RAHIMAFROOZ BANGLADESH LIMITED

HR POLICY AND BENEFITS ANALYSIS, INTERPRETATION

AND APPLICATION

PREPARED FOR: PREPARED BY:

GROUP: iNEXT

MGT351.03 NAME ID

FALL 2018 SURAIYA ISLAM TASNIM 1610246030

SHAHID HOSSAIN (SHH) SHAHNAZ HAQUE 1520580030

NORTH SOUTH UNIVERSITY MD. SHAFIQUL ISLAM 1610042030

PURNATA DUTTA 1611793030

MAHIDA AKTER 1621226030

LETTER OF TRANSMITTAL

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Date: 18th December, 2018

Shahid Hossain

Department of Management

School of Business and Economics

North South University

Subject: Submission of the report on HR Policy and Benefit Analysis, interpretationand

application of Rahimafrooz (Bsngladesh) Limited.

Dear Sir,

We are glad to inform you that we have possessed the capacity to finish the Project of HR Policy
and advantage investigation as indicated by your directions in due time.

We have applied our full exertion on this venture which has upgraded our insight on Human
Resource Management.

We truly hope our work coordinated the satisfaction of the project.

Yours Sincerely,

Name Signature

Suraiya Islam Tasnim

Shahnaz Haque

Md. Shafiqul Islam

Purnata Dutta

Mahida Akter

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 Acknowledgement:
First of all, we would like to express our gratitude to Almighty ALLAH to enabling us to
complete our MGT351 project on HR Policy and Benefits of Rahimafroo Bangladesh Ltd. within
the time given by our Mentor Shahid Hossain. We sincerely thank our lecturer for the guidance
and encouragement in finishing this assignment and also for teaching us so remarkably in this
course.

This assignment could not have been completed without the effort and co-operation from our
group members. We would also like to express our gratitude to Mr. Muhammad Shahedur
Rahman Executive, talent acquisition and HR System of Rahimafrooz Bangladesh Ltd. for
guiding us through all this necessary information we needed to complete our project.

Last but not the least; we would like to express our gratitude to our friends and respondents for
the support and willingness to spend some time with us to fill in the questionnaires.

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 Table of content
Introduction:....................................................................................................................................6
Methodology:...................................................................................................................................7
Primary data sources....................................................................................................................7
Secondary data sources:...............................................................................................................8
Background Information About Company:.....................................................................................8
Culture of interpersonal relationship:..............................................................................................9
Current HR system:.......................................................................................................................11
1.Recruitment and selection process:.........................................................................................12
2.Training and development:.....................................................................................................16
3.Benefits offered:......................................................................................................................18
4.Types of leave in Rahimafrooz Group:...................................................................................19
Provident Fund:.............................................................................................................................20
Gratuity:.........................................................................................................................................21
Implication of Strategic Human Resource Management (SHRM):...............................................22
Recommendations:........................................................................................................................24
Conclusion:....................................................................................................................................25
Bibliography..................................................................................................................................26
Appendix........................................................................................................................................28

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 Executive Summary
Rahimafrooz is one of the biggest local organizations with having a large HRM (Human
Resource Management) Department. Each and every big organization needs an HRM department
for their employee management process. In this report we tried to cover the entire HRM process
of Rahimafrooz BANGLADESH Limited starting with methodology part including company’s
primary and secondary data. For primary data we conducted an interview and for secondary data
we collect information from different sources. Then we discussed about the company’s
background and interpersonal relationship where we discussed about the office environment and
relationship between the employees.

In this report we talked about company’s current HR system, some policies that company
follows. And then the most important part is company’s Recruitment and Selection process
including the objective, general illegibility, grading, pay package, approval, job advertising,
interview and assessment, job offer, joining. We also talked about provisional period, permanent
job benefits and the provident fund.

Company’s Training and Development process is also an important part including local and
overseas training. We also explained about some benefits offered by the company to their
employees e.g. KRA bonus, festival bonus, provident fund and gratuity, education sponsorship,
hospitalization benefits, holiday benefits. The firm sometimes gives approval to employee
requests e.g. sick leave, maternity leave, casual leave, quarantine leave and we discussed about
that in this report.

We can say that Rahimafrooz Distribution doing a great job by their HRM department but they
need be to more competitive to stay alive on the track because market competition is so high and
they have to be more conscious and keep updating by themselves.

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Introduction:
Rahimafrooz started their journey as a small trading company in 1954. After 50 years of
immense hard work, Rahimafrooz succeeded to transform itself from small trading company to a
reputed and leading diversified business house in Bangladesh. From the very beginning
Rahimafrooz has been playing the pioneering role in introducing innovative products in the
Automotive Battery Industry from the very beginning. Rahimafrooz has successfully established
the rationale of such outcome of invention for customer-based products that has later
strengthened its possession in the local industry.[ CITATION rah \l 1033 ]

Rahimafrooz has expanded its size and also has grown in scale and diversity over the years.
Today, it has eight Operating Companies (SBUs), a non-profit social enterprise and a few other
business ventures. According to 2009, more than two thousand people were employed directly
and further twenty thousand were also employed indirectly as dealers, retailers and suppliers’
contractors by the group., Automotive, Energy, Retail and Storage Power are the four broad
segments that Rahimafrooz operates.

Rahimafrooz not only has played leadership role at home market but also has expanded its range
to international market. Ranging from automotive aftermarket products, energy and power
solutions, to a world class retail chain- Rahimafrooz commits to ensure the best quality standard
and also to focus on the group’s five core values – Integrity, Customer Delight, Innovation,
Excellence and Inspiring People.

Today, Rahimafrooz is known as a respected national company by following values and high
ideals, excellence service, honesty and integrity and innovation in all sphere of the activities
which has been built on the foundation.

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Methodology:
We used primary and secondary data sources in order to make report on Rahimafrooz
Distribution Limited. The two different ways has been described below:

Primary data sources

We had a primary contact with Md. Masuder Rahaman who is one of the managers of
Rahimafrooz Distribution Limited. We discussed with him and on basis of his understanding we
accomplished subjective investigation in respect of the organization. We also had an interview
session with him to collect important data and enabled to gather few information that were
required to attain the calculations for the project.

Secondary data sources:

The various sources that has been used to perform secondary data are-

 Rahimafrooz’s annual report

 Internet

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  Human resource Management by Gary Dessler
 The official site of Rahimafrooz Distribution Limited

 Journals and different books

Background Information About Company:

Rahimafrooz Bangladesh Ltd., established in 1954 by A. C. Abdur Rahim as an exchanging

organization in Chittagong, is one of the biggest multi-million-dollar business group in
Bangladesh. A man of strict religious qualities, yet an adherent to dynamic dynamism, and a
visionary who thought nothing is unthinkable – Late A. C. Abdur Rahim defeated various
difficulties and deterrents to wind up a standout amongst the most expert business visionaries of
this nation. In the year of 1940, Mr. Rahim began little scale business exchanging without
anyone else. He moved to Chittagong in 1947 and gazed once more with almost no capital close
by, however with an entire universe of boldness and confidence. In 1950, he set up the little
exchanging concern managing in different things. This restrictive business was formally
consolidated on April 15, 1954 as Rahimafrooz and Co. till date; Rahimafrooz Group honors this
as its "Establishment Day".[ CITATION rah \l 1033 ]

Throughout the decades, Rahimafrooz has developed in size, scale, and assorted variety. The
Group today has eight working organizations (SBUs), a couple of different business wanders,
and a not revenue driven social undertaking. Starting at 2018, the Group as of now utilizes in
excess of three thousand five hundred individuals specifically and a further fifty thousand in a
roundabout way as providers contractual workers, merchants and retailers. Rahimafrooz works in
four expansive portions – Storage Power, Automotive and Electronics, Energy and Retail. We
have fortified our market authority at home while contacting global markets. Going from car
reseller's exchange items, vitality and power arrangements, to a world class retail chain – the
group at Rahimafrooz is focused on guaranteeing the best in quality models and living the
Group's five center qualities – Integrity, Excellence, Customer Delight, Innovation and Inspiring
People. Rahimafrooz has been an accomplice in the advancement trip of this country for over

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sixty years now. They set themselves the most elevated models in responsible corporate conduct
and our energy for progress is lined up with the advancement of the nation. They are focused on
assuming a main part in driving development, flourishing, moral qualities and social duty. They
keep on serving their clients through unparalleled quality greatness and administration
prevalence. Their business achievement has been supplemented by our pledge to the earth,
society and network.

Culture of interpersonal relationship:

Organizational culture is the behavior of humans within an organization and the meaning that
people attach to that behavior. Respect for employees of all level exists in Rahimafrooz. It is
getting a rare phenomenon in most of the local organization. Rahimafrooz has proved itself a
caring organization.

An interpersonal relationship is a compact, deep, or close association or associate between at

least two persons that may extend in span from brief to persevering. This connection might be
founded on induction, love, solidarity, consistent business associates, or some other kind of
social responsibility. A company’s working environment will be judge based on how good is
their interpersonal relationship. As a big organization Rahimafrooz may follow or continue some
of their rules and regulation but they also maintain a good work environment. In office some
individual may face some problem on his /her project but other employee can help him/her out
and that is permitted from the organization. So that can say their employee works as a team.

Company always promotes and encourages collaboration between the employees, focuses on
their needs and always tries to maintain that. They believe all employees are one family member
and demonstrate with five core values e.g. Integrity in all their dealings, excellence in everything
they do, total commitment to customer satisfaction, thinking ahead and taking initiatives, valuing
and inspiring people.

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Rahimafrooz’s aspiration is to be the most admired and trusted organization, by excelling in
everything it does, following ethical business practices, and adding value to its stakeholders. The
Group wants to achieve all of these whiles being firmly committed to social responsibilities.
Rahimafrooz Group, with a proud history of 60 years, strongly believes in the principle of
contributing back to the community where it operates. Rahimafrooz strives to add value to the
society, its economy, and environment through intelligent efforts and focused initiatives.

A wonderful work environment exits in Rahimafrooz. It has earned the reputation of being a
caring organization for the employees. Low turnover rate is the manifestation of it. Lot of people
has been serving in Rahimafrooz for more than 10 to 15 years. People are hardly fired or
discharged unless it is a case of major misconduct. Even the underperforming employees are
given opportunity to develop themselves.

Current HR system:
Human resource policies are rules and procedures and we can know how certain matters should
be addressed in the workplace, including employee rights and duties. In HR policies people are
tied to employment law. To avoid non-compliance and penalties from the government, employers

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must transfer to HR policies. Employees must play their role by compile with the human
resource policies.[ CITATION ass \l 1033 ]

Rahimafrooz operation is operated under some policies. To ensure corporate governess,

employee Interest and discipline currently Company follows the following HR polices which are
given below:

 Recruitment Policy

 Training and Development Policy

 Performance Management policy

 Promotion Policy

 Gratuity & Provident Policy

 Group Insurance Policy

 Hospitalization Policy

 Retirement Policy

 Leave Policy

 Casual leave

 Sick leave

 Annual leave

 Quarantine leave

 Attendance Policy

 Local Tour Policy

 Overseas Travel & Entertainment Policy

 Motor Cycle Policy for Sales & Marketing

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  KRA bonus Scheme

 Staff Allowance (Non-Management)

 Holiday & Weekend allowance Etc.

 Bonus Policy

 Benefits

 Vacation policy

 Sick leave policy

 Maternity Leave

 Health care plan

 Festival Bonus

 Any other benefits

 Variable Profit Bonus

 Provident fund and gratuity

 Education sponsorship

 Hospitalization benefit

1.Recruitment and selection process:

Recruitment Objective of the firm:
o Encourage all candidates to demonstrate their competencies for the recruitment.
o Ensure quality recruitment of Personnel
o Try to Bring clarity and consistency in the selection in recruitment process
o Ensure equal appointment for employee

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 General Illegibility of the firm
o Employee will be based on competence for the job & demonstrate behavior
o Preference will be given to internal candidate who is already employed at Rahimafrooz.
o Can’t be any mental disable
o Candidate’s age must be 18 years and above
o He / She must not be convicted by any criminal court
o Medically & physically fit for the job

Pay Package of the firm

According to Grade company pay and benefits has fixed up. They don’t need to follow any other
policy for paying.

Grading for the company

o Grade 1 to 4 is Non-management Employees
o Grade 5 to 13 is Management Employees

Recruitment Process:

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The following process is the whole recruitment and selection process:
1.Initiator: Department head to be registered and will take approval duty signed prescribe form
along with define role definition.

2.Job Advertising:
An internal circular will be given through email, employee notice board, intranet etc. if not found
then go for external media (bd jobs and other job site). All this recruitment advertisement will be
clear and contain the following information: Job title and grade, Job location, Key roles and
responsibilities, description of Company, last date for application and how & when to apply.

3.Approval:
Grade 10 to 13 initiated by dept head / business head. Then 1st approved by divisional MD. Then
finally be approved by Group MD / DMD.
Grade 1 to 9 initiated by dept head. Then 1 st approved by functional head / COO. Then finally be
approved by divisional MD.

4.Interview and Assessment:

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Initially CV short list will be made according to recruitment criteria then start interview process.
The selection panel may consider the below performance area. Final interview will be made by
Top Management. The selection score rating has to be at least 65% of max score.

 Competence based on interview

 Presentation by candidate. Assessment Centre may be adopted depending on the role and
grade recruitment.
 Practice Test
 Ability Test
 Skill Demonstration

5.Job Offer:
The selected candidate will get job offer letter. According to Position / Grade and education,
experience pay package CTC (Cost to the Company) to be describe there. The date of
appointment to be affected either 1st day or 15th day of the month.
6.Joining:
The following documents to be submitted to HR within 3 days of Joining:
 Update CV
 Education Certificates

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 Latest Photograph
 Clearance certificate / Resignation acceptance document from previous employer.
 Job offer letter

7.Provisional period and Evaluation:

6 months will be provisional period. The job will be permanent by evaluating performance after
6 months provisional period.

8.Permanent Job benefits:

Gratuity: Any permanent employee is illegible for gratuity after 5 year continuous service.. The
benefit is 30 days basic salary at the time of retirement or resignation.

9.Provident Fund: Any permanent employee is illegible for PF after 2 years serving. @10% of
basic salary from employee and another @10% company will pay on monthly basis and total
amount will be deposited into Company Staff Provident Fund account.

2.Training and development:

1.Objectives:
o Development a competent people able to meet up demand to the business needs
o Ensure to equip the workforce with the necessary skills, knowledge, completeness and
attributes to perform their duties effectively.
o Update people at Rahimafrooz with Technological and Operational changes and
development.

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2.Need Assessment:
At the time of appraisal, the Training and Development need are identified by the appraiser /Line
Manager and according to that respective training arrange by HR

3.Training Modality:
Based on training needs there are two type of Training are arranged by HR. Local Training and
Foreign Training. The training cost will be borne by respective business unit.

4.Local Training:
Updating the knowledge and development of people skill HR arrange the following training as
and when require.
 Rahimafrooz culture, Values, I+10 habits
 Job related Training
 Leadership development
 Project Management
 Coaching
 Communication to internal and external
 Job related IT Training
 The training cost will be borne by respective business unit.

5.Overseas Training:
Employees who are holding key position in the company, to perform his / her duties company
may be sent to overseas training & development once in a year. Adding value to the company,
company arrange for training and development with overseas professional training and
development institution, associate’s faculties. The following criteria are following in this regard.
 Permanent employee Grade 7 and above
 Has potential for next 2/3 years.
 KRA achievement at least 80% the last 2 years.

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6.Training Evaluation:
The effectiveness of training is evaluated by the trainee through some questionnaires and the line
manager monitor effectiveness of trainee and consults to them for the best delivery to the
company.

7.Record Keeping:
Every Training and evaluating document are kept with HR into employee’s personal file.

3.Benefits offered:

 Variable Profit Bonus: This type of profit is determined by performance. Teams that
perform better are rewarded more than poor performing teams. This incentivizes teams to
perform better. It is a strong driver of segment performance. Additionally, it gives people
an opportunity to get some added benefit over their basic salary. Ultimately, the whole
group is benefitted.
 KRA Bonus: KRA bonus is tied to individual performance. It encourages the employee
to achieve his or her best workplace result. The individual and their superior will set the
KRA targets. KRA targets should be fixed depending on SBU Annual Business Plan and
role of the employee.

 Festival Bonus: Festival bonuses are biannual. Each bonus is equal to the basic. An
employee is entitled to get the full festival bonus after one year of service. If an employee
has not completed six months minimum, he will be given a bonus on a pro-rata basis for
the period completed.
 Provident Fund & Gratuity: This bonus secures a tension free post-retirement life. It
generates savings for the employees. Every month 10% of their basic salary will be

18
 deposited in a provident fund account. The employee will receive gratuity at the end of
their service with the company. Gratuity= Number of Service Year * the Last Basic
Salary.
 Training: There are ample opportunities for training. Training makes an employee feel
more confident and motivated. It also makes them loyal to the company. There is
opportunity for overseas training as well subject to requirement.
 Education Sponsorship: If an employee wants to get a professional degree in order to
further develop his career and the company considers it justified, then the company will
bear the expenses of his education.
 Hospitalization Benefit: The permanent employees and their immediate family are
entitled to hospitalization benefits to a minimum limit of Tk. 50000. It is a convincing
retention initiative.
 Vacation/Holiday Benefits: This is another top priority benefit among the employees.
Vacations provide time for rest and recreation that result in better performance and job
satisfaction.

4.Types of leave in Rahimafrooz Group:

a) Casual Leave: Employees are able to take leave with full pay for ten days in a year.

b) Sick Leave: The employees are able to take sick leave with full wages for a total period of
fourteen days in a year. Sick leave can be extended to a maximum of twenty-eight days.

c) Quarantine Leave: An employee is able to take quarantine leave for a maximum of three
months in case of contagious disease or temporary disability. The leave period can be stretched
for another three months maximum. Beyond that the person will be considered unfit for the job.

d) Annual Leave: Employees who have completed a period of twelve months continuous service
shall be rewarded during the subsequent period of twelve months leave for twenty days with full
wages.

e) Maternity Leave: A female employee who has completed a minimum of nine months service
will be allowed to enjoy seventeen weeks maternity leave with pay. Maternity leave will be
allowed for minimum 4 months and maximum 6 months.

 An employee of Rahimafrooz’s salary structure can be broken down into following:

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 Breakdown of salary Salary (BDT)
Basic Pay 26,000
House Rent 18,000
Medical Allowance 3,500
Other allowances 13,000
Total Salary 60,500

Provident Fund:
Provident fund is another name for pension fund. Its purpose is to provide employees with lump
sum payments at the time of exit from their place of employment. This PF skill will continue
until the employee retire, resigns, discharged or being terminated. A provident fund is a
compulsory, government-managed retirement savings scheme similar to the ‘Social
Security’ program in the United States (Investopedia, 2018). Workers contribute a portion of
their salaries into a provident fund and employers must contribute on behalf of their employees.
The money in the fund is then paid out to retirees. Rahimafrooz offers the benefit of provident
policy to all its full-time employees. The provident fund policy of Rahimafrooz requires the
employees to contribute 10% of the basic portion of their salary into the provident fund &
employer’s contribution is the 100% of employee’s contribution. There are no vested schedules
in the provident fund policy.

The formula’s for calculating provident fund are:

 Provident Fund = Employee’s contribution + Employer’s contribution.
 Employee’s contribution each month = Monthly Salary (Basic) × Rate of Provident Fund
Deduction rate.
The contribution multiplied by 12 gives the yearly Employee’s contribution in Provident Fund.
The employer provides equal amount in the provident fund.

Provident Fund (All amounts are in BDT):

Basic pay 12% of basic Employee Employer Total PDF

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No of
pay contribution Contribution
years
25,000*12%*12
1st year 25,000 25,000*12% 36,000 72,000
= 36,000
2nd 25,000+(25,000*12%) 28000*12%*12
28000*12% 40,320 80,640
year = 28000 = 40,320
3rd 28000+(28000*12%) 31,360*12%*12
31,360*12% 45,158 90,316
year =31,360 = 45,158
4th 31,360+(31,360*12%) 35,123*12%*12
35,123*12% 50,577 101,154
year =35,123 = 50,577
5th 35,123+(35,123*12%) 39,338*12%*12
39,338*12% 56,646.72 113,293.44
year =39,338 = 56,646.72
Total employee Total employer Total PDF
contribution up to contribution up after 5
5th year to 5th year years
= 228,702 = 228,702 = 457,404

Total Employee contribution in provident fund up to 5th year = BDT 457,404

Employer contribution in 5th year = BDT 56,646.72
Employee contribution in 5th year= BDT 56,646.72
Therefore, Provident fund in 5th year = BDT 457,404

Gratuity:
A small amount of money for someone who has provided you with a service, in addition to the
official amount and for their personal use. Gratuity is a benefit received by an employee for
services rendered to a company. For companies covered under the Gratuity Act, this benefit is
paid when an employee completes five or more years of service with the employer. An employee
gets gratuity when he/she resigns, retires or is laid off. In case of death or disablement there is no
minimum eligibility period. The guides sometimes receive gratuities from the tourists, which
supplement their salaries. Gratuity means onetime payment given to an employee upon
resignation or retirement as a gift for their valuable service to the firm. Usually last basic pay
will be multiplied by the number of years.[ CITATION the \l 1033 ]

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Gratuity is a lump sum amount given by the employer to an employee for the services rendered
by him. It is usually paid at the time of retirement. A person is eligible to receive gratuity only if
he has completed at least five years of service with an organization (Motiani, The Economic
times, 2017).

Rahimafrooz gives gratuity facility to their fulltime employees after completing ten years of
service.

Gratuity = Latest months basic pay * number of years worked for the firm.

After 12% yearly increment,

6th years basic pay=39,338+ (39,338*12%) =44,058

7th years basic pay=44,058+ (44,058*12%) =49,345

8th years basic pay=49,345+ (49,345*12%) =55,260

9th years basic pay=55,260+ (55,260*12%) =61,891

10th years basic pay=61,891+ (61,891*12%) =69,318

They pay 1.5 times of their basic pay at the end of 10th year.

Therefore, Gratuity for an employee for quitting after 10 years,

10th year Basic salary * Number of years in service

= (69,318*12*1.5)
=1,247,724TK

Implication of Strategic Human Resource Management (SHRM):

Strategic Human Resource management is the management of the employees of a company or
organization that consist of usual human resource components such as hiring, discipline, and
payroll, and also comprises working with employees in a collaborative manner to increase

22
retention, improve the quality of the work experience and maximize the mutual benefit of
employment for both the employee and the employer.
Rahimafrooz has its own way of retaining employees for a long period of time by offering
incentives like increments, bonuses. They try to motivate employees through-

 Job rotation.
 Lateral transfers
 Foreign Trainings
 Promotions
Promotions are given based on the employee’s performance. Each year there is an evaluation
conducted by Rahimafrooz, based on that the employees get rewards.

The HR Department analyzes the changes in workplace systems and methods. Although different
departments are aware of their own status, but HR department always walks hand in hand with
all the company-wide changes and decision-making processes. HR is also able to speak about
organizational development issues with unique insights on how changes may impact the
company. Finally, HR offers a robust disciplinary procedure that adds value to make the
organization compliant.

The human resource management recruit’s management trainees with a mission to train them up
for the senior most posts in the company. Rahimafrooz always prefers internal promotion for the
top management posts rather than going for external recruitment.

All these aspects of the HR department of Rahimafrooz enable the decisions that will be taken in
the prospect of the future endeavors of the company. Any policy or plan taken for the growth of
the company needs to be run by the HR team first to find out its feasibility from the as Human
resource.

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Recommendations:
 Human Resource Inform System should be used effectively and efficiently.

 Most of the benefits are given to mid-level and upper level managers so Rahimafrooz
should provide some facilities to lower level employees.

 Should give more attention in recruiting since there are fewer good candidates.

 They should also include better salary scale so that no candidates leave the company.

 More intense training program should be introduced to increase employee performance.

 Transport facility and other facility should be given to employees.

 Based on performance, employees should be rewarded yearly.

 For a work friendly environment, they should redecorate their office and manage
aeffective relaxation space for the employees.

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Conclusion:
Rahimafrooz has always emphasized on developing a systematic plan in order to achieve its
goal. They are offering us so many products which is really helpful in our daily life. Like- load
shedding is a very common problem for our country. Rahimafrooz launched IPS and it is
affordable for our people.Since the origin of the company, Rahimafrooz has come to a long way
and it is possible only for listening to client’s needs, correcting mistakes from past projects,
innovating and partnering. Although they have some issues, Rahimafrooz is so good in doing
business and serving the country to their best level.

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Bibliography
1. assignmentpoint. (n.d.). Retrieved from assignmentpoint:
http://www.assignmentpoint.com/business/human-resource-management/hr-practices-
and-policies-of-rahimafrooz.html

2. rahimafrooz. (n.d.). About us. Retrieved from rahimafrooz:

http://www.rahimafrooz.com/tabid/62/Default.aspx

3. the financial literate. (n.d.). Retrieved from tflguide: https://www.tflguide.com/gratuity-

meaning-calculation/

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27
Appendix

Figure 1.1: With Muhammed Shahedur Rahman, Executive, Talent Acquisition and HR
Information System of Rahimafrooz (Bangladesh) Ltd.

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Figure 1.2: Business card of our interview

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