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British American Tobacco

British American Tobacco Bangladesh is one of the oldest and largest
multinational companies operating in Bangladesh. The UK-based
British American Tobacco Group holds 65.91% share in the company.
The Government of Bangladesh owns 28.7% through several of its
agencies, while 5.39% is owned by other shareholders.

British American Tobacco Bangladesh began its operations in the sub-
continent in the year 1910 as Imperial Tobacco Company Ltd. Post
1947After independence, in 1972, Bangladesh Tobacco Company (BTC)
was formed with British American Tobacco holding majority of the
shares. In March 1998, Bangladesh Tobacco Company changed its
corporate name into British American Tobacco Bangladesh proclaiming
its common identity with other operating companies in the British
American Tobacco Group.

At British American Tobacco Bangladesh, the key factor to their
sustainable growth is human resource. Therefore, they have always
been committed to good employment practices and have set out the
framework of our Employment Principles on workplace practices,
employee relations and employee human rights.
As we know it is an multinational company so this report includes the
theoretical framework of various concepts of Human Resource
Management and also contains the practices of Human Resource
management in British American Tobacco Bangladesh for the purpose
of find out the benefits and problems they are facing from their
widespread work force.

Objectives of the study:
Managing a successful business involves acquiring, developing and
maintaining a wide range of resources. Any organization needs good
employee who have the right skill to achieve the company’s aims and
objective. Human recourse management is the business function that focuses
on the people aspects of an organization. It ensures the efficient
management of people in the business by recruitment and selection process
from different country. In this report we describe the recruitment and
selection process of British American Tobacco Bangladesh and the
benefits and problems they are facing from their wide-ranging work

Methodology of the study

Other informal ways. • Secondary Data: The secondary data are collected by following ways: 1. In March 1998. in 1972.7% through several of its agencies. . The primary data was collected by face to face interview 2. how to do & when to do. • Omission of some important information due to response biases and time constraints. employee relations and employee human rights. they have always been committed to good employment practices and have set out the framework of our Employment Principles on workplace practices. Post 1947After independence. Group Instruction Manual & Business Instruction Manual Limitations of the study • Due to inexperience and lack of proper planning & feedback in time it was really difficult to understand what to do. • Primary Data: The primary data are collected by following ways: 1. Bangladesh Tobacco Company (BTC) was formed with British American Tobacco holding majority of the shares. Brief description of British American Tobacco British American Tobacco Bangladesh is one of the oldest and largest multinational companies operating in Bangladesh. Web Sites 2. The UK-based British American Tobacco Group holds 65.39% is owned by other shareholders.91% share in the company. The Government of Bangladesh owns 28. British American Tobacco Bangladesh began its operations in the sub-continent in the year 1910 as Imperial Tobacco Company Ltd. while 5.Both primary and secondary data have been collected for the purpose of the study. • Cost and time constraints did not allow for a more extensive data collection. the key factor to their sustainable growth is human resource. Therefore. Bangladesh Tobacco Company changed its corporate name into British American Tobacco Bangladesh proclaiming its common identity with other operating companies in the British American Tobacco Group. At British American Tobacco Bangladesh.

sex. Recruitment & Selection Policy Practiced By British American Tobacco Bangladesh Employment Planning Every organization has employment planning. They usually forecast their personnel needs based on their mission. All recruitment related notices are posted on the www. They are not prejudiced against race. These are basically graphical methods. which can not measure the actual personnel needs. Although there are several methods to predict personnel needs. They focus on e-based advertisement for more visibility and transparency beside the conventional print media. but they use managerial judgment because it gives the more real world scenario for personnel needs. Positions will be offered to the candidate on the basis of his/her ability and the requirement of the company. Following the selection procedure. Applicant must be a citizen of Bangladesh. Candidates are required to fill up the blank resume format provided in the website. market conditions etc. strategic goals & objectives & technological and other changes resulting in increased productivity. They encourage students with good academic track record to apply. pre-employment medical examination and reference checks are done. Recruitment Policy British American Tobacco Bangladesh has been in e-resourcing since 2002.bdjobs. But managerial judgment method depends upon the change in productivity. age etc. They entertain application from recognized universities from home and abroad.Employment Planning. A well-structured and systematic selection procedure is followed to get the most suitable candidate. BAT has also its employment website. They think that the other methods can not give the accurate situation of the personnel needs. . religion.

• They are committed to keep them informed of their progress through every step of the selection process. they will be recommended to the respective Heads of Functions for a final Interview. participants find it a unique opportunity to demonstrate their strengths. They will also have the opportunity to meet managers and to gain first hand experience of what it is like to work for British American Tobacco Bangladesh. . Employee Socialization. Regardless of the outcome. Socialization can be conceptualized as a process made up of three stages: 1. Pre-arrival stage: This stage explicitly recognizes that each individual arrives with a set of organizational values. Organization entry socialization refers to the adaption that takes place when an individual passes from outside the organization to the role of an inside member. This will provide them opportunity to demonstrate their skills and suitability through their performance in a number of participative and individual exercises. they will be invited to a specifically designed British American Tobacco assessment centre. • If they get through the Assessment Centre. and expectations.Selection Process • If the application is successful. They will be invited to a preliminary interview which will be taken by a member from the function to which they have applied and a member of the Human Resource team. Performance appraisal Socialization Socialization is a process of adaption. attitude. • As a final candidate. Training &Development.

and lower turnover rates through socialization. Metamorphosis stage: Finally. Employees achieved reduced anxiety. To make training a success. Encounter stage: Here the individuals confront the possible the dichotomy between their expectations and reality. The organization gets higher productivity. and an increased feeling of being accepted by their peers and bosses. . the new member must work out any problems discovered during the encounter stage.2. increased awareness of what is expected on the job. greater employee commitment. a trainer should take care of the following points:  Make learning meaningful. Advantages:  Relatively inexpensive  Trainees learn while producing  No need off-site facilities Drawbacks:  Low productivity while the employees develop their skills  The errors made by the trainees while they learn. When socialization works. Training and Development Training: A learning experience in that it seeks a relatively permanent change in an individual that will improve his or her ability to perform on the job.  Make skills transfer easy and  Motivate the learner Employee Training Method On-the-job Training: It means having a person learn a job by actually doing it. 3. employees receive the confidence and satisfaction what comes from feeling that they are members in good standing in the organization.

But the organization may ensure it by creating a learning environment in the organization.Apprenticeship Training: It traditionally involves having the learner study under the tutelage of a master craftsperson. changing attitudes. Job Instruction Training: Listing each jobs basic task. Lectures: The most simple and quick way to provide knowledge to large groups of trainees. . in order to provide step-by-step training for employees. The objectives tell us where were going and provide a framework from which our managerial needs can be determined. Simulated Training: It places the trainee in an artificial environment that closely mirrors actual working conditions. • Coaching Approach: The trainee works directly with a senior manager or with the person they are to replace. Employee Development Method Managerial On-the-Job Training: The development of employee’s abilities can take place on the job.Any attempt to improve current or future management performance by imparting knowledge. • Action learning: Here the management trainees are allowed to work full-time analyzing and solving problems in other departments. It includes: • Job Rotation: It involves moving a trainee from department to department to broaden their understanding of all parts of the business and test their abilities. Informal Learning: This learning process is not determined or designed by the organization. or increasing skills. along with key points. Development. Any effort toward developing employees must begin by looking at the organizations objectives.

• Outside Seminars: Many organizations now are using this popular method on various aspects of business and management. • Management Game: The manager presented with a computerized decisions regarding but simulated situations. Methods of Appraising Performance Graphic Rating Scale Method: A scale that lists a number of traits and a range of performance for each. Importance:  It does little good to translate the employer’s strategic goals into specific employees’ goals  It develop a plan for correcting any deficiencies he appraisal might have unearthed  It should serve a useful career planning exhibit strengths and weaknesses.  It almost always effects the employer’s salary raise and promotional decisions. The employee is then rated by . Performance Appraisal Evaluating an employee’s current and/or past performance relative to their performance standards.Transfer of training. • Behavior Modeling: It involves the Modeling-Role playing-Social reinforcement.Off-the-job Training: It includes: • The Case Study Method: Here the manager is presented with a written description of an organizational problem to solve in a discussion with other trainees.

Critical Incident Method: Keeping a record of uncommonly good or undesirable examples of an employee’s work-related behavior and reviewing it with the employees as predetermined times.identifying the score that best describes his or her level of performance for each trait. Forced Distribution Method: Similar to grading on a curve. It is a matter of combination. Narrative Forms: It is an essay type method. until all are ranked. BAT’S Socialization Process In BAT the Human Resource Manager make decisions about how they want to socialize their new employees. predetermined percentages of rates are placed in various categories. Paired Comparison Method: Compare each employee with each other employee.Then they begin the formal socialization process on the job. then lowest. where they learn the norms of their work group. Employees begin with a relatively formal socialization to learn the pivotal standards of BAT. Alternation Ranking Method: Ranking employees from best to worst on a particular trait. choosing highest. Training System of BAT Types of Training: • Technical Training • Management Training • Safety Training • Occupational Health .

Accounts. Planning the training program & implementing it • The stages of the training • Recording the results • Providing the stuff and equipment Evaluating the results • Deciding whether the training objectives have been met • Considering how they could have been met more effectively Training Aids The following training aids are generally used in training programs in BAT • Multi media . • Analyzing the attitudes. Sale etc. skills & knowledge(ASK)of the job: Designing what has to be learned.) • Social Skill Training • Refresher Training • Workers Education Training On-the-job Training Process • Identifying the training needs: What kind of training is needed for how many people to what standard of performance the objectives of the training must be determined.• General Training (Management.

A good salary survey provides specific wage rates for specific . the career opportunities and positive team relationships. 2. hourly. salaries. Direct financial payments: Wages. It has two min components: 1. weekly. incentives. Their employees are rewarded based on the challenge of their roles in their business. BAT’S Performance Appraisal Their remuneration policies are designed to be highly competitive and to ensure differentiation amongst individuals and teams on the basis of performance. and bonuses. commissions. Direct payments: Financial benefits like employer-paid insurance and vacations. Factors influencing the design of compensation plan • Legal considerations in compensation • Union influences on compensation decisions • Corporate policies and competitive strategy • Policy issues affecting the plan of an organization Establishing Pay Rates Step-1 The Salary Survey: A survey aimed at determining prevailing wage rates.• Overhead projector • Flip chart • White board etc. biweekly or monthly wages and salaries • Performance based pay: Ties compensation directly to the amount of product the worker generates. There are two ways to pay directly: • Time based pay: Daily. Employee Compensation Employee compensation refers to all forms of pay or rewards going to employees and arising from their employment.

4. Job Evaluation method includes: 1. Ranking: Involves ranking each job relative to all other jobs. Step-2 Job Evaluation: A systematic comparison done in order to determine the worth of one job relative to another. Job Classification: Categorize jobs into groups 3. but telephone surveys and newspaper ads are also sources of information. Step-3 Group Similar Jobs into Pay Grades: A pay grade is comprised of jobs of approximately equal difficulty. usually based on overall difficulty. Formal written questionnaire surveys are the most comprehensive. Step-5 .jobs. Factor comparison: Ranking jobs according to a variety of skill and difficulty factors. There are several steps in this method: • Obtain job information for each job • Rank jobs by department or in clusters • Select just one compensable factor • Rank jobs • Combine ratings 2. Point Method: A number of compensable factors are identified and then the degree to which each of these factors is present on the job is determined. and then adding up these rankings to arrive at an overall numerical rating for each given job. Step-4 Price each Pay Grade-Wage Curves: This curve shows the relationship between the value of the job and the average wage paid for this job.

There are several types of benefits:  Supplemental Pay Benefits  Insurance Benefits  Vacations and Holidays  Sick Leave  Parental Leave and Family Leave  Medical Leave  Retirement Benefits Conclusion British American Tobacco is one of the reputed multinational companies in Bangladesh. Their human resource department is strong & treats their employees as an asset.Fine-Tune Pay Rates: A series of steps or levels within as pay grade usually based upon years of service. This has been possible due to skilled manpower. which has been developed by taking proper recruitment and selection strategies and giving sufficient training and development opportunities and also retaining their employee through providing adequate compensation and benefit . BAT has already earned reputation as a very potential Multinational Company of the country. They have continued their business with good reputation. Benefits Indirect financial and non financial payments employees receive for continuing their employment with the company.We write in no uncertain term that BAT is functioning very well and we hope that it will continue its operations and will become the trendsetter of the Human Resource Management practices of Bangladesh. . As a leading company in cement industry they always try to maintain the highest quality of their products.