Final Assessment

Bus 601: Human Resource Management

Name: Rafeed Redwan Roktim
ID: 1925312660

Course Instructor: Dr. Alima Aktar

NSU SBE
Section One
Case Solution 1: Grameenphone
a. Yasir Azman has risen through the ranks of Grameenphone and after several glorious
years of providing service, he was appointed as the CEO of Grameenphone of
Bangladesh operations. This is really a special moment for us and also something to be
proud of because it is the first even instance where the company saw a home-grown CEO.
I take great pride and positivity with the appointment of Yasir Azman to lead the BD
team of Grameenphone for –
 Yasir Azman worked as Telenor Group’s Head of Distribution and eBusiness and
worked across all Telenor operations, then he has served as CMO of
Grameenphone since June 2015 and also as Deputy CEO of the company since
May 2017. Finally, was appointed as the CEO which shows a great deal of loyalty
and dedication towards the company on Yasir Azman’s behalf.
 On top of the reward for his loyalty, it also gives him a sense of accomplishment.
In addition, when he will be running the whole infrastructure, it gives him the
opportunity to work on a new skill and at this stage there’s not a window of
boredom. His head and mind will always be occupied.
 From the HR perspective it was a proper example of job enrichment of someone
who was capable of taking on greater responsibilities and every time excelled
those levels.
 From the other employee perspective, it is also a very motivating factor. Anyone
can take this as an inspiration and pursue that goal of obtaining the unattainable as
clearly Yasir Azman has achieved something no one has done before.
 From the company perspective it is also a very effective move as Yasir Azman
has worked in the different parts of the business and has much clearer idea of the
whole thing and when he is sitting at the top knowing what’s happening in the
middle, it’ll be much easier for him to make decisions and lead the team for he is
no different from anyone who is now filling in his previous positions. And by all
means, it is a professional approach.
 Overall it was a very was and strategic decision that Grameenphone made by
appointing Yasir Azman as the CEO because over the years his consistent and
persistent service had evolved him so much for himself and of course for the
company and would certainly be have wasted if this decision was not made. So, in
both the cases it is a win-win scenario.
b. Succession planning is an essential a part of doing enterprise, no matter how sure your
future appears. It’s easy to get rid of planning when everything appears to be going so
well, right? Wrong. Now is the time to start succession making plans. Here are some
motives why it can’t—and shouldn’t—wait:
 You can’t plan for disaster: No count how excellent you and your team of
workers are at sales projections or monetary predictions, no person can absolutely
plan for disaster. Whether it’s an unforeseen illness, a natural disaster, or a
CEO’s selection to abruptly retire, the motives for having a succession plan in
place before it is wished are endless. So, while you couldn’t plan for disaster, you
could put into place a sequence of contingencies a good way to assist your
company live afloat if, in fact, catastrophe happens.
 Succession making plans advantages the business now: Just as business
practices have evolved over the years, succession planning has additionally
grown and changed. It’s not a plan that can most effective be accessed when
leadership goes to change; a succession plan may be used before its “real” intent
is necessary. It can be used to build strong management, assist a commercial
enterprise live on the each day changes in the marketplace, and pressure
executives to study and have a look at the business enterprise’s current goals.
 Succession planning offers your colleagues a voice: If you’re running a circle
of relatives commercial enterprise, the procedure of succession making plans will
give circle of relatives participants an possibility to specific their needs and
concerns. Giving them that voice will also assist create a experience of
responsibility for the duration of the organization, which is crucial for successful
succession planning. Resist the temptation to entirely bring the entire weight of
creating and then maintaining a plan.
 A succession plan can help sustain earnings and support expenses: Talking
about money ought to be a priority. People usually don’t need to paintings
without cost and matters don’t pay for themselves. A succession plan can provide
solutions as to what you—and your personnel—will need for future earnings, in
addition to what forms of expenses you may incur after you step out of the main
leadership role. Ask yourself questions about your annual earnings and other
blessings together with fitness and dental insurance for you and your dependents,
life insurance rates paid for by using the employer, your car, expert memberships,
and other commercial enterprise-related costs.
 Succession making plans offers you a big picture: Some organizations
mistakenly focus completely on changing high-level executives. A correct
succession plan can move further, however, and pressure you to study all levels
of employees. The people who do the everyday work are the ones preserving the
business going. Neglecting to add them to the succession making plans mix
should have dire consequences. As you develop your plan, contain all layers of
management and their direct reports.
 Succession planning strengthens departmental relationships: When regular
conversation occurs between departments you are more likely to enjoy synergy,
which breeds a culture of strength. Make sure which you hyperlink your
succession planning sports with human resources. After all, HR is about people.
By inclusive of HR in succession planning, you could contain factors like the
 employee-evaluation manner, which can help when deciding whether or not to
fill vacancies with inner candidates.
 Succession making plans continues the mood buoyant: Change—a major
factor of a succession plan—is exciting and might deliver a enterprise unexpected
rewards. Still, change can be a source of extraordinary stress, specially when
people’s livelihoods are at stake. As you placed your succession plan together, do
not forget its advantageous outcomes on the commercial enterprise. Planning for
the destiny is thrilling and, if finished correctly, can encourage your people to
stay worried and maintain enterprise loyalty. It’s proper that a plan is regularly
positioned into vicinity to prevent catastrophe, but it’s also a corporation’s way of
embracing the future—a commercial enterprise approach that is crucial for
survival.
Case Solution 2: SureCash
a. The potential to identify enterprise trends to save you group of workers skill gaps is one
among the most important talents a talent developer must possess inside
the 2018's business enterprise landscape.
To assist you hone this talent, we’ve amassed 5 powerful guidelines to pick out and deal
with staff ability gaps at your company.

1. Learn How to Identify Skill Gaps

The first step towards putting off ability gaps is to identify them. To do so, you have
to build a listing of the particular capabilities your enterprise needs, and assessment it
with the competencies your personnel already possess. Anything on the
primary listing that's now not on the second
one will indicate a ability gap you need to resolve. It's not as smooth as it sounds,
though, as arising with a listing of required talents can be tricky. For one, you need
to not rely, as many executives do, on the fashionable buzzwords
that tell the industry's "need to have" capabilities of the day. For example, Machine
Learning, NoSQL, and VR have all come and long past out of style inside
the corporate space over the last five years, and many groups that didn't really
need them invested heavily in them. Ignore analysts and consultants telling you
what's "hot" and which technology and talents you "must" adopt. Their aim is
(more frequently than no longer) to keep you hooked on their reporting and sell you
stuff that you don't need. Instead, try
and discover your enterprise's real skill development needs—both present and future 
ones by studying your precise workflows, market segment, and future direction. Once
you’ve constructed the list with the talents which
you want, appearing a skill gap evaluation for your personnel is straightforward.
Using the tests, quizzes, and survey talents of a powerful LMS, like TalentLMS,
you need to be capable of have a comprehensive list of
your personnel skills (and talent deficiencies) in a completely quick time.

2. Teach Employees To Train Themselves

Even higher than fixing body of workers talent gaps is not to have them within
the first place. To reap this, you’ll ought
to go beyond providing education in precise competencies: you'll need to foster
a getting to know lifestyle in your corporation that encourages personnel to teach on
their own and to try to hold their skillset current.
This requires a two-pronged method:

- Providing personnel with the studying gear, content material, and opportunities that

they want to paintings on their competencies

- Using promotions, raises, and different rewards as equipment to push

your personnel in the direction of self-improvement

Giving your employees get entry to to different types of education content

material (aside from your personal internal courses) through company-
 extensive subscription to a enterprise schooling content library will permit them
to select topics that they’re interested by and paintings on
their competencies development on their own.

3. Keep An Eye On Your Competitors

While you must no longer blindly embrace the contemporary buzzwords in
your enterprise, you ought to nonetheless take note of the competition. Study
your enterprise’s short- and long-time period developments, and spot how they
apply on your target marketplace to get a better concept of the body of
workers talent gaps that you ought to cognizance on. A surprisingly useful trick is to
check your competitors' task postings. They are often indicative of the course they’re
taking next, and of the sorts of projects they have within the pipeline. Don't rush to
imitate them, though. Often it’s better to let a competitor strive the waters with a
new product line before diving in yourself. Especially if there may be a
high risk that they may fail. In general, hold an eye on what others in your space are
doing, however also on the kind of response that they get from the marketplace. This
will help you keep away from moonshots, and spend money
on competencies development in the direction of regions with real increase potential.

4. Inject New Talent into Your Company

The hardest skills for senior employees to seize up with are the ones that rely
upon technology that emerged long after they've first entered the staff.
For those capabilities, you'll want to study recent college graduates and more
youthful prospective hires. An injection of more youthful employees will
instantly improve your business enterprise's capabilities pool with all the state-of-the-
art technologies and techniques that those new hires have encountered in
their degree guides and internships. Combining the younger hires' familiarity with
the state-of-the-art abilties with the senior employees' revel in and
mentorship capabilities will provide the best stability to
transport your employer forward. Establishing an internship application in
your agency to attract, identify, and foster such younger expertise, will help in
this direction. To make it paintings, make certain that your business
enterprise offers an appealing environment for young talent to return to work at, from
a cultural and perk perspective, and build a very
good dating with your neighborhood university.

5. Embrace Continuous Learning

To preemptively tackle the skills gap, you ought to technique getting to know as a
natural part of your normal workflows. In an ever-changing business environment,
employee gaining knowledge of shouldn't be visible as a time-
limited activity based on a predetermined education schedule, but as an ongoing, non-
stop process. To promote non-stop competencies development, you must foster
a learning way of life (as in step with tip #2), and spend money
on your education infrastructure and content. To facilitate employee training,
you need to additionally provide them with an clean-to-use, always-
on, online platform.
b. Corporate layoffs have turn out to be a mainstay of existence in America.
What gets less interest on the evening information is that layoffs create downsizing
survivors or people who stay in your agency after the downsizing. Whatever the
terminology or circumstances, if your agency downsized, you are left with layoff
survivors, those personnel considered fortunate due to the fact they made the cut. While
downsizing has a positive impact on the business's bottom line, to truly enjoy the layoffs,
you need to invest strength in the personnel who survived. If you do, you'll useful
resource recovery, gasoline productivity, and enhance morale. You will
also reduce any damage to administrative center consider, and, if
you practice powerful exchange management, you'll ultimately see your
remaining employees flourish and grow.
 Demonstrate That You Value the Survivors
If you are a manager, it is most vital to reassure the folks who file to you of
their cost to you and the organisation. You need to speak with every
person individually to permit them realize why and how they're valued, stressing
their contribution to the general functioning of the operation.
It's commonplace after layoffs that trust has been injured. Employees want to be
reassured approximately their security and their future. They also want to
be instructed why the those who were allow go had been chosen. You
don't want your survivors feeling that they're the victims. It is
likewise a common occurrence because the survivors will in all
likelihood have extra work to do, and unique jobs to learn. For some,
this direction of action can be thrilling and career-expanding. For others, this
may prove difficult. For instance, a human aid department as soon
as staffed via five humans can also now be staffed by simply one individual.
That person will in all likelihood sense overworked and under-appreciated.
One manner to save you overburdening a survivor is to paintings with
your purchaser base to perceive the work approaches that add the least fee to
the patron enjoy, and then take away them.
 Focus on Career Development and Building Self-Esteem
The those who document to you are involved for diverse reasons. Some layoff
survivors are worried that they don’t have the know-
how and competencies vital to tackle new or expanded jobs. Some human
beings are worried about having the time and strength required to step up to the
larger challenge. It creates an opportunity for a
career development discussion with each of the folks that record to you.
Start by figuring out the additional training, resources, and
support each employee feels they want and then make certain you provide it.
Explain to each worker that the new abilities they're obtaining will make
them extra marketable. It, in turn, will create a
heightened sense of task security and self-esteem. Remember, your goal is
to assist human beings experience confident that they are able to contribute, grow,
and master the converting work environment.
 Establish Trust and Acknowledge Emotions
You will need to paintings to restore any accept as true with that has been
damaged, along with an employee dropping a valued colleague that they taken
into consideration valuable. Recognize that human beings are experiencing a loss.
People will grieve although they see the changes are precise for them and
the corporation for the lengthy term. When humans have worked together, no
matter the connection or perceived contribution, they
inevitably experience the lack of a coworker. You must give those that remain on
the job the time and area they need to address feelings of anger and loss. You
will even have some folks that sense guilty that they have been chosen to
remain after the layoffs. Notice the gamut
of feelings that people experience, inclusive of yourself, and take delivery of them
as a normal part of the change.
Case Solution 3: Incepta Pharmaceuticals
Attractive Compensation Package
Being an HR manager, it is very important and complex at the same time to offer an attractive
compensation package in order to attract new talents. A package can be attractive when the
salary range is if not above the market, at least at the market level with added benefits like
transportation, bonuses, food, retirement plan and many more.
1. Attractive Salary: An attractive reimbursement package includes salaries that are
“at marketplace” or above. If you mayn’t be at or above market on salary, you
could make up for it by being generous in different categories, mentioned below.

Start your technique by identifying all modern-day and planned jobs at your organization,

defining the associated work and setting up salary degrees that fit all of
the task descriptions.
To decide salary levels, research and examine the aggressive salary levels for
all applicable jobs primarily based on geographic location. Identifying
salary levels ensures that pay is aggressive with different companies. As
you remember pay, you’ll want to take a look at bonuses and commissions as well
(startups, don’t forget about equity!). Often, smaller corporations work with
a supplier to help examine salaries, create stages, and become aware of an
overall method for how to handle pay.

2. Attractive Benefits: At a minimum, try to offer health insurance, vision, and

dental insurance and cowl a part of the employee’s top rate.

There are lots of coverage alternatives to encompass in a complete repayment package.

The most famous is healthcare insurance. With the passing of the Affordable Care Act,
it’s crucial for small businesses to recognize what’s required for a business of
their length whilst it comes to offering healthcare benefits.
When supplying healthcare insurance, a enterprise can pick out to cover 100% of
the premium or a percentage, with the employee paying the other portion.
Businesses may also choose to provide insurance to just the employee or to the worker in
addition to own family members.

Other styles of insurance which could make your blessings package more attractive are

short-term and long-term disability, dental, and imaginative and prescient coverage.
Again, while embarking on a plan to offer insurance options for personnel,
it’s important to work with specialists and become aware
of providers with options that healthy the finances in addition to meet legal necessities in
your enterprise and city/country.
3. Attractive Leave Package: The average corporation gives 9 paid holidays. One way to
set your agency aside is by presenting greater paid holidays than different employers,
or by means of allowing employees one “floating” holiday each 12 months that they
will use for a vacation that the company does not observe.

Paid day off (PTO) commonly consists of specific allotments of time for paid time

without work that cowl vacation, sick and private days. Instead
of retaining different regulations and PTO balances for every type of day off,
some agencies have adopted a PTO program that awards personnel a selected range of
paid leave days that personnel can use for any purpose.

Managing PTO advantages requires an understanding of federal, state and

local laws (including legal guidelines around own family and medical go
away, salary and hour, and army go away) that regulate the fee of all or a portion of pay
to personnel who take leave.

4. Attractive Retirement Policy: This is sincerely in our wheelhouse, so we know a

lot approximately this! Most corporations who want to be competitive offer a baseline
401(k) with no organisation in shape. This is very commonplace for
small, extra traditional (brick and mortar) groups.

Those in greater aggressive industries competing without delay with larger agencies for

talent (regulation firms, tech businesses, engineering firms, etc.) have a
tendency to provide an business enterprise fit — commonly 3% is
standard, but some organizations are extra beneficiant with the suit percentage, in view
that a 401(k) offers an clean and cost-effective manner for personnel to plot for
retirement by way of making tax-deferred contributions to an funding fund. Employees
aren’t the handiest ones who acquire tax deductions from a 401(k) plan -—
employers also can deduct contributions made to personnel’ 401(k) debts. These
tax advantages are essential to do not forget as you determine how
to the charges and advantages of your overall compensation package.

Small and huge businesses commonly pick out a

401(k) company to help management for their software. Retirement plan
professionals, just like the group at Human Interest, are to be
had to help corporations manipulate 401(k) administration. Keep in mind, even in case
you work with an outside provider, your business
enterprise must ensure accountable management of the plan and balance it together with
your other gain offerings.
Compensation for International Hiring
I think Compensation package for international employees should be higher than the local
employees because –
1. Relocation Cost: In order to join the company, the international employee has to relocate
from his/her place of residence which is very expensive when you are going beyond your
country borders. So, this is one very important thing to consider as a HR manager.
2. Housing Cost: Housing cost is essential for an international employee.
3. Unique Skill Set: As the employee is from overseas, he/she might have a few unique
skills that may not be culturally or technically available to us. This one of vital reasons
for the overseas employees to get better benefits than the local employees.
4. Thought Process: A culturally diversified workforce will always have a richer thought
process and that to should be paid for because it’s the overseas employees who makes it
possible.
5. Adjustment in standard of living: If the employee is from a 1st word country and us
being a 3rd world country it will create a lot of issues for the immigrant to adjust with a
whole new lifestyle and the HR manager should always consider this because as difficult
working in a whole new country is much more difficult to settle down.
Section Two
Maple Leaf Shoes
1. Assessment of Maple Leaf Shoes’ Performance Evaluation System: Evaluation
systems should always be quantitative. For example – the performance evaluation system
we are talking about here, it has no room for quantitative measure or anything that can be
used as a result. When there’s no evident comparison present in the performance
assessment, no one will take it seriously. So, As Tim Lance, my input for the
performance evaluation system should include –
a. KPIs assigned to each employee: Each employee in every department or section
should have individual KPIs according to their job descriptions. For example: if
someone is a Sales Man, his/her KPIs would be
i) Overall Sales Volume and Quantity
ii) Year on Year growth
iii) Number of distributors both previous year and current year
iv) Implementation of the plans made last year
b. Employee Self-Appraisal: Here, during the evaluation period, every employee will
rate their individual performances. Basically, employees will provide a result of their
last one year of work and also additional comments where necessary.
c. Line Manager’s Appraisal: After the employees are done with their self-appraisal,
Line managers will then compare the results given by the employees with the
threshold. That is if someone’s KPI was to sell 10,000 Units, how many did he/she
sell and give a rating between 1 to 10. 10 Being best with surpassing expectations.
d. Promotion Recommendation: In the evaluation system their should also be a scope
where the employee can ask for a promotion and explain why and the line manager
will also have a say in the matter and suggest a promotion as well.
e. Behavioral Assessment: There should always be some qualitative measure in the
performance evaluation system. The things that can be enlisted under the behavioral
assessment are –
i) Teamwork
ii) Adapting to change
iii) Customer Satisfaction
iv) Interpersonal Relationship
v) Leadership
The performance evaluation system of Maple Leaf Shoes lacks the above mentioned things. If
these are implemented, the whole evaluation system will get much better and the employees and
manager will regain the lost faith in the evaluation system.
2. Changes Recommended for the Company
The President of Maple Leaf Shoes, Robert Clark is someone with the one-way
communication style. According to the case, he is someone who does not like taking opinion
from others, rather implement whatever pleases him. This needs to change. He needs to listen
to the ideas and strategies suggested or proposed by his subordinates. This way, he will know
what is going on around, what the employees are thinking or wanting. This makes things
much easier to run the whole system. If the recommendations of the employees are at least
heard by the management, this gives a lot of positive motivation to employees. Productivity
increases and they also stay loyal to the management. Also, the working environment
becomes a dynamic one as there different ideas from different people.