Project

Course:
Section:
MBA, Graduate School of Management
[Fall 2021]

Submitted to:
Faculty, BRAC University

Submitted by:
Saugoto Sarker # 19264003

Date of Submission:
September 01, 2021
Business Description:
Rahimafrooz Ltd., founded in 1954 as a trading company in Chittagong, is one of the largest
business groups in Bangladesh. It consists of nine SBUs (Strategic Business Unit) and several other
affiliations. Rahimafrooz operates in three broad domains: automotive aftermarket, power and
energy, and retail chain. It sells tires, batteries, lubricants, emergency power products, diesel as well
as gas generators, lighting products, electrical accessories, solar systems, energy solutions using
compressed natural gas, and power rectifiers. The Group also runs ‘Agora’ the first retail chain in
Bangladesh.
Human Resources department of Rahimafrooz Ltd.:
The Human Resources department is responsible for ensuring motivated, talented and ever-
developing pool of professionals at AED who respect what Rahimafrooz stands for and values, and
can carry the company to greater horizons. Below listed activities are operated by HR department of
Rahimafrooz.
 Selection and Recruitment Process of Rahimafrooz
o The goal of recruitment process is to select and recruit competent Rahimafrooz requires
for its operation and to attain aspiration, missions and objectives.
o Steps for complete this process: Initial Screening > Interviews > Background Checks
> Final Selection Decision
 Training and development Process of Rahimafrooz
o The training budget allocated at the beginning of each financial year in accordance with
training needs identified and the organization’s objectives for the forthcoming year. The
training plan will be reviewed annually. All training will be evaluated by the HR
Department by means.
o Steps for complete this process: Training and development needs identification >
Designing Program > Program implementation > Evaluation process
 Benefits- Retention Initiatives in Rahimafrooz are controlled by HR department
o Variable Profit Bonus: (VPB)
o Key Result Area (KRA) Bonus
o Festival Bonus
o Provident Fund & Gratuity
 Performance Management Process of Rahimafrooz
 o An ongoing process of communication between the supervisor and the employee
focused on making the employee achieve his or her best workplace results and
continuously improve upon.

Quality Aspects and Measurement Ideas:

Quality Aspect Measurement Ideas

Total Eligible
Effectiveness
Employees Performance Weigh
and Organizational
Onboarded as Employee Management -ted
Identification Development
per Business Retention of employees Total
of training (OD)
Need and and Systems Score
needs
Budget
Total
Total Points: Total Total Points:
Total Points: 15 Total Points: 25 Score:
20 Points: 25 15
100
13 18 20 23 12 86

The key quality aspects that are taken into consideration are:
1) Total Eligible Employees Onboarded as per Business Need and Budget: This is a very
important aspect as employees are the only active key resource of an organization. Any bad
hire could result in huge loss of time and money. The total weightage given is 15, 0-5 being
need improvement, 6-10 Being Good, 11-15 being outstanding.
2) Effectiveness and Identification of training needs: Identifying, planning, designing,
implementing and monitoring training at the right time to the right resources is important to
improve the effectiveness of the overall organization. It should be considered with high
priority as entire effort could go into vain if proper results are not derived of it.
3) Employee Retention: This is the factor containing one of the maximum weightages of 25 as
retaining employee is very important. The organization invests a lot in developing an
employee to the role through a lot of on the job and off the job training. Also, the employee is
trusted upon with intellectual properties which are to be kept within the company boundaries
only. If the retention is low, the company loses a lot in terms of time, expertise and money
which can never be replaced.
4) Organizational Development (OD): This is another key factor containing the maximum
weight of 25. This is because it is the work of the HR team to find the hindrances that are
created which are with-holding the smooth functioning of the organization and continuously
work on improving them. The only way an organization can cope up with the ever-changing
 environment of the business world is by identifying the gaps and filling them up as quickly as
possible.
5) Performance management of employees and systems: Performance management processes
helps the organization to identify the performance of the employees on a quarterly, half
yearly or Annual basis. This also helps in identifying the flaws. Improvements can be made
accordingly through proper training and development. Better performing employees can also
be rewarded to keep them motivated.