Based on their next 30 years of business sustainability, the suggestions I would like to give to the

Chairman of the Board for future Strategic HR Management of the group of companies are as follows:

● Restructuring of jobs
At this point in time for the Tiger group of companies, corporate restructuring is inevitable after
implementing a functioning HR department. But this step has to be handled carefully and with
flexibility. The primary goal for restructuring will be to properly align with the business model
using available human resources with cost-efficiency. As Mr. Amjad Hossain wants as fewer job
cuts as possible, this should be the secondary goal of the restructuring process. A defined
framework should be planned for the whole group of companies.
● Defining proper job positions
As part of the restructuration process, every job position should be analyzed, defined, and
described. This will identify the job positions that are needed to be removed to become more
cost-efficient.
● Firing as fewer employees as possible
As the secondary goal of the restructuring process is to fire as fewer employees as possible,
currently only the unnecessary jobs will be removed. Employees who are low in efficiency will be
given the training to cope up with their jobs.
● Restructuring of salary and wages
A new salary structure should be introduced according to the job definition and description.
Employees should be paid not for their positions, but for the tasks they operate and complete.
Inefficient employees will be the main focus of this salary restructuring.
● Retirement schemes
Few retirement schemes should be offered for the employees who are getting fired and also for
the inefficient employees who are willing to retire on their own. Senior Employees can be also
kept as advisors for particular departments if necessary, with lesser salary schemes.
● Relevant training and development
Relevant training and development should be offered for all existing employees to make them
eligible for their redefined job roles and positions. This will be costly for the company but this
will save many employees from getting fired.
● Implementation of proper HR policies
A proper and fully functioning HR policy should be developed and implemented by the new HR
department which should be strictly followed for farther recruitment and selection process.
● Implementation of proper HR succession planning
The HR department should also plan for future positions that require to be filled. This will be
very critical as the restructuring will be a few years-long processes, so the promotion of
employees and alignment with job positions should be kept in focus. A proper plan can save the
company within a few years.