HUMAN RESOURCE PLANNING OF

“DANGO FOODS”
DURABLE CONSUMER GOODS INDUSTRY

HRM360.01

Submitted by
Submitted to
Md. Asif Hossain 1731083030

Quazi Tafsirul Islam Wasiul Islam Rihan 1811321630

Lecturer, Saif Cowdhury 1731057630
Department of Management,
North South University. Md. Azizul Haque 1821532030
Hafsha Akter Shanta 1520216630
Taslima Zahan 1812299630
Mahisha

MAY 5, 2020
Letter of Transmittal
Quazi Tafsirul Islam
Lecturer,
Department of Management,
School of Business and Economics,
North South University
Bashundhara R/A, Dhaka.

Subject: Submission of project report titled “HR planning of Dango Food”

Honorable faculty member,

We are pleased to present to you our report for the project titled HR planning of “Dango Food”,
which involved in-depth researching of the HR planning and company’s HRM plan. This Project
was due April, 2020; and is a requirement to fulfill the grading criteria for the course HRM360,
for the semester of Spring-2020.
We have tried, and hopefully covered all the requirements according to the guidelines you gave
us for this project. Some miscommunication and general time constraints did exist, for which we
ask for your sincere apology. If you feel that we have not been clear enough, or you feel the need
for additional information, please contact us and let us know. Thank you for your time, patience
and for providing us with the opportunity to learn enough through this group project.

Sincerely,
Md. Asif Hossain

Wasiul Islam Rihan

Saif Cowdhury

Md. Azizul Haque

Hafsha Akter Shanta

Taslima Zahan Mahisha

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Table of Contents

Executive Summery ....................................................................................................................5

Introduction ................................................................................................................................6
Mission ...................................................................................................................................6
Vision .....................................................................................................................................6
Goals .......................................................................................................................................6
Business Model .......................................................................................................................7
Industry Analysis ........................................................................................................................7
Internal & External Analysis base on HR perspective ..............................................................8
Internal Analysis .....................................................................................................................8
External Analysis ....................................................................................................................9
Recruitment policy .................................................................................................................... 11
Recruitment and Employment ............................................................................................... 11
The Recruitment ................................................................................................................ 11
The Recruitment Process ................................................................................................... 12
Sources of Recruitment ..................................................................................................... 13
Tools of recruitment .......................................................................................................... 14
Selection ............................................................................................................................... 15
Selection process ............................................................................................................... 17
Orientation of new employees ............................................................................................... 18
Termination and exit interviews ............................................................................................ 18
Training and Development ........................................................................................................ 19
Training and Development Process ....................................................................................... 19
Career Planning ..................................................................................................................... 19
Training Assessments ............................................................................................................ 20
On-the-job training ............................................................................................................ 20
Training Plan, Budget and Type ............................................................................................ 21
Compensation Structure and Programs ...................................................................................... 22
Salary Administration / Structure .......................................................................................... 22
Job Descriptions & Evaluations / Compensable Factors......................................................... 23
Incentive and Special Compensation ..................................................................................... 23

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Performance management Program ........................................................................................... 24
Appraisal System .................................................................................................................. 25
Promotion & Transfer ........................................................................................................... 27
Record keeping ......................................................................................................................... 28
HRIS System......................................................................................................................... 28
Record Keeping Policy .......................................................................................................... 29
Time off program/benefit .......................................................................................................... 29
Paid Leave: ........................................................................................................................... 29
Family Medical Leave: .......................................................................................................... 29
Leave of Absence: ................................................................................................................. 29
Other Benefit:........................................................................................................................ 30
Other Service: ....................................................................................................................... 31
Employee and Community Relations......................................................................................... 33
Flexible Work Schedule ........................................................................................................ 33
Purpose ............................................................................................................................. 33
Eligibility .......................................................................................................................... 33
Policy Implementation ....................................................................................................... 33
Working Alternatives ........................................................................................................ 34
Attendance and discipline ...................................................................................................... 34
Purpose ............................................................................................................................. 34
Contemptment and Disciplinary Action ............................................................................. 34
Suggestion & grievance programs ......................................................................................... 35
Regulatory compliance .......................................................................................................... 35
Some of the laws of the act ................................................................................................ 36
Handbooks and policies ......................................................................................................... 37
Employee communications policy ......................................................................................... 38
Award/ recognition programs ................................................................................................ 38
Community service & volunteer programs ............................................................................ 39
Planning .................................................................................................................................... 40
Human Resource Planning (HRP) ......................................................................................... 40
Current HR Supply ................................................................................................................ 40
HR Budgeting ....................................................................................................................... 41

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 Head of Departments ......................................................................................................... 42
Senior Executive and Manager Salary ............................................................................... 43
Junior Executive & Junior officer ...................................................................................... 44
Organizational Structure........................................................................................................ 46
Development Plan ................................................................................................................. 46
Organogram .............................................................................................................................. 47
Workflow .................................................................................................................................. 48
Job Analysis .............................................................................................................................. 50
Conclusion ................................................................................................................................ 72
References ................................................................................................................................ 73
Table of Contribution ................................................................................................................ 76

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Executive Summery
This company will be a market leader in term of both processed and further processed durable
consumer products. To adapt changes and meet the demand of this century, the farm will have a
modern poultry processing plant with the capacity to process 1000 goods per hour. This is the first
of its kind in Bangladesh. It will have also further processing plant which supplies ready to cook
dairy-based items. The company will have above twenty-two different processed and further
processed chicken products. It is established with dual purpose of providing financial backup to
educational institutions and help the local poor people by creating job opportunities and self-
employment in general. With the aim of continuous progress of the company, is established in
2020 for parent stock rearing and producing Durable Consumer Goods (DCG) and will be the feed
mill of the country. This report emphasizes with the analysis of the poultry farms and their further
processing units, company in focus, mission & vision, the organogram of the firm, situation
analysis, objectives of the firms and their strategies, SWOT analysis and management structure.
Our Company has enough resources in terms of its competitors. The company has already had the
brand image quality producer. In this report, SWOT analysis is made to present the firm’s
strengths, opportunities as well as weakness in terms of competitors as well as the HR planning.
The major competitors of the processed chicken products of our company are BRAC, Arong,
Danish, Whitehen and so many non-brand farms. The main strength of the non-branded farms are
low price and high availability. The nearest competitor is Danish. Our company will produce the
highest quality product. But because of the lack in proper marketing strategies and communication,
this company may lose some important market shares. Our company can occupy 16% of the total
market share whereas non-branded farms have 61% of market shares. In terms of further processed
chicken products, Rich brand or Harvest Rich Group has the largest market shares and it occupies
70% of total market share whereas our company can occupy only 20% of the market shares. The
amount of promotional activities is performed by the company is very poor compared to its
competitors. Square, Fresh and Pran are the new entrants in this industry. But their marketing
efforts are quite impressive and well planned. However, our company will become the only
integrated and largest Durable goods industry in Bangladesh that maintains the whole poultry chain
from Grand Parent to further processed dairy. It is the pioneer of its kind.

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Introduction
It is one of Bangladesh's leading food drinks manufacturers and marketers because it produces
various of foods and drinks and sell to the customers under the brand name. They make sure that
they serve the highest standard quality which will give a good impression to the business as well
as to the customers. The company believe that honesty is the major quality for success. They
serve the customers best to uphold business superiority. They also think success is in customer's
hand. This is the key criterion for meeting the consumer needs.
By ensuring hygienic and safety food products they take a comprehensive method to all forms of
agro-processed food products. They focus on mainly on manufacturing processes to ensure the
highest quality products so that they can reach the consumers. It covers everything from using
quality products to using storage facilities and thorough inventory control using electronic
sorting. To verify Professional and Professional Workers' stability they pick the finished
products that are then tested in laboratory and to test for unused substances both before and after
manufacturing. However, to ensure the highest quality products the company's computer system
provide continuous control of all production processes.

Mission
To combine aggressive strategic marketing with quality products and services at competitive prices
in order to provide the best value for consumers. Grow profitable through superior customer
service, product innovation, quality and commitment.

Vision
To be an entrepreneurially driven enterprise - Thinking innovatively in all aspects of the business,
from technological to commercial. To be intensely competitive in whatever we do, by constantly
bettering the benchmarks set by us.
To be a globally preferred business associate - an entrepreneurial organization having responsible
concern for employees, society, the ecology, and stakeholder value. Strive to generate optimum
value for all our associates through constant innovation and adoption of universal best practices
and improving upon all those touches points that directly impact the business.
To provide a dynamic and challenging environment for our employees.
To be a responsible concern - We shall harmonize all our actions and reactions, with the global
environment and actively work to reduce our environmental load.

Goals
1. Increasing revenues and decreasing overhead.
2. Providing the best customer service for customer satisfaction.
3. Creating brand value in the market.
4. Reaching 50,000 new customers every month.

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Business Model
The main wage of the organic consumer good (food) sector produces nutritional goods and delivers
them to its consumers. The diet can fluctuate due to various kinds of milk. There is a range of
items that are given to customers. These are a few types of products to sell, such as direct
consumables, fluids / drinks, sauces, dietary aids. They're supposed to be guided by instructions.
There will still be outstanding departments, and special items will be sold to 5-star and 7-star hotels
separately, but would not be included in the regular menu. The primary income would come from
the care of the client.

Celebration packs would be offered in various festivals to attract clients at a fair rate. They may
be changed by the order of the customer. Such packages would only be available locally. As the
traditional formation will begin well though the appeal has taken effect, the administration will
foresee the deliberate involvement of the clients in the avoidance of misfortune. The revenue of
the board is basically the ownership of the stock. We would have to require a control method with
the intention of whether to approve a require as it arises. And overcoming the problem to accept a
greater amount of demands than the company will currently produce is the only approach to save
the enterprise from misfortunes.

Industry Analysis
We are going to establish a new food company that is totally new to the market. That why we don’t
have any previous report or record about it. But we arrange some ideas & these are:

Entrance time

Competitors

Customer

Cost Advantage

1. Entrance Time:
For establish these food milk company it takes a bit lengthy time. Before we start, we made the
project, structure, and plan. After 1 year we finally establish it. After that we took some time for
finishing the formalities such as: Government permission, local politician’s management, available
transport system and so on.

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 2. Competitors
Every company has their own competitors. Without competitor business will not run perfectly. As
it is our new company and it is a milk factory so our main competitors are Arong Milk, Milkvita,
Fresh Milk and other milk company.

3. Customer
As we already establish food milk company so our target customers are massive. We target almost
all customer.

4. Cost Advantage
Cost advantage is very important in our business. Because as it is our new business so we don’t
need more employee to hire initially. From these sites we get cost advantage. Also, we don’t have
new outlet right now because it is our new business. So here we don’t need spend money.

Internal & External Analysis base on HR perspective

As it is our new company, we did both internal and external analysis for our company. Here we
are giving SWOT analysis which is consist of Internal Analysis. We are going to explain our
companies Strength, companies Weakness Also Threat and Opportunity

Internal Analysis

 Strength:

 As it is our new product, customer will highly encourage to purchase it.

 We are able to hire some new and well experience employee from HR department.
 Hiring and training process will ensure from HR perspective.
 Providing a healthy salary to employee that will boost up their motivation level.
 For new and experience employee it is a big chance to create and generate new and
creative ideas that will enhance our productivity.

 Weakness:

 Not that much experience about this site because we are the new business maker.
 As HR department are totally new so it’s a chance to have in adjustment problem
among the employee.
 Official information is save with fully technology or computer base system. So if the
system will have technique problem then it may be in trouble or all information will
collapse.
 At first may stray with finding enough measure of expert representatives.
 This business is already doing great in other company, So it’s a bit tuff for us to
competitive with them.

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  Opportunity
 Hiring so many experience & fresh graduates’ employees can be the another
opportunity. If we hire them in a proper way, then we are able to get good feedback
and out come from them.
 From the HR department providing good training to employee.
 We will provide our good quality of product by online base system. As a result, it will
save time and cost.
 Threat:
 There are so many competitors around us who are already establish and doing business
since long time. So it is a big threat for us to survive with them.
 Important and valuable employee can switch from the company if they will find better
opportunity or offer.
 Government instability will impact our business.
 Government rules and regulation may impact very well.

External Analysis
In the external analysis we have PESTLE analysis that we are going to describe base on our new
company. We are trying to explain our companies Political, Economic, Social, Technological,
Legal & Environmental that will affect this external analysis.

Political
Economic
Social
Technological
Legal
Environmanetal
Figure 1: PESTLE Analysis

1. Political:
Government rules and regulation sometime favor in milk company. Right now Bangladesh
political situation is that much good. So we will get a good advantage to boost up our business.
Also, it will increase our revenue. Also our employee will be more inspire. But if government or
political party is not favor to us then we will face a big problem.

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 2. Economical:
Economic thing is the big issues for our new company. If the country’s economy is good enough
then the customers buying power will high and that thing will increase our revenue. But if the
economic condition is not that much good then the situation will go vice versa. If we want to
survive in this huge market sector economical factor is most important. In the HR level site, the
minimum amount of money is 8k and maximum is around 5/6lac. As we know that the economic
inflation is not that much good so there is a high race for this amount range.

3. Social:
We have some responsibility in our society. We will promote our product to the customer base on
social aspects. We will maintain the social rules and regulation. We will give the employee for
social benefits such as working flexibility, medical treatment, provide different vacation during
different occasion. Also, we will provide food and safety support to those people who are suffer
from poverty. Taking social responsibility will be our another task such as provide basic
educations, built awareness about mental and physical health, provide proper nutrition’s to the
child and mother.

4. Technological:
For increasing productivity good technology is the best option. We will arrange the best quality of
raw materials and well machineries to our company that will increase our production. Also, we
will be hiring our new technological specialist who will monitor the new machineries. As we
mention earlier we will arrange online base product delivery system that will save the customer
time. Also we will keep our customer purchasing record by online and we will update our
production list and price through online so that our customer will inform about it.

5. Legal:
In this legal system we will follow the government rules and regulation that is set up right now.
Also, we will ensure the minimum and maximum amount of quality full product during production.
We will follow our employee law such as employee rights, employee proper salary and their health.
We will ensure the employee safety and security site. As it is our milk company, we will provide
our service to the customer in legal way.

6. Environmental:
Obviously as it is our new company, our main focus will be not to pollute our environment, we
will ensure that our environment will be safe. We won’t pollute our environment during
production. Also creating environmentally friendly packaging is our another plan. We will use
recycle materials from our production wastage materials.

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Recruitment policy
Recruitment and Employment
The Recruitment
The job of human asset enlistment is to manufacture a stock of potential recently recruited
employees that association can draw on if the need emerges. Human asset enrollment is
characterized as any training or movement carried on by the association with the basic role of
recognizing and pulling in potential representatives.
The objective the enlisting isn't just to produce enormous quantities of candidates. On the off
chance that the procedure produces an ocean of unfit candidates, the association will acquire
incredible cost in work force choice, however scarcely any opening will really be filled. The
objective of staff enrollment isn't to finely segregate among sensibly qualified candidates either.
All organizations need to settle on choices in three territories of selecting: ⑴personnel approaches,
which influence the sorts of employments the organization brings to the table; ⑵recruitment
sources used to request candidates, which influence the sorts of individuals who apply; and ⑶the
attributes and practices of the enrolled.

Vacancy
Applicant
Characteristics
Characteristics
Job
Choice

Personnel
Recruitment Traits and
Policies
Behaviors Recruitment Sources

Fig. Recruitment Influences

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The Recruitment Process

The Company choose The emergence of

and employ persons a new position

Does the company

have approved?

Y N
Request the company
approved
Is there a job Y N
description and
Termination
specification

Y N Job analysis, job

description
Review, revise, update, job
description

Determine the work

requirements and deadlines

Within the company if you can find the

right employee

Y N

Internal Recruitment External

recruitment

Fig: Recruitment Process

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Sources of Recruitment
As a new company we have to very careful regarding our choice of new candidates because our
success will basically depend on their performances. Since a newer company we will have to
search for candidates outside of the firm.

External Sources:
Outside enlistment alludes to the outer with the individuals who need the ability of big business
enrollment in and put in the correct position. There are a few valid justifications why associations
may choose to enroll remotely. Initially, for section level positions and maybe in any event, for
some specific upper level situations, there may not be any inward enrolls from which to draw.
Second, getting outcasts may open the association to new thought or better approaches for working
together. Utilizing just inner enlistment can bring about a workforce whose individuals all think
the same and who along these lines might be inadequately fit to advancement. At long last,
enlisting from outside sources is a decent method to fortify one's own organization and debilitate
one's rivals simultaneously. This system is by all accounts especially successful during awful
financial occasions, where counter recurrent recruiting" approaches make once in a blue moon
open doors for obtaining ability.

Head Hunters:
When higher level positions like CEO, CFO, COO, top managers get vacant some reliable head
hinting firms are the only way to fill-up the need of the company. Because these firms keep a
variety range of CVs of top notch people. Their links are very strong as a result filling a top and
important vacancy becomes way easier taking help from head hunters.

Direct Applicants:
Direct candidates are individuals who apply for an opportunity without inciting from the
association. Referrals are individuals who are provoked to apply by somebody inside the
association. These two wellsprings of volunteers share a few attributes that make them astounding
sources from which to draw. Many direct candidates are somewhat effectively "sold" on the
association.

Advertisements in Newspaper and Periodicals:

Promotions to select work force are pervasive, despite the fact that they normally produce less
attractive volunteers than direct applications or referrals-and do as such as more prominent cost.
Be that as it may, on the grounds that couple of businesses can fill every one of their opportunities
with direct applications and referrals, some type of promoting is normally required. Also, a
business can find a way to build the adequacy of this enlistment technique. The two most
significant inquiries to pose in planning a vocation notice are, what do we have to state? Also, to
whom do we have to state it? Concerning the primary inquiry, numerous associations neglect to
sufficiently convey the points of interest of the opportunity.

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Electronic medium:
The development of the data superhighway has opened up new vistas for associations attempting
to enlist ability. There are numerous approaches to utilize the Internet, and progressively
associations are refining their utilization of this Recruiting:

Colleges and Universities:

Most schools and colleges have situation benefits that try to enable their alumni to get business. In
reality, grounds enrollment meet is one of the most significant hotspots for section level proficient
specialized and the executives and the board positions. Associations will in general spotlight
particularly on schools that have solid notorieties in regions for which they have basic needs.
Numerous businesses have discovered that simply sign planned alumni up for talk with openings.

Tools of recruitment
Applicant tracking system:
Candidate following framework. A candidate following framework (ATS) is a product application
that empowers the electronic treatment of enlistment and recruiting needs. By and large they
channel applications naturally dependent on given criteria, for example, catchphrases, aptitudes,
previous bosses, long periods of experience and schools joined in.

Mobile Recruitment tools:

Versatile Recruiting is an enlistment methodology that utilizes portable innovation to pull in, draw
in and convert competitors. Normal versatile enrolling strategies incorporate portable profession
destinations, portable enlisting by content, versatile selecting applications and social enlisting.

Video Interviewing:
Video meeting empowers ability procurement groups to utilize advanced innovation for work
competitor interviews. Despite the fact that a few organizations use video conferencing or free talk
devices, huge venture associations use reason constructed advancements to improve speed to
employ, increment selection representative proficiency and draw in competitors quicker.

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Selection
For the selection we will device the whole management structure into several different tiers to
make the process simpler. The tier chart is like the following:

Designations Tier
CEO 1
General managers and Department heads 2
Senior executives e.g. HR manager, IT 3
manager, QC manager, SC manager etc.
Junior executives e.g. Recruiting officer, 4
Research developer, Sales developer, Market
analyst, Area manager, Logistics officer etc.

After preliminary screening and receiving applications the HR screen out the applications. Then
they take employment tests as well as take oral interview. Finally, reference checking is being
done and medical test is taken. If any candidate passes above stages they are being selected for
final selection.

Selection process is briefly described below:

1. Application Form: After short listing of candidates by evaluating their academic results,
whether they are eligible or not, we will provide an application form which will contain
details about the candidate’s personal information. Candidates of all tiers will be provided
with this but the form structure might differ from one to another means form structure of
tier 1 and 2 will differ with the form structure of tier 3 and 4.
2. Selection Test: All the candidates who were provided with the form will be allotted with
a seat for the preliminary test. Different kinds of tests will be taken for different tiers. The
test for tier 1 & 2 will be somewhat same which will contain General mathematics and GK.
The test for tier 3 & 4 will be same which will contain Bengali, English and simple
mathematics. An eligibility standard will be set and the eligible candidates will be
advanced to the next level.
3. Aptitude Test: This test will be conducted to find the IQ level of the candidates and to
find out their sharpness. The test will contain Analytical aptitude problems and
advanced/applied mathematics and statistics. Only eligible candidates from the primary
test of tier 1 and 2 will sit for this test. Questions will be same for both tiers. An eligibility
standard will be set but the standard for tier 1 will be much higher than 2 and the eligible
candidates will be advanced to the next level.
4. Intelligence Test: This test will be conducted to find out the candidates Logical reasoning
ability, interpretation. It will be conducted through face to face interview. In this test the
candidates will be given a real life problematic situation and he/she has to find out the

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 sustainable solution for that on spot. The eligible candidates of tier 1&2 from level 3 will
seat for this test. The problem questions differ in for each tier. The answered solutions will
be marked as per their sustainability or what the interviewers think. The best performers
will be advanced to the next level.

5. Personally Test: This test is to check the candidate’s Emotional ability, working ability in
a group, mentality. For this test the candidates will go through a Behavioral/situational test
which will contain a real life situation that might have taken place in the candidate’s
previous jobs or might have not. The candidates will answer this with how they had dealt
with the situation or how they would. It will be an interview as well. Eligible candidates of
all tiers will sit for this interview. Candidates of tier 1&2 will face both situational and
behavioral tests. Candidates of tier 3&4 will face situational tests only. The answered
solutions will be marked as per their relatability and uniqueness or what the interviewers
think. The best performers will be advanced to the next level.
6. Performance Test: In this test the candidates will face case studies. Real life cases of the
company will be provided to the, as per their field of application. For example, the
candidate for the post of HR manager will face a HR related case, Sales developer will face
a case related to the sales progress. This will be a home task and a limited period of time
will be given like 36/48 hours depending on the tiers. Eligible candidates of all tiers will
get a chance to sit for this test. Tier 1&2 candidates will get a real life case from the
company which will all the management aspects. They will get 48 hours to solve it and
send the solution. Tier 3&4 will get real life cases which will cover their particular field of
application and will get 36 hours to submit the case. The solutions will be marked as per
their relatability and uniqueness or what the interviewers think. The best performers will
be advanced to the next level.
7. Final Interview: A final interview will take place for those candidates who got passed the
previous tests. A panel interview will be taken using structural, behavioral check questions
as well as situational and problem solving issues may arise to check the candidate’s
temperament sometimes personal questions will be asked. Candidates of all tiers will sit
for this interview. The panels will be different for different tiers. Tier 1&2 candidates will
face a panel consist of BOD members and present CEO and GMs from different
departments. External high officials will also be hired for tier 1&2 interviews. Tier 3&4
candidates will face a panel consist of GMs and Head of Departments as well as some
current senior incumbents. The selected candidates will be advanced for Medical and
background checks.

8. Background Verification: Simply, checking the candidates provided information whether

it is valid or not. All tier candidates will receive a same thorough background verification.
The company will collaborate with local police and verify the given information in the
application form. The company personnel will visit the candidates residing areas as well as

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 their hometowns with help of local police. Their previous employers will be called or
visited to verify the previous employments.

9. Medical Examination: Done to find out whether the candidate is physically fit or not. All
the candidates will go through a basic medical checkup. The company will finance the
checkups in local hospitals or clinics. The main motive is to find out the candidate’s
physical condition weather they are suffering from any chronic disease or not so that the
company don’t have to take responsibility for any external illnesses.

10. Job Placement: A final appointment letter about the day of joining will be issued to the
finally selected candidates and seniors will assign specific responsibility.

Selection process

Initial
screening

Completed application

Selection test

Aptitude test (for tier 1&2)

Application rejected
Comprehensive Tests

Personality test Performance test Intelligence test

Final interview

Background verification

Conditional Job Offering

Medical Recheck up

Offer letter issuing

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Orientation of new employees
In our orientation program, we will do many things which basically help our new employees to
know about their organization. Like here our employee can know about their organization where
they will work is company policies, rules, safety, their work environment, their benefits and
regulation, culture, strategy etc. we will introduce their colleagues with whom they will work and
also introduce their work and or mission or company goal so that they can understand easily what
their company expect from them or their work. Obviously, we don’t make our orientation so boring
so in that case we will show them our history on a video, culture, our bonding, our effort etc. which
motivate them.

Termination and exit interviews

A terminate or exit interview is basically a very simple interview control an employee who leave
the company. (name) durable consumer goods industry will take an interview to know why he or
she leaving this company so that we can about what is our mistake or anything else and by that we
can improve our HR strategy or company policy. So, we will ask them some question about why
he or she leaving our company:

 what do you think was it the right position for u?

 what did you like most about our job?
 Can you tell me What does your new job offer that your job with this company does not?
 Why your new job is better than our company?
 What do you think which thing we should change in our company for betterment?

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Training and Development
Training and Development Process

Needs Analysis

Instructional Design

Establishing Courses

Implementing the
Program

Evaluating the
Effectiveness

Career Planning
With the help of numerous training program and skill development task Food Production
Company will provide their workers with opportunities to increase their expertise, reach their
career goals and attain their full potential. The company need to identify staffing requirements
properly to recruit the right people for the company and also need to do the preparation of food
production. This process chart is being created because the company firmly believe that to
operate the company a successful employee can do it as they play an important role in producing
a productive business.
To influence their current employees, the company will motivate them based on their results. To
provide an accurate job direction, work goals and motivations the organization should have a
team of two managers:
 Personnel Director
 Learning and Development Director

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Training Assessments
Assessment of the needs is the core part of the Food Production Company’s training and
development. To avoid failure due to lack of training the staffs at the officer level need a proper
training. Hiring people with basic skills will save a lot of time and money because basic trainings
requires lot of time and money. If it is done precisely then Food Production Processing Business
will be able to accomplish its mission and achieve its dream. To fulfill the benchmark, the
preparation would be offered based on organizational requirements.
To provide proper training we have to analyze the training need of the staff. There are two type
of need analysis:
 Task Analysis
 Performance Analysis
Evaluation of the duties will give a proper direction to employer knowing exactly when and how
the newly hired workers need to do their job. To make the tasks easier and quicker the Chief
Human Resource Officer must discuss the work and distribute it into details by the managers
under him. For example, while recruiting an R&D manager the HR department will examine
what skills does that candidate have and what he/she is got to do in his/her role and train them
likewise. Depending on the company’s requirement from staff the type of training program can
be developed. They will encourage the transition of skills as a new business, so that they can
start working with what they have as soon as possible. The company will provide the training
materials to all their workers and the idea of the food they will be working with it after
discussing with the food suppliers.
In order to meet organizational goals and objectives, the Food Production Company must
provide training programs for its workers to develop their abilities after a thorough and full
evaluation of needs. Hence there will be two types of training opportunities every 6 months for
the employees. They are:
 On-the-job training
 Off-the-job training

On-the-job training
Job Instruction: Senior workers should give a proper instruction to trainees about the processes
and ways they will do the job correctly. It would involve enlightening themselves with the work
and the things that need to be done when doing the job. The method should apply to any level of
workers. After recruiting employees, the system will be performed at Food Processing
Company’s office which will last 1 to 2 weeks.
Job Rotation: It is one of the healthy way for workers to learn new skills because it prevents
boredom to tiredness and to gain more skills the management level of staff can help these
officers after the positions are rotated.

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As it is a new organization so they cannot spend too much money hence they are going to use
this method. Once the company are done with the delivering the training they will evaluate how
much the trainees have gained from the training program about this industry and their jobs. For
example, Quality Control Centre of Food Production will ensure that the product is in good
condition and will maintain the expire dates after the training. After being successful they will
use some approaches such as behavior analysis, case study and they will be arranging outside
workshops where people who excel in similar fields will expertise. So in future they will be
offering off-the-job training that can cost money.
Coaching: A supervisor should monitor to track, provide input and advice on the work being
performed by department workers of all forms. This will make them more effective and thus
improve food quality. To reduce expenses organization should train the employees as On-the-job
training is cheaper than any other form of training.

Training Plan, Budget and Type

To run the company sooner, they will deliver the on-the-job training because it’s a new start up
organization with not much money. As the heads of department are the coaches so the system of
coaching would cost nothing. Even the work rotation does not cost much as the Officer who was
previously in this role will direct the next along with the managers of the Department. In future if
the training gets off there will be a lot of training expenses which the company will incur. This is
because they will have to rent venues, pay the guest speaker an honorarium, arrange
refreshments and training materials, etc.

1. Lecture: Job-related and practical lecture training will be given to all levels of
management such as CEO, GMs, Senior and Junior from the administrative level to the
operational level, from each department in their respective fields of employment. The
cost of lectures given in the classroom is lower than those given abroad. The amount
varies from department to department, starting from TK 100 per person to TK 500 per
class. The detailed details will be given in the section on the Budget.
 TOT: Every departmental chief officer will be provided with training of the
trainers. This will be bought from the Food Production Training Center (FPTC).
The trainees must study, and provide other staff with in-house instruction.
 Safety Management Systems: The Food Production Training Centre office will be
housed, which will last for 4 weeks for all the managerial level during training.
 Food Production Security: This will be provided to all of them which has a course
duration for 2 days.
 Dangerous Good Regulation: The program is intended for the on-ground manager
such as senior and junior level manager that will be provided for 1 day.
2. Demonstration Method: This approach would train all the production managers to help
them get the true feel of the working environment, but without the actual stresses. It will
give them the sense of the job they need to do. The demonstration always has a finished

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 product. With the help of this method the production managers will know how to do the
process step by step. The production managers will gain interest and motivation for the
active participation. The company will achieve psychomotor objectives by the method of
demonstration.
3. Business Games: This is also known as Management Games which is a training method
for the CEO and General Managers of Food Production Company. It is based on artificial
environment that make the situation real in the management of organization whether it is
planning, decision making, control, communications or management itself. CEO can
monitor the consequences of decisions and respond naturally to different situations
through business games. It is a part of a larger group of simulation games.
In practice business games help to create the most complex problems which are strongly
interactive. Management games can take different forms:
 Desktop Business Games
 Computer Games
 Team Learning Games

Compensation Structure and Programs

Compensation is one of the key driving factors for workers and the company must ensure that they
are properly compensating for their services. They have studied the wage structure of the industry
and as a company they are now unable to afford to pay as much as they are new but with time,
they can raise the workers ' salaries. They will provide other job-related benefits as well as an
additional source of motivation.

Salary Administration / Structure

Because the business is fresh, due to the investment in the product, there will initially be high
costs, and they will seek to give salary as little as possible. While, they will seek to keep the pay
level similar to the amount provided by the sector, and according to the employees ' TDR and
KSA.
Company salary structure has the following ranges:

CEO: 200,000-300,000 BDT

Head of Departments: 100,000 - 200,000 BDT
Managers: 65,000-95,000 BDT
Officers: 30,000-50,000 BDT
Delivery Men and Guard:
Guard: 8,000-15,000 BDT
Driver: Fixed 15,000 BDT with commission

Company will pay the salaries through money transfer to their bank accounts on the 10th of every
month.

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The company salary structure is divided in to following 5 tiers:
Tier 1: In this tier we will offer a monthly salary of Tk.2.5lacs to Tk.4lacs. The company’s CEO,
Head of Durable consumer goods Operation, Chief Officer, Senior Officer and Co-Officer fall
under this tier.
Tier 2: The salary of this tier will be from Tk. 1lacs to Tk. 2lacs. All Head of Departments will
fall in this tier except the Head of Durable consumer goods Operation (in tier 1). For example,
Head of Human Resource, Chief Financial Officer, Head of Investment and Technology and Chief
Marketing Officer.
Tier 3: This tier consists of the Human Resource Manager, Act and Fin Control Officer, Corporate
Development and IT officer, Regional Sales Manager, Media Relation Manager. The salary range
will be from Tk. 65 thousand to Tk. 95 thousand.

Tier 4: This tier consists of all the junior level employees, like Sales Executives Officer Media
Relation Executives Officer, HR Executives Officer, General Purchasing Officer and Executive
IT Officer and Engineers fall in this tier with a salary range of TK. 30 thousand to Tk. 60 thousand.
Tier 5: Security guard, clerks, support workers, peons, drivers fall under this tier. The salary range
is from Tk. 8 thousand to 20 thousand.

Job Descriptions & Evaluations / Compensable Factors

Job description refers to the roles, obligations and duties in a career. Company has written job
descriptions for all vacancies, which will be focused on the job assessment. They'll use the
classification system to determine the work. This approach includes the grouping of common work
characteristics to represent the degree of competence and obligation on a set of defined grades.
Incentive and Special Compensation
Durable consumer goods Production aims to provide its workers with many opportunities and
special compensations in order to keep its workers motivated and satisfied because they agree that
the secret to productivity and success is a well-compensated labor force. The incentives are:

 Bonuses: Employees will be given a bonus on both the Eids.

 Commission: Sales executives can earn a commission if they can fulfill their targets.
 Training and Development: Employees will be encouraged to attend some periodic
company-organized training programs to improve the skills or learn new things so they can
do better with their career.
 Extra Work Hour Compensation: If workers need to remain longer for unexpected jobs,
technical issues, or any other issues, they will earn an additional portion of their salary as
a bonus. It will range from 5 to 10 per cent.
 Stress Holidays: If the employees need to work for longer time compared to their actual
working hours, they will be given a certain number of days off.

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  Mobile Allowances: Executive to upwards, all employees will get a monthly mobile
allowance.
The special compensations are:

 Employee of the month: The Employee whose performance is the highest shall be chosen
as the month's employee. His / her photo is shared on their Facebook page and web site.
He will also be compensated on that month with a bonus of 10 per cent of his / her salary.
 Employee of the year: The employee with the best results in one year is chosen as the
recipient of this award. Anywhere inside Bangladesh this employee will be rewarded with
a 2-day tour. The company will cover all the costs. The winner will take a guest along with
him / her.

Performance management Program

In our company we will always try to focus on system of performance management. By doing it
we can assess the employee’s performance and also help to judge employee’s growth.

1. Manager know about employee’s activity so by performance appraisal manager can give
the feedback to their employees and by that employee can know about their work
performance then they can change or develop their skills. Here, our company CEO would
be involved to give his feedback to our employees. Our CEO would be involved with our
board of director and gm for observing all staff’s performance and this will make our
industry to achieve our goal very quickly. This way CEO can make a good relation with
employees.
2. Automation is the way, by that performance will be done. It will decrease work load of the
employees. It can be done by online so that every employees documentation and also input
will be recorded. This is the easiest method. We will have a software where every
employee’s performance will be recorded and it will help the managers to evaluate every
employee’s performance. It will help to record compensation of every single employees
and it help manager to find out which employees might be over paid or it might be under
paid or they can ensure that they are treated them fairly.
3. We will collect feedback from our current customers to assess that whether they are
satisfied with our product. So that manager can tell the production level manager and line
manager about which product are good or which product have to change.
Controlling employee’s activities: it is very important to controlled our employee’s activity and
manager will handle it. As our goal providing the best customer service for customer satisfaction
and creating brand value in the market so here our product level manager must to know about
products quality, products uniqueness which have to different from the market products. The
product level manager will be leading them to achieve our industry’s mission, vision and values.

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  Establishing standards to meet performance: we will have fixed a time to our
managerial employees by that time we have to achieve our financial goals, performance
appraisal and also customer service.
 Food quality: in Bangladesh food quality is very important because still there has been
unhygienic food or bad quality of a food. So, we will have to build up our food quality very
well so that customer can trust on our products. Our customer will be depending on our
food quality.
 Target toward our goal: it will be done by our computer control which will control by
our line manager. We will open order from our customer through online. Creating a
common and simple database for our employees increasing the product quality level. We
will keep employees which will be required to avoid extra expenses. we will have rotated
our trainees at different places and give them production facilities also to ensure that they
have enough skills from another institutions and it will be a great inspiration for them.
 Technology administration: we can take help from technology so that we will keep record
of every day’s production and sells that will be easier for us to count the productivity and
also sells by that if customers didn’t get their product properly we can count it and give
them the proper product. It will be easier for us to improve our brand value and customer
can easily trust on our industry brand.
 Reward our employees: the line manager, junior executives and other employees will be
rewarded if they are performing very good and customer will be satisfying their product
and also their behaviors. It can be done by feedbacks ratings which will be out of 10. It will
help manager to judging employee’s performance. According to ratings and feedback line
manager will be rewarded as bonus with their monthly salary based on their monthly
performances. It will motivate them to do their work very well. Manager of every
department evaluate our employees and make decision about which employee will get
which type of reward. Employees behavior with our customers as well their subordinates
will be also count in their rating.

Appraisal System
every year for our employees we will go through performance appraisal. The appraisal will be
handle by our manager or supervisor for our general manager, senior executives and junior
executives. The performance appraisal will be measure by employees required counselling or
interview session. Every year two performance appraisal will be controlled.

Performance check and observation process:

This process will be used in checking the knowledge and skill level of employees. They need to
give an exam or test or it can be depending on their actual performance. The hrm department will
judge or assess their specific field they are allocated. This exam will help to know about employees
who have enough perfect for their field.

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Like for example; senior executive and junior executive will sit for their examination which is
related and they give some problems about products then what will their decision or action on that
situation. So, depend on their answer department or hr can judge the employees.

Manage an interview
here, the senior employees and supervisors go through the appraisal and decide that whether they
will give promotions to their employees or not. If employee’s performance is satisfied they will be
promoted but if they can’t perform good, then senior employees give them a chance to correct
themselves within a certain period. This interview will have motivated the employees to do better
perform in future.
In order to make the appraisal system more easy, we will be setting tiers here as well.

Designations Tier

CEO 1

General managers and Department heads 2

Senior executives e.g. HR manager, IT 3

manager, QC manager, SC manager etc.

Junior executives e.g. Recruiting officer, 4

Research developer, Sales developer, Market
analyst, Area manager, Logistics officer etc.

BARS for Tear 1 & 2: We will be using bars for tier1 and tier2 and it will have conducted through
360 degrees. So bars can be used by our operational department and also it can be used at rate the
employee’s performance which basically focus on the specific behavior like cooperates with their
teams, space their subordinates by that they can discuss with their supervisor not feeling hesitated,
friendly behavior with them. As it is a collaborate method of a critical incident technique of our
employee. Rating scale basically it will be all-inclusive review of employee’s performance. So, it
will be a very superior feedback and response. It will be also allowing regularity in the appraisal.
And we will use graphic rating scale technique in our industry to guide execution judge for the
employees. Graphic rating scale structured will planned thinking about direct employment
characteristics .example: information nature of work, tasks, responsibility, amount of work,
uniqueness, collaboration etc. these are important for effective performance that is listed out and
every employee are rated against these methods.

360-degree appraisal: And this whole process will be conducted through the 360 degree. so here
our industry will take feedback by 360 degrees and we also collect feedback the entire administer
chain including manage, supervisor’s. it will help to find out employees, track employees who are
good in their job position and also those are have lacking’s on their job so that they will get training.

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We will be applying it by online and feedback will be done unspecified. Every employee has to
participate in this process must. this process is supporting our business value.

GRS for Tear 3 & 4: Graphic rating scale will be used for tier3 and tier4. So here, we use grs for
rating for each employee. It is a most popular method. We use it because it is less time consuming
for our development. This method will be so easy for understand so they can understand very
easily and also it is standard of comparisons of our employees. This behavior is quantified for
making the appraisal system easier and untestable. By doing that administer and scoring will be so
easy. It will be help for recording qualitative and quantitative judgment about noticing the
employee’s performance. .it will be very effective for rating the employees and evaluate which
employee are performing well or not. all scores will be gather. It assumes a job deciding
compensation, advancement and also modification.
Here, also the whole method process will be conducted to 360-degree method.

Management by objectives
This method helps us to achieve our business goal. Every employee’s performance standard and
also comparison. We will organize a regular review to achieve our business goal. Our employees
will perform better on future for our industry when we will have organized a regular review. This
employee will know that what should they done on their work to achieve our business goal. For
that they will try their best. There will be time management for employees for done their work to
achieve goal.

Promotion & Transfer

 Promotion Policy: The Corporation needs its workers to have a good job in our industry
and to develop themselves. Employees who are doing fairly well and who are capable of
doing well at the upper level will definitely receive a promotion. We want to value their
employees' abilities by giving them the opportunities that we deserve. if a co-employee
will acquire the expertise needed and work according to the manager's rule, they can also
offer the employee the chance he / she needs. Nevertheless, in order to be considered for
advancement, employees must remain in the business for a duration of at least 2 years.
Advancement is primarily carried out in the context of the following appraisal:
 Experience: The most conventional approach is to offer advancements to senior staff.
A good entertainer in any role, serving the company for a long time, deserves a reward
which, in addition, encourages him to display more dedication. We advance members
in about 5-6 years of shifting in line with the role he / she occupies.
 Performance Appraisal Feedback: Employees who do genuinely well in the
performance assessment shall, by and wide, be rewarded for an increase in
compensation or a swift extension.
 Foundation Training: Each representative will go to the institution to plan before the
enrolment. Apart from this, different trainings, precisely the workplaces, can also be

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 figured out at the point where possible. Individuals who do strongly in this preparation
would obviously be out of ahead of many should improvements or changes may arise.
 Educational capability and aptitudes: Employees who have a rich educational
foundation, more than anything else, have an extraordinary arrangement of specialized
and relational aptitude, which is the pre-essential to become effective right now, to
think about advancements that precede others.

 Transfer Policy: Being an almost nascent entity, our group does not work within
municipal or zoning exchanges. All we are doing here is shifting delegates from one region
to another, from one department to another, recognizing their section of capability and
occupation preferences. As a consequence, we will therefore that the sea of delegates to
carry out comparable research over a significant amount of time. Additionally, people's
talents can be better exploited right now, we're putting our utmost effort into choosing a
representative to his best suited position. They're originally just going to have one office
in Dhaka. There is also no reason to switch staff from one place to another. Employees
may be transferred from one position to another, though. Suppose they need more
employees in another division, and there are a ton of successful employees in the Dhaka
division, so they might transfer an employee from Dhaka to Sylhet.

Record keeping
HRIS System
HRIS system is one of the effective ways to tack any records of the organization and related
workers or employees. HRIS system is basically software protocol which will help HR manager
to keep track employees. It is very difficult task to keep record manually in day to day basic. Our
company will use Bamboo HR software for the record keeping process. It is one of the easiest
ways to keep record of essential information. The choice is Bamboo HR software because it is cost
efficient for our company. The Bamboo HR will provide all kinds of HR related employee’s
information from pre-hire to payroll and others.
Bamboo HR system is very expedient so that we can monitor the process of payroll from anywhere.
The system is very simple to fixe so it will provide sleek transactions. Bamboo HR provides all
kind of HR worship. The ability of elasticity and monitoring will be ensured by available
integrations of the software. The software contains good number of reactive customer
confirmation.
We are recording private files such as the fundamental information about the employees, the hiring
figure, also job-related information and behavior towards the company as an employee. We will
also record furtive data about employee’s health related information, leave files and grounding
check documents. Both hard and soft copy will be recorded to us.

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Record Keeping Policy
The documents will be kept from at least 4 years. The department of HR will have ingress in these
records. Worker portal will be developed so that by the use of internet workers able to access the
fundamental file which belongs to them in records. For the use of the portal all workers will endure
ID and Password. The workers will be to able see the information from the portal but they cannot
edit the information. For any mutation of information, the worker has to yield affirmation to update
information.

Time off program/benefit

This point is very important for an organization’s employee. We will try our best to provide
different benefit to our employee for their betterment.

Paid leave

Time of Family
program/be medical leave
nefit
Leave of
absence

Paid Leave:
In this paid leave system if an employee from these company doing his or her job in 12 months’
period by giving continuous service and provide facilities for the company and don’t take any
single leave. That time this employee will allow to get 30 days leave in the next 12 years with full
payment.

Family Medical Leave:

The employee of these company will allow to get 14 days’ medical leave in one year if they have
any problem. Such as: injury, illness, employee suffer from disease. Moreover, if an employee will
sick in over 3days, that time this employee has to show the medical certificate from the medical
doctor. Besides employee who have sick since 7 days, that time he or she need to show the fitness
certificate from the medical, where the employee took treatment.

Leave of Absence:
IF any employee wants to take leave of absence from these company such as spending holidays,
vacation, sickness, going to abroad for personal purpose etc that time this employee must have to
submit an application before two or three-days advance to the authority. In generally company will
allow to provide this leave 10 day in a year. Maximum 3days continuous leave will be tolerate.

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Other Benefit:
Maternity Leave

Paternity leave

Hospitalisation and health

benefit

Life Insurance

Retirement Benefit

Working flexibility

1. Maternity leave: This leave is basically referred to that a mother who work in a particular
company and want a leave for specific time during the birth of child. It’s very important
for the mother and the child better health. So, in our company we will provide 6 months
off maternity leave. Also, we will provide the full salary during her leave.
2. Paternity Leave: These leaves basically refers to that the person of the company who are
being new father. But in our Bangladesh these facilities still not available except some
company. But we will provide these facilities in our company. We will provide 10-12 days’
work off for the new father with full salary.
3. Health Care Benefit: In our company we will provide the health care system to our
employee. Because lots of employee are working in our company. Many of them might be
suffer from different illness, accidental issues, injure so on. For this reason, company will
bear these responsibilities. Also, we will hire some health care specialist for our company
& they will check employee’s health in every month. Emergency ambulance will also be
available during the serious cases. Also there will spend some cost from the employee. So
we will provide them m30-35% discount for their treatment. Also, if the health situation
will critical then we will provide them 3 days working off.
4. Life insurance: Life insurance is the most important thing for every employee. This
company will provide the life insurance facilities to their employee for betterment. If
employee has any kind of problem regarding life, that time this insurance will help most.
Such as we will provide their life insurance facilities to his/her family member when that
employee dies.

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 5. Retirement Benefit: When employee will retire from our company we will provide them
some benefit such as pension. Also we will provide some extra benefit to those employees
who are working to our organization from long period of time.
6. Security benefit: Security is the most essential part for every human. Security is very
important for the employee because it reduce the risk and increase the revenue of the
company. In our company we will ensure the best securities system. We will provide best
security facilities to our employee so that the employee can doing work with full safely in
24/7.
7. Working flexibility: In this company employee are doing their work 8 hours 6 days in a
week. But sometime they are not able to work base on our working hours’ rules. Because
sometimes they have some other schedule like relax, different planning like family
hangout, personal problem, others task. That time employee may not attend and concentrate
their regular activity or work in our organization. So for that reason well will provide them
working schedule flexibility. Employee will choose their working hour whenever they
want.

Other Service:
Lunch and Prayer Break
Transport
Child Care
Study & sports Zone
Gym & Fitness Center
Counseling System
Tuition Facilities
Overtime Facilities
Employee Lounge
Smoking Zone

1. Lunch and Prayer Break: We will ensure for our employee to get the huge lunch break
facilities. The total duration of lunch and prayer break will 1hour. Also, we will arrange
good and well decorated canteen system for our employee. Employee can easily get the
lunch from the canteen. From the dining room employee must have to receive the food.
But during work time employee we will not allow to bring or take tea/coffee into their
table. Smoking will not be allowed in some selective area.

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 2. Transport: We will ensure to provide good transport service facilities for their employee.
Most of the employee come to the office from distance. For that reason, we will ensure the
transport service facilities to their employees so that they can come to the office at the right
time and safely.
3. Child Care: In this company there are many female employees who has child. Also, some
single parent also works our company. So, based on this situation we will establish a child
care center for them.
4. Study & sports Zone: Employee are working to the company or organization
continuously. That time their mind and brain are getting overpressure. Sometimes
employee need some relax to refresh their mind and brain. Indoor sports and studying is
the best option for them. We will provide them indoor sport facilities system like (Table
tennis, Chess, Carrom). Some employee would love to study or reading books. For this
purpose, we will provide a library system.
5. Gym & Fitness Center: We all know healthy & fit boy is more active that a fatty body.
So, in our organization we will establish a GYM and fitness center so that employee can
exercise and make their boy fresh and fit.
6. Counseling System: Employee sometimes get depress in mentally due to different issues.
That time they are not able to doing work also they are not concentrating to their work. For
solving these problems, we will provide a psychology specialist so that they will counseling
themselves.
7. Tuition Facilities: Many organizations provide the tuition facilities to their employee. We
will provide some tuition facilities to their employee’s children and their families so that
they can lead their life comfort.
8. Overtime Facilities: Many company provide their employee in overtime facilities. In our
organization we will provide some overtime facilities to those workers who are doing work
more than 8 hours. We will provide extra payment to them. Also during overtime period,
it is hard for some employee to reach their house quickly specially for female workers. So
for that reason we will provide them transport facilities so that they can reach their home
safely.
9. Employee Lounge: We are going to provide a lounge system to our employee. During
leisure time employee can relax and talk each other so that they can rejoin their work with
fresh mind.
10. Smoking Zone: We will create a smoking zone. For those employee who are smoker they
can smoke in specific place. As a result, the working environment will be safe and pure
also non-smoker employee will be safe from it.

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Employee and Community Relations
Flexible Work Schedule
Flexible work schedules means arranging work schedules where an employee is allowed to obtain
working hours which differs from the organization's general given schedule. Though our newly
started company will have specific working hours which is 8 hours for 6 days, there will be scopes
of having alternatives in working hours with for requested employees for fair reasons.

Purpose
The sole purpose is for this policy is to will ensure a a productive working environment and
outlining our furnishings for our employees who are in need or want to change their working hours
per day or weekly.

Eligibility
This policy will apply to every single individual working under our organization who needs this
opportunity whom are eligible by essence of the job. But these should be applied to the employees
whoose positions will fulfill any of the following requirements :

 Employees who worked for for minimum a year in the company.

 Employees whom are are expected to stay employed with the company for next 5 to 12
months.
 Employees who worked continuously for 20 weeks prior to their request.
 Employees who haven't requested additional statutory during the past 10 months.

Policy Implementation
Policies will be implemented for the recognised employees in want of flexible working hours for
equitable reasons such as :

 Request/application for the implementation.

 Accidents.
 Parenting. (for both children and aged people)
 Medical issues.
 Work life balance.
 Maternity issues.
 Single parent.
 Aging population.
 Dual career couples.
 Nature of work.
Aside from the mentioned reasons, if the board finds any other reason equitable for the
implementation they can take decisions on the spot.

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Working Alternatives
The following alternatives of own choice will be given to the eligible employees :

i. Flextime : Flexibility will be given in beginning and ending time of work and changes through
different time periods.

An employee can get 10 hours work day for 4 days a week. Alternatively It's also possible to work
for 9 hours for 4 days and one half-day(this will give an extra off day). For exempt emloyees only
another option will be given to work for 9 hours a day and one full day off for every other week.

ii. Job Sharing : 2 employees will be assigned to the same job equivalent to 1 full time job.

iii. Telecommuting : Employees will be allowed to work outside the office from home or any
other location via phone, internet, computer.

iv. Paid time off Policy (PTO) : Eemployees can keep the days they would get off for holidays
and use those days off whenever they want. This policy will enable a specific amount of the time
off to be paid hours that emloyees may use.

Attendance and discipline

The American entrepreneur Jim Rohn once said," Discipline is the bridge between goals and
accomplishment." For our company dicipline must be stictly maintained to a degree of average
acceptance behavior of an employee. Employees are expected to behave in a certain code of
conduct and guidlines provided during selection and handbooks.

Purpose
The purpose of strictly maintained policy is that it is essential to promote efficiency in operations
and remove or minimize unscheduled absences or leaves and to maintain employee absences and
tardiness.

Contemptment and Disciplinary Action

The policies will be applied to the employees of all type and positions held in contempt with the
following issues(brief) :

 Absence such as wasn't approved in advance.

 Absence without knowledge of the supervisor.
 Absence outside approved timeline.
 Providing wrong information(example : false medical reports).
 Violating organization's policies, rules and regulations.
 Theft and fraud.
 Misconduct or misbehaviour towards superiors.
 Reporting late at daily hours.
 Sexual Harrassment.

34 | P a g e
  Resistance towards change. (example : refusing to go on tranining)
 Political activities and thus which results into violance.
 Tardiness. (arriving late, leaving early, long break times, failure to report etc.)
The employees held under contempt must face some deciplinary actions which are briefly
discussed below :

 3 days late will be considered 1 absent.

 10 unpproved absences in a year will be considered as ground for termination.
 7 days of of absence without notifying authority will be considered as voluntary
termination.
 Sexual harrasment and violance will be dealth with legal actions.
 Theft, fraud and misconduct will be dealt by the committe according to investigation.

Suggestion & grievance programs

The most significant element of an organizations employer branding is that their employees are
treated fairly and doesn't get discriminated. This program will insure that employees feel secured
while working in the office and while resting in home

Employees will be introduced to the suggestion box where they can express their both suggestions
and complaints without revealing their identity. Any employees regardless of position will be able
to use the box. Aside from the box an employee can avoid the hierarchy with open door policy.
Employees are free to raise and discuss about any issues with the employer. But maintaining the
hierarchy is most prefferred. Grievances will be contained within disciplinary matters only.

To review and deal with suggestions and complaints a committe of consisting the board and HR
team will be there. The board will be led by the head of HR. All suggestions and complaints will
be analysed and studied. The employee with problem can be heard if he chooses an open door
policy. Investigation will take place independently and the decision will be taken if the aquisition
is is right. As initially our new company will not contain any unions(workers or political) there
will be no 'CBA grievance' handling here.

Regulatory compliance
Regulatory compliance is how a company adhere to laws, regulations, guidelines given to them by
the country's laws. As we are a Bangladeshi company we are to obey the laws of Bangladesh given
by the constitution. Even our recruitment and selection will be competency based as we will only
follow 'Bangladesh Labor Act 2006'. The overview of the law is that it consolidates and modifies
existing 25 acts.

The law covers various aspects such as maternity leave, safety, working hours, wages,
administration, penalty inspection, health, provident funds, death benefit, compensations, pledging
of child labour etc. The law applies to all industrial and commercial corporations. The following
infographics shows the kinds of workers according to this law :

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Fig : Types of workers accordint to labor law

Some of the laws of the act

i. Wages : Section 120 provides wages to include,

 Bonous or additional payment as per terms and conditions of employement.

 Remuneration during leave, holiday and overtime.
 Amount payable upon retirement, discharge or termination.
 Amount payable due to lay-offs.
ii. Working hours and leave : This section provides various insights such as,

 8 hours working day.

 Sick leave with full average wages.
 Maternity leave to sixteen weeks and for availing the benefit minimum 6 months of
employment prior to leave.
 No female worker shall be engaged without her consent between 10 p:m to 6 a:m.
iii. Death benefit : Any worker dying after 3 years of service to an employer will be entitled to
benefits for 30-days wages for each completed years or six months or gratuity, whichever is higher.

iv. Appointment letter and ID card : Section 5 of this act makes it compulsory to provide
appointmet letter for each employement and issued ID cards free of cost.

v. Safety : New measures are to be in place in order to provide safety for the workers in their place
of work.

 A provision for alternative staircase for emmergency escape connecting all floors of a
factory which is mandatory.
 Prohibition of employing a worker to lift, carry or move a weight so heavy likely to cause
injury.

36 | P a g e
  Mandatory arrangement of fire drills once a year.
 Keeping at least one well maintained first aid box for every 150 workers and an ambulance
for 300 workers.
 1 canteen per 100 workers, 1 restroom for per 50 workers and a child room for every 40
female workers better facilities.
It's not possible to mention the whole of labor law act here. Handbooks can be found online and
an online copy of the handbook is given below.

Link : A Handbook on The Bangladesh Labour Law Act, 2006

Handbooks and policies

All employees of our organization will be given printed copy of handbooks to know the policies
of the organization, it's culture, business process and to maintaim them to order. The rules are
widely analysed and accepted by the authority and must be strictly followed, failing to do so will
be held as contempt and thus resulting in disciplinary action. A summarized set of guidelines from
the handbook is given below (brief) :

 Dress code and Uniforms : All employees must maintain dress code (formal attire) while
working hours and uniforms for specific positions. Clothes should not be over revealing.
For grooming, individuals can follow their own religious guidelines
 Drugs and alcohol consumption : Drug abbuse and alcohol consumption is strictly
prohibited within working parameteres.
 Sexual harassment & violence : Any sort of harrassment (sexual/non-sexual) & violence
will be dealt with legal obligations and termination provided the evidence.
 Public communication : Privacy and confidentiality of the organization must be kept all
the times. Everyone must sign a confidentiality concern document so that no disclosure of
inside information happens outside
 Training and development : Every employee must comply with the trainings after
selection and attend programs when needed/ordered.
 Cell Phones : Employees must not use cell phones for personal tasks during office hours.
 Ethics in conduct : Employees must always respect each other, be fair in communication,
obliged to superiors and must always work in cause of benefitting the organization.
 Unique benefits : Employees will receive 'Annual leave encashment' which is in case an
employee don't take annual leave the can encash it.
Employees can also receive 'Battle field bonus' which refers to if any employee helps the
company to reduce operational cost drastically, will receive a bonus.
Conditions : Maximum of 1 time payment of 100000 tk.
 Smoking : Smoking is allowed only during breaks in the particular smoking area.
The handbooks and guidelines will be reviewed and developed every year and necessary changes
will be made according to the circumstances.

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Employee communications policy
Communication is a vital aspect for any organization and it's smooth flow of operations. Effective
communication boosts employee morale and influences their loyalty. Likewise, faults in
communication will result in misunderstandings and hindrance in working process. So this policy
is to be regulated effecrively.

2 way communication is recommended for smooth and effective work process. It plays an essential
role in comprehensive strategy always. The flow of communication will be directed from bottom-
up in hierarchy. Employees will directly communicate with their immediate superior and
sequencially that superior will communicate with his/her superior.

In communication our key player will be open communication always consistent and truthful.

Face to face communication will provide effective exchangce of understanding which is

considered best. This will also ensure effective feedbacks and appropriate measures will be easier
to implement according to the information either by clarifying the problem or completely removing
it.

Although sequencial bottom-up communication is preferred but open-door policy is always open
and welcomed (in dire cases) where employees can directly talk with higher authorities about their
problems and get feedbacks or solutions.

Necessary training will be provided to managers and superviosrs on organization's

communications policies and effective writing/presenting skills by which leaders will effectly
communicate and resolve misunderstandings. Also they will be provided with associated materials
and support.

Award/ recognition programs

Theory of motivation suggests that people will work more effectively when they will expect an
equitable reward and recognition from their work. Expactancy (belief) will result in successful
outcome, instrumentality will bring rewards and valence will result into recognition.

Aside from 'Annual leave encashment' and 'Battle field bonus' employees will be given certain
awards of recognition which will keep them motivated to perform at their best which will result in
better productivity and efficiency. Ultimately this will benefit the whole organization,

Few of the recognition programs(authorized)are mentioned below :

 Employee of the year : This award will go to the most outstanding employee based on
responsibility, punctuality, quality of work etc. This will be given once in a year to a single
employee selected from the whole organization.
 Employee of the month : This award will take place in all departments seperately based
on monthly performance.

38 | P a g e
  Retirement award : This award will appreciate an employee who has worked and
dedicated their life for the company for about 29 years.
 Best manager : This award will be given to only one of the managers among all the
departments of the company for extraordinary leadership.
 Sales and customer service award : This award will be given 3 times(quarterly) to a team
based on the which will motivate sales team to be more competitive and to keep customers
satisfied with positive feedbacks.
 Service years award : This award will be given to an employee after every 5 years (5, 10,
15, ....) to keep him motivated and acknowledge his/her services.
 Innovation Awards : This award (with reward) will be given to the employees who will
bring extra-ordinary innovation and dedication to the organization.
Besides all of of these recognition programs, many others will also be intoroduced as our company
progresses through time.

Community service & volunteer programs

Community work/service is basically non-payment jobs conducted by an indivudal or group
towards the benefit of a community or society. It is quite different from volunteering programs as
not always it's done on a basis of voluntary. Alltogether these programs give a way to help others,
gives more knowledge about a certain jobs and helps to improve the society. Our company will
also initiate (invest in) these programs.

Alhough over last 30 years our HDI (human development index)has increased to 81%, still the
rural areas of our counry consists 60% of the people living below porverty line and every year they
are devastated by natural disasters. We will try to adress their health issues, flood reliefs, give them
opportunity to make a living and educate their children in the rural areas. For this we will open
charitable sub-sidiaries to conduct the operations for the welfare and also donate to the NGO's.

It's an irony of fate that even with a rich history of grassland and forests in our country, every-year
the number of forests are decreasing. We will also focus 'Afforestation' to cover up barren places
and 'Reforestation' programs by planting seeds and trees in the destroyed forest areas.

Bangladesh is currently facing an issue with 'Rohinga' refugee issues. We will also take initiatiive
to provide educations to their children and give them medical support.

At present Bangladesh with the whole world is facing the pandemic known as 'Corona Virus' which
results in 'COVID-19' infection. This is a contagious virus, so people are currenlty jobless and
locked in home. This is a dire situation for the labour community as they receive daily wages for
work. But without work they won't be able to survive this hazard. We will try to provide reliefs to
the poor people as necessity. Also we need to start awareness programs to the illiterate
people(mostly in villages) about the virus so that they don't get affected by it.

39 | P a g e
As for our own employees, as every corporations are declared off under government rules, we will
provide advance payment of their wages and salaries so that they can aslo strive out of this
pandemic.

Together with the government, we will try to minimize the damage done by the virus in our
community by helping the people in need

Planning

Human Resource Planning (HRP)

Planning is necessary for the flexibility of the company. Human Resource Planning (HRP) is the
continual process of planning the human resource of a company or organization to achieve the
demand in terms of numbers and the quality. We will ensure that all of the workers are in right
position in right time and the work quality is flexible enough. HR is the heart of our company. The
workers are the warriors of our company. Workers efficiency and wisdom, worker’s adoration
toward the company, workers rate of flexibility and building well reputed brand image towards
consumers are the core element of success for the company. Therefore, HRP is very essential step
for a company and our Human Resource Planning will follow some paths given below:

Current HR Supply
The Human Resource department o the company it’s full of skilled, well educational efficiency,
sufficient and experienced. The HR department is very concern about their duties towards the
company. An integrated system dynamics framework is used to update various feedbacks and feed
toward paths in the context of deftness planning and development. By the use of feedback system,
we can witness the major issues related to HR and find a resolution for a long term.

Demand Forecasting: Analyzing the future HR demand is very essential for a company. It
is based on quality and quantity. HR demand forecasting depends on employment trends,
replacement needs, productivity; absenteeism; and expansion and growth. For a effective and
successful forecast HR have to analyze Managerial finding, Work-study technique, Ratio-trend
analysis, Econometric models, Delphi method and market trend analysis. The HR department of
the company also focuses on every worker. HR department observe observes the employment
trend to find problems and also search for perfect solution.

Supply Forecasting: The HR department also makes sure that the analyzing demand matches
with the capital of the company. The internal reward depends on capital matching demand.
Rewards are promotion, career development, bonuses etc. when the demand fail to match with
the capital then the company develop the capital by training, knowledge development and
recruiting new fresh talents. These steps are very essential for the company to meet the demand
and supply.

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 Selection and Training: The selection process is done through effective interview. The
effective interview will find us the perfect match for the company. The selection candidates will
offer job for fold space. Then the selected candidates will have some on the job and off the job
training to complete for the betterment of their employment. It will also build focus on workers
about the goal of the company and will help to achieve the goal by doing right things at right
time.

HR Budgeting

CEO, Number Minimum Maximum Total Minimum Salary Training Benefits

Security of per session cost
officer Employees
and
others
CEO 1 200000 300000 250000 30000 100000

Security 2 50,000 70,000 60000 20000 50000

officer
Driver 5 15000 25,000 20000 10000
Guard 10 15,000 25,000 20000 5000
18 670000*12=8040000 70000 300000

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Head of Departments

Head of No of Minimum Maximum Total Minimum Training Benefits

Departments Employees Salary per Cost
session
Cost
GM of 1 100,000 200,000 150000 15,600 50,000
Human
Resource
GM of 1 100,000 200,000 150000
Accounting
& Finance
GM of 1 100,000 200,000 150000
supply chain
Head of 1 100,000 200,000 150000
quality
control
GM of sales 1 100,000 200,000 150000
& marketing
Head of IT 1 100,000 200,000 150,000

Total 6 900000*12=10800000 93,600 3000,000

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Senior Executive and Manager Salary

Senior Number Minimu Maximu Total Minimum Trainin Benefit

Executive of m m Salary g per yearly
and Employee session
Manager s Cost
Salary
Human 1 50,000 80,000 65,000 5100 15,000
Resource
Manager
Accountin 1 50,000 80,000 65,000
g manager
IT 1 50,000 80,000 65,000
manager
Territory 1 50,000 80,000 65,000
Manager
Marketing 1 50,000 80,000 65,000
&
promotion
Manager
Finance 1 50,000 80,000 65,000
manager

Quality 1 50,000 80,000 65,000

control
manager
Supply 1 50,000 80,000 65,000
chain
manager
total 8 520,000*12=62,400, 40,800 120,00
00 0

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Junior Executive & Junior officer
Junior Number Minimu Maximu Total Minimum Trainin Benefi
Executive & of m m Salary g per t
Junior Employe session yearly
officer es Cost
Recruiting 2 20,000 40,000 30,000 4800 10,000
officer
Appraisal 2 20,000 40,000 30,000
officer
Labour 2 20000 40,000 30,000
relationship
officer
Research 2 20,000 40,000 30,000
developer
Call centre 5 20000 40,000 30,000
operator
Web 2 20000 40,000 30,000
developer
Sales 10 20,000 40,000 30,000
representati
ve
Sales 5 20000 40,000 30,000
developer
Financial 2 20000 40,000 30,000
planning
officer
Financial 2 20000 40,000 30,000
analyst
Financial 2 20000 40,000 30,000
advisor

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 Auditor 2 20000 40,000 30,000
Cost 2 20000 40,000 30,000
accountant
Tax 2 20000 40,000 30,000
accountant
Customer 2 20000 40,000 30,000
relationship
officer
Brand 5 20000 40,000 30,000
development
officer
Market 1 20000 40,000 30,000
analyst
Procuremen 5 20000 40,000 30,000
t officer
Logistics 5 20000 40,000 30,000
officer
Category 2 20000 40,000 30,000
managemen
t

Area 2 20000 40000 30000

Manager

Total 21 30,000*21*12=7560, 96,000 200,00

000 0

45 | P a g e
Organizational Structure
Our organizational structure is bureaucratic. The company follows pyramidal command structure.
The company follow high rate of formality when operations occurs. The company is very concern
about employee’s jobs and responsibilities. The command structure is well stick for every
department. The decision making is made through organized system. The top-level management
to mid-level and then low level is the process of the command structure. The structure really helps
the company to develop the internal work efficiency and gives a pathway to accomplish
organization goals. Micro-managing is common for the company.

Development Plan
The development of our company is the major goal of our company. We all are working very hard
to be competitive with other durable consumer goods industries. We are serving in many areas of
Bangladesh. The customer satisfaction degree is quite well too. Our brand image is impacting
positively in the industry. We are very concern about our brand image towards the consumers. We
will always ensure the quality the consumer trust for. We will soon expand our service area. We
are developing plans about future development of the company. We want to serve the better-quality
durable consumer goods products to as consumer as we can. We are aiming our problems and try
to resolve as quickly as possible. We will also develop, improve and update our HRIS system and
also our organization processes to meet the future needs.

46 | P a g e
 Organogram

CEO

Head of Gm SC GM QC GM Head of IT
GM Finance Gm Sales &
Business Marketing HR
& Accounts
Development
Marketing Manager QC HR Security Manager it
Sales Manager SC
& branding Manager officer

Manger Consultant CSR Jr. QC R&D

Manager category
Manager manger Planni
Finance Account territory Guard
s Manager ng &
logistics Admin
recruit
CSR
officer procurement
Area Labor Web development
Manager management

Branding
Planning cost T&D, appraisal
Head of plant
tax analyst
Advisor
representative
Audit
analyst Driver

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Workflow

Order “Order in
through Process” Text
Sales rep. through IT
Department

Check SCM
Dept. If The
Ordered
Medicine Is

“Sorry, “Order
Order Is Confirmed
cancel Text”
led
Let Sales Dept.
Know About
Order & Let
Them Hand

Delivery of the
Ordered
Medicine to The
Recipient

48 | P a g e
49 | P a g e
Job Analysis

Job Title: CEO

Report to: BOT

Job summary: The position leads the company’s effort in creating plans to increase the value of
the company to its stakeholders, creating brand image through consumers and maintain a suitable
environment for the comfort of employees. Challenges of the job position includes the supply
and price for the essential materials, ensuring organic level, competition and customer
satisfaction.

Job description:
Task:

 To do activities with the board of directors and managerial section to confirm that Artistic
ideas to occur inside the company and that certain breakthrough object are deployed
through the company.
 To make the all workers understand and value the company’s mission such as customer
focused and always being creative.

Duties:

 To develop shareholders value by maximizing the level of earnings per share and also
have to do activities for the rising of the company.
 To effectively earn the competitors in the cumulative transactions which are included in
the path of company’s goal.
 Distribute as a director and to its executive community.
Responsibilities:

 To confirm the company, have sufficient human capital, employee development,

accountability and compensation essential to obtain company’s vision.
 To develop the company’s brand image by doing activities such as company growth,
market analysis, location and quality ensuring.
 To mark up and protect the company’s fame and legal situation by attending in trade
associations, government bonding and public arrival.

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Job specification
Knowledge:

• Experience is general management.

• Knowing of food industry.
• Personal contiguity with universal food industry.
Skills:

• Chiefdom and communication skills.

• Ability to defend problems when business become challenging.
• Ability to perform leadership and fill the company’s goal.
Ability:

• Two way communicating and listening skills.

• Think out of the box to make the business flexible.
• Maintain the organization and confirm all the employees satisfy position.
Education:

• Bachelor degree in business administration (BBA).

• Master degree in business administration (MBA).
Experience:

• 3-6 years’ experience in food industry as a CEO.

Salary:

• 300000-500000 BDT.

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Job Title: General Manager (marketing & sales)

Reports to: CEO

Job Summary: A General Manager (GM) have the big responsibility for a company. The main
task for a General Manager is recruiting and practicing lower manager. Also, a General Manager
are always monitoring and observing the lower level employee of an organization so that they
can work smoothly. Also, a General Manager observing and evaluating the organizations
efficiency and productivity.

Job Description:
Task:

 Monitoring and motivating the staff for the organization.

 Creating the good customer service by providing good qualities of product.
 Get the proper employees by actual source and train them properly.
 Create the budget base on the organization resource and capability and ability.
Duties:

 Give direct administration of key utilitarian directors and administrators in the specialty
unit.
 Ensure good quality of product and deliver to the customer accordingly.
 Always focus the customer demand and purpose.
 Make and set the proper business strategy so that the business will grow up rapidly.
 Generate business ideas to increase the business/company’s objective.
Responsibility:

 Built and create relationship with industry, organization and main strategic thing.
 Developing the marketing channel and its activity.
 Evaluate the sales performance and take decision wisely.
 Ensure best quality of product and supply.
 Create a strong relationship with main/core partners.

Job Specification:
Knowledge:

 Have to sharp and massive knowledge about sales and marketing

 Time management knowledge must have to know
 Economical & Financial knowledge should be ensuring.
 Have to be sharp & massive knowledge about product and its qualities.

52 | P a g e
  Language & computer skill has to be sharp.
Skills:

 Interpersonal skill always first priority for a General Manager of this company.
 For company betterment strategic and financial skill must be required.
 Ability to identify and solve the problem quickly and implement the decision properly.
 Have to good communication skill (Verbal & Written).
 Capacity to authorize and keep up elevated expectations, especially under pressure.
 Relationship skills so that the company can keep good relation with employees,
customers and business partners, competitors.
 Good skill in MS Office Ability:
 Capacity to authorize and keep up elevated expectations, especially under pressure.
 Ability to work under pressure.
 Ability to inspire and motivate staff.
Education:

 Minimum Bachelor Degree in Marketing and Sales.

 Master Degree in Sales and Marketing.
 Verbal, Written & Computer Skill (MS Office) must be required.
Experience:

 At least 6/7 years’ experience in sales and marketing site. (Similar industry experience
will get preference).

Salary: 80000-200000 BDT.

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Job Title: GM (Finance & Accounts)
Report to: CEO

Job summary: This position is responsible for the financial life of the company. Build tactics
based on financial exploring and conduction financial intelligence. Indicating senior executive in
building sharp business decisions for the long and short period.

Job description:
Task:

 Manage financial segment employees along financial subsidiary and accountant.

 Guiding financial activities inside the company such as payroll, invoicing and other
transactions.

Duties:

 Lease beside worship for rent formulation, observing, banking, concession and all other
financial steps obligate for the financial situation of the company.
 Explore the financial condition of the company and prescribe the lacking where
development will need.
 Search for systems to minimize the financial related risks for the betterment of the
company.

Responsibilities:

 Investigate and determine financial statements and track the market trends.
 Sharing financial statement with stakeholders, board community, executives by
formal gathering.
 Always follow the trend and update technology system and other accounting-
based apps.
 Set and sustain the policy and procedure of the company.
 Realize and cling to financial rules and regulation.

Job specification:
Knowledge:

• Pledge accounting.
• Economics.
• Finance ground.
Skills:

• Excellent skills in mathematics.

• Leadership skills.
• Tenacious communication skill with coworkers.

54 | P a g e
 • Microsoft word, excel and power-point skills.
• Management skill.
• multi-tasking work skills Abilities:
• Secure the information privacy of the company related data.
• Resolution skills.
• Respect the business morals.
• Conscientious.
Education:

• Bachelor degree in business administration (BBA). (major in finance)

• Master degree in business administration (MBA).
Experience:

• Experience of 5-7 years in a finance manager position.

Salary:

• 80000-170000 BDT.

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Job title: Marketing & promotion manager

Reports to: General Manager (marketing & sales)

Job summary: A Marketing & promotion manager, the other name is customer care manager.
their main task is customer’s relation in phone, email¸ massage face-to-face for a products or it
may be services. Also a customer service manager monitoring and observing a team that is under
on customer service, so, they know about their company values and they also try to always work
in a professional manner by using language that try to understand their company.

Job description:
Task:

• Develop and establish customer service policies and strategy

• Describe customer service standards
• Analysis and evaluation customer service agreement Duties:
• Maintenance and monitoring Agree Customer services levels and standards
• Everyday check and solve customer service operation
• Create a plan for work task to sure that proper functioning of each department
• By identification and maintain customer service resources
• Keeping document to customer needs and questions or their requests
• Handle difficult customer service issues Responsibility:
• Survey relevant data to control customer service outputs
• Find out strategies to improve service of quality
• Analyze manage staff performance
• Build standard service to serve customer better

Job specification:
Knowledge:

• Have to ability and enough knowledge about customer service

• Ability solve customers’ problem because customers directly communicate a
customer service manager
• At customer service language is most important
Skills:

• Skills about customer service

• Have skills to making decision
• enough knowledge about how to handle customer via phone or text
• understand what customer want to say
• Communication skills

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Education:

• Minimum bachelor degree

• Experience about customer service
• Know about written and computer skills
• Experience about social media program
• previous experience to working with customers
• members of student club Experience:
• At least 4-5years’ experience in customer relationship management. (Similar
industry experience will get preference).

Salary:

• For fresher: 30000 to 60000 BDT

• For experienced: 50000 to 80000 BDT

57 | P a g e
Job Title: Customer Service Officer

Reports to: Marketing & promotion manager

Job Summary: Customer service officers serve as a company's face and work directly with
clients to answer their questions or provide additional support where appropriate. They work in
every industry which has a pool of customers. Most customer service officers work traditional
office hours but there are a small few who work for companies who provide customer support
around the clock. Employees may then work second or third shifts in these situations.

Job Description:
Tasks:

 Pitch ideas for improving customer care.

 Create and maintain reports about customer interactions.
 Attend weekly staff meetings.
 Participate in team-building activities.
 Develop a rapport with customers.
 Encourage customers to complete surveys.
 Make recommendations to management to improve customer experience.
Duties:

 Answering customer questions through social media.

 Fulfilling customers demand and keeping them satisfy.
 Providing general customer support to make easier to reach to clients.
 Review details of customer records and keep them updated.
Responsibilities:

 Resolve complaints from customers via phone, email, mail or social media.
 Calling the customers to verify their account information.
 Welcoming the customers warmly and trying to seek their problems.
 Assist with placing orders, refunds and/or exchanges.
 Seek persuading customer to postpone termination.
 Act with customer service manager to ensure adequate customer service is provided.
 Inform clients about sales and promotions.

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Job Specification:
Knowledge:

 Awareness of the values and procedures for consumer and personal service delivery.
 Awareness of the English language structure and content including the meaning and
spelling of words, compositional rules, and grammar.
 Must have knowledge about the general mathematics.
 Having knowledge about the telecommunications networks.
 Should have knowledge about media production and communication.
Skills:

 Speaking skills is mandatory for better communication.

 Active listening skills is necessary to hear customer’s problems properly.
 Must be good at reading comprehension.
 Expert at persuading others to change their minds or behavior.
 Time Management skills is required.
 Must be skilled at monitoring.
Abilities:

 Ability to work under pressure.

 Adaptability.
 Willingness and ability to learn.
 Ability to solve the problems.
Education:

 High school diploma or GED required.

 Associate or bachelor’s degree preferred.
 2 years of experience using Microsoft Office
 Basic knowledge of office equipment.
 Previous experience in an office or call center.
Salary:

 For a fresher: 20000-40000 BDT

 For experienced: 30000-60000 BDT

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Job Title: Driver

Report to: Department Managers or supervisors (according to tasks).

Job summary: A driver is responsible for securing and maintaining escorting services to
passengers (clients & employees) with comfort or transport facilty for carrying goods with
safety. He is to act as a manner of delivering payments both to banks and clients (suppliers) &
picking up equipments & accessories for office purpose. Last but not the least he is to work
according to the directions of administration to provide any other tasks related with driving
vehicles.

Job description
Task:

 Picking up clients & transporting them to hotel or airport.

 Transporting office staff.
 Assist in loading & unloading luggage, bags or boxes.
 Package deliveries to customers.
 Delivering payment transfers to banks or clients.
 Fetching office equipments or accessories.
 Facilitate mail (distributing mails).
 Transporting goods to clients or fetching goods from suppliers.
 Temporary handyman jobs in office such as re-arragnemet of desks, hanging pictures,
minor repairing.
Duties:

 Working in nightshifts & also in holidays if necessary.

 Keeping the vehicle neat & clean all the time.
 Using navigation applications to find best possible routes of transmission.
 Keeping vehicles equipped with sufficient fuel.
 Check up technical condition of provided vehicles daily.
 Minor vehicle repairments if necessary.
 Maintaining records of milage & services in a log book daily or weekly.
 Driving different vehicles in time of need.
 Ensurement of parking vehicles in permitted areas.
Responsibilities:

 Work with enjoyment.

 Proffessional behavior in interactions.
 Needs to be punctual.

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  Ensuring the validity of the documents related to the vehicle.
 Keeping necessary documents inside vehicle.
 Driving carefully & maintaining traffic rules for safety & legal obligations.
 Informing management in case of any mishaps or hindrance.
 Keeping & maintaining organized work schedule.
 Communicate with transparency.
 Driving regardless of weather (rainy, stormy, bleak, cold etc).
 Listen to traffic and weather reports time to time.

Job specification
Knowledge:

 Knowledge of driving different vehicles.

 Needs to know technicality of vehicles.
 Needs to know how to use navigation tools.
 Knowing about local area & neighbourhood.
 Knowledge of English language.
 Firm knowledge about traffic rules & safety issues.
 Knowledge of vehicle maintainance.
Skills:

 Interpersonal skills.
 Management skills (time & organizational).
 Verbal communication efficiency.
 Familiar with using GPS devices.
 Quick reflexes.
 Smooth or streamline driving.
 Well organzied.
 Keeping thyself up to date.
Ability:

 Physical ability to lift weights around 20-30 kg's.

 Managing time.
 Maintain most favorable routes.
 Speaking effectivley & transparently.
 Abilty to navigate through local area or area of activity.
 Adapt with the situation & taking correct decisions (heavy traffic, accident, roadblocks
etc.)

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  Remain calm in stress.
 Sound hearing, eyesight & dexterity.
Education:

 Higher-secondary degree (most preferable).

 Secondary school degree.
 Valid drivers license.
Experience:

 At least 1 or 2 years of driving experience.

 Clean driving record.
Salary:

 Tk. 15000 – 25000 BDT

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Job Title: Security officer

Report to: GM HR

Job summary: The job is to ensure & provide safety and well-maintained security
management. Securing safe travels for the employees or transportation of goods/supplies.
Escorting VIP's or clients(Foreign)safely. The position is to protect the company properties.
Taking care of all securiy measures & issues both in official documents and enforcement. Taking
occasional guard drills/training is also necessary to keep the force active. Overall objective is to
provide optimum working conditions by keeping the facility safe & prevent actions which are
illegal.

Job description
Task:

 Regular inspecting & patrolling.

 All official/documental work regarding sercurity measures.
 Provide occasional training/drills.
 Provide security to passenger/client travels.
 Ensure safety of logistics dealing with transportation of supplies/goods.
 Observing activities & surveillance.
 Maintain records & keeping daily reports.
 Security briefings.
 Instruct & give orders related to security issues.
 Organized/random visits to different locations.
 Communication with law enforcement agencies when necessary.
Duties:

 Ensuring company's security.

 Protection of all properties.
 Ensuring safety for employees & office premises.
 Providing fire-fighting facilities and other distress relief measures.
 Monitoring all survellance cameras all the time.
 Quick responses to alarm and accidents.
 Managing security teams & organizing whole security plan.
 Provide secrity to all escorts(people & supplies)
 Warn employees of violations.
 Maintaining organizational stability & environment.
 Taking the best decisions at the time of dire need.
 Ensure monitored entries of employess and vehicles(ID screening).

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Responsibilities:

 Keeping the security force motivated.

 Aligning the security measures with organizational goals.
 Conducting meetings with the executives to implement security system efficiently.
 Take accurate records.
 Act with integrity & take responsibility for actions.
 Take decisions lawfully & with equity.
 Measure ethical & legal policies of the country to bypass legal obligations.
 Maintain company policies all the time.
 Identify security threats & risks.
 Overall security & assistance for the company's goals overlooking personal interests.
Job specification
Knowledge:

 Knowledge of the countrys legal system.

 Knowledge about security management.
 High-tech device using(technical knowledge of security system).
 Knowldege about laws.
 Trained in defence & first hand medical treatment(CPR).
 Knowledge of using fire-arms.
 Fire-fighting & natrual distress measures.
 Knowldege of managing people of force.
 Knowledge of investigation & interrogation.
Skills:

 Interpersonal skills.
 Communication skills (English).
 Efficient observation.
 Surveillance skills.
 Professional behavior.
 Time management & detailed judgement.
 First aid skills.
Ability:

 Physically fit for movement activities(good eyesight,dexterity,hearing)

 Control over emotions.
 Keeping calm in stressful situations.
 Ability to quickly response(quick reflex).

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  Manage a variety of tasks.
 Ability to enforce fair judgement.
 Ability to build up relationships among employess to perform well.
 Transparency in communication & thinking.
 Ability to identify suspicious behavior & actions.
 Being in the team & leading the team.
Education:

 Graduate.
 Retired army personnel (most preferable).
 Retired personnel of any law enforcement agency.
Experience:

 At least 1-2 years of experience in relevent field

 Former army or police personnel will be given an edge.
Salary:

 50000-70000 BDT

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Job Title: General Manager (supply chain).

Reports to: CEO

Job Summary:

Production manager are basically creating, maintain, planning the production process of the
organization. Also, GM of production are always ensuring the good quality, of product & service
that are produce in a proper budget. There is different type of production process in different
organization. As a result, the system of production is also different & that why GM of production
has to ensure the system properly.

Job Description:
Task:

 Maintain the production instrument and materials so that the producing process will run
properly.
 Create a proper budget and research about it, so that cost of production doesn’t go high.
 Control the department of production.
 Built a good production environment so that the producing of product will go up.
Duties:

 Ensure the production process is going accurately.

 Provide the good customer service base on the customer’s demand.
 Give good motivation the employee and observe them.
 Get eligible employee for production purpose by hiring them.
 Provide training and guide the employee by the GM of Production.
 Ensuring that the producing the product will be complete as a finish good by the exact
raw materials.
Responsibility:

 Create a good production planning and routine/schedule.

 Creating budget about production with another client.
 The process of production must be observing by the production GM.
 Colleting & gathering the materials properly for production purpose.
 Monitoring the other employee who are working under his subordinate.

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Job Specification:
Knowledge:

 Excellent knowledge about production management.

 English and other worldwide language knowledge should require.
 Computer (MS office) knowledge must be require.
Skills:

 Must have good confidence about production.

 For problem, instant solving ability must be required
 Have a good and pure communication & group work skill.
 Efficiency and effectiveness must be required.
Ability:

 Ability to work under pressure.

 Multi-tasking is the best option.
 Have a good production forecasting power.
 Lead the other production manager so that the product will produce properly.
 Motivate and handle the junior staff.
Education:

 MBA in production management.

 Have a good knowledge about production related techniques.
 Diploma in production
Experience:

 At least 6/7 years’ experience in production site. (Similar industry experience will get
preference).
Salary:

 80000-200000 BDT.

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Job Title: Area Manager

Reports to: Territory Manager

Job summary:

An area manager basically has financial responsibility. their role is different from others. They
are always maintaining budget, quality, P&L statements, hiring and training. they have to
maintain and suppose every responsibility for their stores success by administer or manage every
operational features of every store.

Job description:
Task:

 Built plans for best use of resources.

 Maintain products budget, quality and materials.
 Manage every functioning of branch/plant offices to meet business goals.
 Built a very strong relation with likely clients for their new business opportunities inside
the allocate area.
Duties:

 Making Sure about customer satisfaction by their service of quality and timely delivery.
 Research budget and costs to find out opportunities for their cost’s values and profits.
 Build marketing plans to reach sales target in the allocated area.
 Market research to survey customer behavior, new trends, competitive activities.
 Access employee performance and built an individual plan.
 Built a safe and a positive environment for company’s staffs.
Responsibility:

 Maintain daily operations in the organization.

 Keep an eye on employee work on a daily basis for sure organizational activities.
 Meet daily with employees who manage organization to give them critical feedbacks and
best support.
 Maintain employees work schedule to manage their work times.
 Built and deliver reports to organizational senior officer to coordinate and check
mistakes.
 Find out organizational and employees related any issues and solve them very cleverly.

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Job specification:
Knowledge:

 Excellent knowledge about products budget, quantity.

 Knowledge of performance evaluation metrics and principles.
 Working knowledge of basic computer operating systems, such as Windows or Mac OS.
 Strong business acumen with a strategic orientation.
 Sound understanding of optimization of store operations and standards for success.
 Studying and maintaining working knowledge of industry standards and trends.
Skills:

 Strong analytical skills.

 Working skill with ERP software.
 Distinct communication skills.
 Strong interpersonal skills.
 Strong time management skills.
Abilities:

 Excellent organizational and leadership abilities.

 Exceptional communication and interpersonal abilities.
 Ability to create easily-followed guidelines for others.
 Excellent problem-solving abilities.
 Goal-oriented with proven ability to get results.
 Ability to multitask effectively.
 Willingness to offer positive and negative feedback as needed.
Education:

 BSc/BA in business administration, retail management or similar field.

 Post-graduation degree preferable.
Experience:

 Experience as area manager for 3-4 years.

 Previous experience to manage organization.
 Members of business club.
Salary:

 60000-150000 BDT

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Job Title: Head of Plant

Reports to: Area Manager

Job Summary:

A dynamic Plant Manager takes on the responsibility of overseeing plant activities in order to
meet business objectives. The successful candidate will be accountable for all aspects of plant
performance, and will ensure that objectives are attained in a cost-effective manner that’s
consistent with quality requirements. He or she will also delegate authority to key supervisors in
production, manage all functions involved and direct and coordinate operations for the
processing plant.

Job Description:
Tasks:

 Overseeing all daily operations of the plant from production & manufacturing.
 Ensuring that the production has followed the necessary procedures.
 Maintain all administrative records.
 Oversee all levels of staff activity and performance.
Duties:

 Developing processes that will maximize stewardship, safety, quality and productivity.
 Under some circumstances, overseeing entire location.
 Collecting and analyzing new data to determine where waste could be occurring or where
improvement could occur.
 Acting as the last line of defense is the plant manager regarding quality control.
 Develop and implement a comprehensive preventative maintenance program.

Responsibilities:

 Direct and coordinate daily operations of the manufacturing plant.

 Develop processes to increase productivity and enhance performance.
 Ensure company policies and procedures are followed at all times.
 Screen, interview and manage the onboarding process of new hires.
 Provide training and educational materials to staff as necessary.
 Monitor equipment and ensure that they are in good working order.
 Repair or replace plant equipment as needed.
 Control costs to achieve company budget goals.
 Remain in compliance with facility ISO standards and all HSE guidelines.

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Job specifications
Knowledge:

 Excellent knowledge about products budget, quantity.

 Good understanding of regulatory requirements for operating plants.
 Excellent verbal and written communication skills
 Good computer knowledge is required.
 Firm understanding of basic clerical procedures.
 Sound understanding of optimization of store operations and standards for success.
 Studying and maintaining working knowledge of industry standards and trends.
Skills:

 Strong aptitude for root cause analysis and troubleshooting operational issues.
 Familiar with operating plant equipment safely and efficiently.
 Strong leadership and managerial attributes.
 Exceptional organizational and time-management skills.
 Excellent interpersonal skills.
 Strong analytical skills.
Abilities:

 Able to sit, stand and walk around for long periods at a time.
 Natural leadership abilities.
 Ability to problem-solve.
 Basic grasp of psychological principles, specifically as they pertain to employee behavior
and performance
 Abilities to offer positive and negative feedback as needed.
 Goal-oriented with proven ability to get results.
 Ability to multitask effectively.
Education:

 Minimum of a bachelor's degree in business or engineering.

 Master of Business Administration (MBA) degree will be giver an edge.
 Diploma in Production management is preferred.
Experience:

 2-4 years of working experience in similar fields.

 Proven experience working in plant operations required.
 Business clubbing experience.
Salary: 40000-100000 BDT

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Conclusion
The rapid growth of global demand for processed foods has opened vast export opportunities for
agricultural sources in rich developing countries. It is rarely seen in few developing countries who
have been successful in exploiting these market opportunities. Thailand is one of such countries.
Our company will become an integrated and will become a large durable consumer goods industry
in Bangladesh that maintains the whole poultry chain in Bangladesh. And this company has the
latest machineries and expertise to provide quality products to the country as well as can export in
the international market. In Bangladesh processed foods are getting popularity like other country.
And it’s a great opportunity for our farm as its products are processed and further processed
products. There exist a few key players in this industry and the whole Bangladesh can be a very
profitable market for any company. Our Farms Limited should develop better marketing strategies
and polices to utilize its resources and make important contribution to the economy. As poultry is
one of the most potential sectors of our economy, more contribution of private companies will
boost up its growth as well as the economy.

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Table of Contribution
Md. Asif Hossain  Mission, Vision, Business model
 Recruitment
 Selection
 HR Planning (Budgeting)
 Organogram, Workflow
 Job Analysis (1)
 Compilation
 APA
 Team management
Wasiul Islam Rihan  Introduction
 Training & Development
 Compensation Structure
 Job Analysis (1)
 Team Management

Saif Cowdhury  Record Keeping

 HR planning
 Job Analysis (2)

Md. Azizul Haque  Employee & Community relationship

 Job Analysis (2)
 APA

Hafsha Akter Shanta  Industry Analysis

 Time off Program/benefits
 Job Analysis (2)
 APA

Taslima Zahan Mahisha  Performance Management Program

 Job Analysis (2)

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