast Process the consultants forecast manpower 18 months to 2 years in
advance.

Aggregate and individual positions

Romania food and beverage also forecast demand for human resource both one department and
also in the whole organization.
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Human resources planning

Forecast supply of human resource

Internal Supply

Romania food and Beverage Company only recruit 30% of employees internally for the mid and
the top level by intern, employee referral and also by existing employees.

External Supply

Romania food and beverage Company recruit 70% of employees externally in the mid and
operations level by newspapers, job fairs, magazines, online and so on.

Plan and Conduct needed programs

Increase or reduce workforce size

Sometimes Romania food and beverage Company increase or reduce the workforce size for the
betterment of the employee as well as the organization.

Change skill mix

Romania food and beverage Company is a biscuit manufacturing company, so the employees of
this organization do not need the skill mix change through training but there is a training session
for them for handling the machineries.

Develop managerial succession plan

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Human resources planning

Romania food and beverage Companys succession planning is held for only the mid-level from
the operations level. Such as, worker can be promoted for supervisor not more than that but
supervisor sometimes promoted to executives.

Develop career plans

Romania food and beverage Company does not appreciate the career plans but they motivated
the employees to do better in the implementation of tasks.

Feedback on planning process

Were forecast accurate?

Romania food and beverage Company sometimes check the forecasting process, is it right or
wrong that they need manpower or not in the near future or the supply will match with the
demand.

Did programs meet need?

Romania food and beverage Company if found that the supply and demand are not matching or
the program is inadequate or inappropriate then they have modified it.

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Human resources planning

Manpower Demand and Supply of the Organization


In the Romania Food and Beverage Company, there are 700 of employees. Among them only 80
of employees are white collar and rest of them is blue collar. They mainly follow three types of
employee organizational levels.

Top Level:
o Chairman
o Managing Director
o Chief Executive Officer
o Senior General Manager

Middle Level:
o General Manager
o Deputy General Manager
o Assistant General Manager

Operations Level:
o Manager
o Assistant Manager
o Senior Executive
o Executive

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Human resources planning

Organogram of Romania food & beverage Ltd

Managing Director

Factory GM

GM

GM

GM

GM

GM

Marketing

Financ

HR

Commercia

(MIS

e
DGM(Manite
nance)

DGM
(production)

AGM (production)

Sr.Manager

Sr.Manager

Sr.Manager

Quality
Manager
Manager

Manager

Manager

Asst.Mana
gerger
Sr. Executive

Engineer

Manager

Manager

( vat)

Asst.Mana
gerger
Sr. Executive

Sr.

Sr.

Sr.

Sr.

Executive

Executive

Executive

Executive

Sr. Executive

Executive

Executive

Supervisor

December 2012

Executive

Executive

Executive

Executive

Asst.

Asst.

Executive

Executive

Human resources planning

Recruitment Policy
Romania Food and Beverage Company recruit employees both internally and externally. But
they recruit 70% of employees externally in the mid and operations level and 30% of employees
in mid and top level. Their succession planning is held for only the mid-level. They only recruit
employees if the company purchases new machines otherwise they do not recruit any employee
at the operational level.
Human Resource Department
Romania Food and Beverage Company have only few employees related HR issues. They do
the whole organizations duties and responsibilities. In addition to that they have Factory HR in
the Plant to conduct the HR activities in the Plant.
Rules and Regulations
Romania Food and Beverage Company follow the government rules and regulations and also
follow the Labor Code 2006.

Performance Appraisal and Bonuses


They promoted the employees on the basis of their tasks related performances in every two
years. Performance appraisal is conducted by using Annual Confidential Report(ACR) method
only, which is very much biased and back-dated.
Romania Food and Beverage Company give bonuses to all employees if the employees were
100% present in a year.
Turnover
In the Romania Food and Beverage Company the turnover rate is 3-4% per year.

Aggregate and Individual HR Demand:


As we know that,
HR demand = external supply + internal supply

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Human resources planning

We calculate the aggregate HR demand from the current workforce size, turnover rate per year,
and organizational growth of Romania Food and Beverage. The forecasted aggregate demand for
Romania Food and Beverage consists of blue collar and white collar employees. As Romania
Food and Beverage company recruits their employees or workers on the basis of number of
machines, the number of workers can vary highly if they will change their policy next year.

External supply = current workforce size (replacement% per year+ change% per year).
So, external supply = 700 (.04+.15)
= 133.
Or, we can say that,
HR demand (1) = external supply (.70) + internal supply (.30)
Or, internal supply = 133 (.30/.70)
= 57.
So HR demand = 133+57
= 190.
Exponential smoothing average:

Fm = Ft + (At-1 Ft-1)
Fm = Forecasted manpower
Ft = Forecasted manpower requirement for previous year.
Ft-1 = Forecasted manpower requirement at the beginning of previous year.
At-1 = Actual manpower requirement for previous year.

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Human resources planning

= Smoothing constant.
Fm = 588 + .5(675-552)
= 650 employees.
Here, Romania Food and Beverage Co. will require 22 employees for the officer level or white
collar level. They will also require 168 workers next year.

Forecast supply of human resource


The forecasting supply process is a method to forecast the possible sources of supply of
manpower in any organization. This method measures the number of employee likely to be
available from inside and outside the organization, because of the demand creating factors
(absenteeism, internal movement and promotions, wastages, changes in hours and other
conditions of work).
Reasons for Manpower Supply Forecasting:

Calculate existing manpower

Avoid shortages

Control probable future supply of manpower

Promote the employees

Internal sources
Romania Food and Beverage Co. uses the traditional internal sources to recruit\ promote their
employees. Those sources are:
The Existing Employees:
The HR audits make the analysis of the existing employees by their skills and abilities. They are
called the inventory of skills and managerial abilities. Romania Food and Beverage Co. uses
there internal supply of manpower for recruiting people to fill up the important jobs like the midlevel and the senior executive workings, as because they have the perfect skills and abilities to
manage and communicate with the organization.
Employee Reference:
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Human resources planning

Here the employee reference does a vital job for recruiting from any individual personnels
source. As the employee of the company they will know about the vacancy of the organization at
the beginning of the recruitment.
Internship:
Another major source of the internal supply of the organization is the student who are about to
do their internship at this organization. From here the organization also gets lots of candidates for
vacant position.

External sources
Romania uses various external sources to recruit or meet up the manpower demand. Those are:

Advertising:
Want ads describe the job and the benefits, identify the employer, and tell those who are
interested how to apply .They are most familiar form of employment advertising .for highly
specialist requites, ads may be placed in professional journal or out of town newspaper in areas
with high concentration of the desired skills.
Internet:
Now today nobody thinks anything without internet. So Romania give their advertise at internet.
Newspaper:
Romania also uses paper ads to recruit employees.

December 2012

Human resources planning

Recommendation and conclusion


Recommendation
1. Human resource planning is being practiced by Romania Food and Beverage Co. is not
structured at all. So a new form should be established.
2. When we were collecting data we saw that HR data keeping\ maintenance is too backdated. So they should upgrade it. Also they should centralize their data.
3. They should introduce the HRIS and HRMS system to manage manpower planning.
4. They should use experts for practicing manpower planning because it is very useful.
5. They should improvise their performance appraisal method (e.g. using BARS,360 Degree
evaluation).

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Human resources planning

6. The massive percentage of hiring from external sources may cause dissatisfaction among
existing employees.
7. Employees of several departments (specially HR) needs p[roper training facility.
8. Romania Food and Beverage Co. should raise their pay structure to attract more efficient
employees.

Conclusion
Bengal Group of Industries is recognized as one of the leading and fastest growing industries in
Bangladesh having a wide range of activities in the field of plastics, adhesives, metal, paper and
packaging, real estate, agro, food, bank and financial institutions, and power and renewable
energy. Among the various sector Romania is the most valued and quality biscuit brand with
three fully automated hybrid oven lines in the production fleet. For the purpose of this report, it
was found that the interview questions were sufficient to obtain the information required to
analyze the process of calculating manpower demand and supply within the organization. It has
been found that the organization has a sound understanding of what processes need to be used in
order to achieve effective manpower demand and supply forecasting in the present and future. In
addition to this, several issues have been identified within the recruitment and selection process
that need to be addressed by the organization. The first issue identified is that the organization
needs to address the way it communicates the calculation of manpower demand and supply.
Second, the need has been detected for the organization to enlist the services of an employment
agency for the recruitment of low skilled temporary staff. Thirdly, the need for the organization
to widen the coverage area when advertising in the newspaper for positions vacant has been
established. It has also been found that this approach should be used for the professional and
managerial vacancies. Fourth, it has been established that the organization should advertise all
positions externally, prior to searching inside the company for the most suitable worker. Fifth, it
has been shown that the organization needs to change the current structure used in interviews for
professional positions, from unstructured to structure to ensure that the right applicant is needed
for the right situation not the surplus or shortfall. Sixth, the organization is needed to change the
working environment for the betterment of the employees. This can be achieved by purchasing,
when possible, some comfortable furniture to enhance the environment. Finally, the need for the
December 2012

Human resources planning

organization to develop an orientation program to be implemented within the first week of an


employee commencing employment has been established. By assessing calculation of manpower
demand and supply strategy of the organization, the needs of the organization have been
established and identified, therefore, satisfying the purpose of the report.

December 2012

Human resources planning

Bibliography
References

Human resource management book by Gary Dessler

Strategic Human resource Planning book by Kenneth and Monica Belcourt

http://bengalgroup.com/

http://romania.com.bd/

http://www.google.com/imgres?um=1&hl=en&newwindow=1&sa=N&tbo=d&tbm=isch
&tbnid=84-3xFp6s4estM:&imgrefurl=http://jobsbarta.blogspot.com/2012/09/bengalgroup-of-industries-jobsvacancy.html&docid=AeV3hAdAYOYQxM&imgurl=http://4.bp.blogspot.com/pcfsG1XAgsk/UFWzADCkevI/AAAAAAAABSI/x9paGrEeiL8/s1600/260p14.jpg&w=6
50&h=506&ei=c1HRUN6HEcjtrAexpICYDQ&zoom=1&iact=hc&vpx=1165&vpy=198
&dur=117&hovh=198&hovw=255&tx=165&ty=103&sig=100777320415819175026&p
age=1&tbnh=156&tbnw=201&start=0&ndsp=31&ved=1t:429,r:5,s:0,i:105&biw=1670&
bih=709

December 2012