Group 2

Serial Name ID
1 Lovely Rani Nath 11817007
2 Istiaque Hossain 11817031
3 Jarin Tasnim 11817036
4 Mst.Fahmida Akter 11817040
5 Hosna Ara Begom 11817049
6 Mst. Otba 11817053
7 Nipa Dhar 11817056
8 Choiti Chakma 11817061

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 Lovely Rani Nath

Id: 11817007

Bangladesh Perspective : Chittagong Port HR's Practices

Overall scenario of Chittagong port
The Chittagong port is the main seaport of Bangladesh located on the bank of the Karnaphuli
River, and is the core port of countries dependent on the Bay of Bengal, the port of Chittagong
handles ninety percent of Bangladesh's export-import trade and has been used
by India, Nepal and Bhutan to join for transshipment. The port is one of the oldest in the
world. The modern Chittagong port was organized in 1887 under the Port Commissioners Act
in the British Indian Empire.

It is owned by Government of Bangladesh. Its natural harbor. It has total 19 berths which are
General cargo berths, container berths, Dolphin Oil Jetty 3, Grain Silo Jetty 1, Cement Clinker
Jetty 1, TSP 1 Vessel up, Chittagong Urea Fertilizer Jetty, KAFCO Urea Jetty 1, KAFCO
Ammonia Jetty 1, KAFCO (Ammonia), Dry Dock Jetties 3, River Mooring No. 3, River
Mooring No. 8River Mooring No. 9 ,River Mooring No. 10, UTTJ (United Tank Terminal
Jetty). Total 7246 people work in Chittagong port in almost 45 departments.

Chittagong port management by Chittagong port authority. Rear Admiral M Shahjahan is the
current chairman of CPA.

Rules and regulations of Chittagong Port

Management

(1) The general direction and management of the Authority and its affairs shall vest in a Board
which may exercise all powers and do all acts and things which may be exercised done by the
Authority.

(2) The Board in discharging its functions shall be guided on questions of policy by such
directions as may be given to it, from time to time, by the Government.

Meetings

(1) The meetings of the Board shall be held at such times and places and in such manner as
may be provided by regulations: Provided that, until regulations are made in this behalf, the
meetings of the Board shall be held as and when convened by the Chairman.

(2) To constitute a quorum at a meeting of the Board not less than two members shall be
present.

(3) At a meeting of the Board each member shall have one vote, and in the event of equality of
votes the Chairman shall have a second or casting vote.

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(4) The meetings of the Board shall be presided over by the Chairman, and, in his absence, by
a member elected for the purpose by the members present.

(5) No act or proceeding of the Board shall be invalid merely on the ground of the existence of
any vacancy in, or any defect in the constitution of, the Board.

Establishment of the Authority

(1) With effect from such date as the Government may, by notification in the official Gazette,
appoint, there shall be established an Authority for Chittagong Port to be called the
Chittagong Port Authority for carrying out the purposes of this Ordinance.

(2) The Authority shall be a body corporate, having perpetual succession and a common seal,
with power, subject to the provisions of this Ordinance, to acquire, hold and dispose of 3[, by
lien, mortgage, sell, alienation or otherwise] property, both movable and immovable, and
shall by the said name sue and be sued.

Recruitment Procedure
Chittagong Port Authority (CPA) publishes a recruitment circular under the revenue section of
Bangladesh government. The interested candidates would apply in online with scanned recent
photo and signature to set for recruitment test. Application fee 100 taka depending on job
position and payment would be completed by Sonali Bank pay slip.
Candidates of circulated job position must be send the hard copy of application including
requirement documents like copy of educational certificate, birth certificate, NID etc. to the
mentioned address in the circular.
Orientation and Training for Employees
Chittagong Port Authority Training Institutions is to train the newly recruited operators to
operate the forklift for cargo handling operation following the safety procedures of CPA. At
the end of this module students will be able to:

• follow duties and responsibilities of forklift operator

• describe measurement of tools
• describe working principle and component of forklift
• describe engine working principle and engine components
• take proper safety measures
• troubleshoot basic problems related to forklift operation

Employees Satisfaction & Dissatisfaction

I personally surveyed 500 employees of Chittagong Port to determine the key influential factors
that significantly influence employees' job satisfaction. These employees were selected through
a judgmental sampling method with a structured questionnaire. The employees of Chittagong

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Port are highly satisfied with their jobs. The research also revealed that through implementing
the different influential factors such as salary, promotion, transport facilities, insurance
benefits, working environment, holidays, working hours, incentives, provident fund, and
medical allowances, healthcare for all the build a hospital for their employees home for all they
give a house to live employees, Chittagong port also builds school & College for their
employees and also build Stadium and Auditorium and club for employees the overall job
satisfaction of the Chittagong Port employees increases. So, it can be said that for practicing
human resources policies and strategies in the Chittagong Port both the banks and employees
are benefited.

Performance appraisal
Chittagong Port employees performance appraisal by relevance, effectiveness, efficiency,
sustainability, impact. They give rewards to employees who are performance goods. Every year
give 2bonous. When Chittagong port benefits give bonuses to the employer.

Compensation Procedure
Chittagong port gives compensation if an employer is injured. They give free medical services.
If any employee dies before retirement also give them to pension.

International perspective : Alibaba Group Holding

Limited HR's Practices
Overall Scenario Of Alibaba Group Holding Limited
Alibaba Group Holding Limited also known as Alibaba Group and Alibaba.com, is a
Chinese multinational technology company specializing ecommerce, retail, Internet,
and technology. Founded on 28 June 1999 in Hangzhou, Zhejiang, the company
provides consumer-to-consumer (C2C), business-to-consumer (B2C), and business-to-
business (B2B) sales services via web portals, as well as electronic payment services, shopping
search engines and cloud computing services. It owns and operates a diverse portfolio of
companies around the world in numerous business sectors. It was founder by Jack ma. It head
quarter locate at No. 969 West Wen Yi Road Yuhang District, Hangzhou, Zhejiang and George
Town, Cayman Islands. It is served by worldwide. Its products e-commerce, cloud computing,
entertainment etc. Its services by alibaba.com, aliexpress, Ali cloud, Ali pay, Taobao etc.
2,51,462 employees are work at Alibaba group.

Rules and regulation of Alibaba Group

• Alibaba.com Punishment Rules for Improper Trading
• Alibaba.com Regulations for Mobile Phones
• Notes on Compliance with California Proposition 65 by Alibaba.com members
• Alibaba.com Seller Star Rating Rules
• Rules for Handling Dishonesty Concerning Alibaba Merchant Loan
• OneTouch Customs Violation Management Standard

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 • Alibaba.com Live Streaming Platform Administrative Rules
• Rules on the Exchange of Interactive Information on Alibaba.com
• Alibaba.com Logistics Service Security Rules
• Alibaba.com Product Category Management Specification
Recruitment Procedure
Alibaba eligility Criteria:

1. MTech/BTech/Mba/Cs-IT
2. No backlogs
3. 60% in X,XII,graduation
Process

• Written test.
• Coding test.
• Group discussion.
• Telephonic interview.

• Technical Interview.
• HR interview

Orientation and Training Programme

Alibaba.com is the leading platform for global wholesale trade serving millions of buyers and
suppliers around the world. Businesses and individuals across the UK are using Alibaba.com
to source products at low prices direct from manufacturers in Asia, allowing them to sell at
prices that give them the edge over their competition. Learn from experienced Alibaba.com
traders who have sourced products through Alibaba.com and created successful businesses
selling them on online marketplaces, like eBay and Amazon. Your course instructor will take
you through the process of sourcing products on Alibaba.com step-by-step and give you tips
and techniques that will help you make the best of your experience on Alibaba.com.

Employee Satisfaction and Dissatisfaction

Employee are satisfaction work at Alibaba group. They can work at home any county in the
world with laptop and internet.

Performance Appraisal

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Alibaba's performance appraisal system allocates the overall performance scoring standards
according to the proportion of "361": 30% of employees with 3.75-5 points, 60% of employees
with 3.5-3.75 points, and employees with 3-3.25 points Accounted for 10%. If an employee's
year-end performance is 3.25 points or less, the year-end bonus and promotion opportunities
will be cancelled, and the employee's performance score below 3.25 for two consecutive years
will face dismissal.

Compensation procedure

The average Alibaba Group Holding Limited executive compensation is $236,436 a year. The
median estimated compensation for executives at Alibaba Group Holding Limited including
base salary and bonus is $237,297, or $114 per hour.

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 Comilla University
Assignment on: A human resource practices of S.Alam Group & Dell
Company.

Course Title: Human Resource Management

Course Code: FIN-321.

Prepared for

Tama Saha
Lecturer

Department of Finance & Banking

Faculty of Business Studies, Comilla University

Prepared by

Istiaque Hossain

ID: 11817031

S. Alam Group of Industries

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Overall Scenario of S.Alam Group (Brief History):

S.Alam Group is a Bangladeshi industrial conglomerate. Mohammad Saiful Alam

Masud Chowdhury is the founder of S.Alam Group. S.Alam Group founded in 1985.
It’s headquarter is in Chattogram, Bangladesh. The total equity of S.Alam Group is
140 billion BDT. The number of employees worked in this industry is 7000. S. Alam
Group also has investment in banking, leasing, Insurance, Stock Broker Houses,
Merchant Banking business. The industries under this group include food and allied
products, steel, banking, consumer products, sugar, cement, power, energy,
transportation, shipping, manufacturing, hospitality, financial institution, agro,
trading, oil, and gas.

Rules and Regulations of the Company:

S. Alam Group remains determined to achieve leadership in the country’s Industrial
and Commercial concerns playing into and be known as a premier business group
committed to grow with changing face of time. Our philosophy is to attain and
establish market leadership by bringing change in products content that meet real
customers’ need & self-reliance and to create an organizational culture based on
trust, team effort, innovation and creativity.

We have faith in our mission, values, ethics and very hard work to attain higher
productivity, diversification and growth in areas beneficial to all and our motto is self-
reliance for Company, Community and Country. Due to market globalization with
rapid changes in the technology, implementation of modern technology always plays
in business competitiveness and proper technology management in combination with
a good production strategy is important to address current challenges. Most of the
industries of S. Alam Group implemented modern technology.

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Recruitment procedure:
1. Identify Your Needs. Create a list of needs before you create a job posting.
2. Prepare the Job Description.
3. Create a Recruitment Plan.
4. Start Searching.
5. Recruit Top-Tier Candidates.
6. Conduct a Phone Screening.
7. Interview in Person.
8. Offering the Job.

Orientation, training for Employee's:

In course of selection of key personnel and executive there have no such reference
of nepotism and always took opportune decision not only in employment, but also in
business selection. Now the group has been serving by a group of professional (local
and foreign) consisting of experienced Engineers, Chartered Accountants, Cost and
Management Accounts, M.B.A. Lawyers, HR Professionals. Manpower turnover in
the group is negligible for having good and dynamic HR policies in the Group.

In the long journey of the group, the owner and management got vast experience in
selective categorized in trading commercially then small scale industries, then
medium scale industries and now a days implemented or under process large scale
Industries by the efficient, highly qualified, experienced and dynamic management in
both side of owners and employment. Management’s experience also brought all of
the sectors in the group under one roof soliciting their best efforts.

On consideration of above historical business record nearest to three decades

Group’s future Projection maybe summarized as below:

• To materialize all of these projection and plan, company must hire concern
experience, dynamic, efficient and educated personnel through creation of
proper employment to lead in the market of the concern sectors.
• Industrialization in the country, create more employment skilled, semi skilled
and unskilled through proper utilization of country’s assets.

Employee's satisfaction or dissatisfaction:

1. Quality

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 2. Focus on customer
3. Create job opportunity and make the employees efficient
4. Create opporefor the staff
5. Value to the employees
6. Create value for the society
7. Innovative
8. Industrial development and employment opportunity in the country
9. Foreign currency savings

Performance appraisal:
A performance appraisal is the periodic assessment of an employee's job
performance as measured by the competency expectations set out by the
organization.

The performance assessment often includes both the core competencies required by
the organization and also the competencies specific to the employee’s job.

The performance appraisal process:

1. The assessment process is usually facilitated by Human Resources, who

assist managers and supervisors in conducting the individual appraisals
within their departments.

2. An assessment method should be established.

3. Required competencies and job expectations need to be drafted for each

employee.

4. Individual appraisals on employee performance are conducted.

5. A one on one interview is scheduled between the manager and

employee to discuss the review.

6. Future goals should be discussed between employee and manager.

7. A signed-off version of the performance review is archived.

8. Appraisal information is utilized by human resources for appropriate

organizational purposes, such as reporting, promotions, bonuses or
succession planning.

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Compensation procedure:
The employee must report the claim event to the employer, who in turn notifies the
insurance company. The claim is formally initiated by the employer’s notice,
launching the claim process.

The employee or a care provider may also initiate the claim and notify the insurance
company in writing. The notification must specify

• the employer’s name and contact information,

• details of the incident
• the employee’s name, date or birth or personal identity code, and contact
information.

In addition, the care provider must submit the patient records for the treatment
appointment.

For certain types of compensation, the claim must be submitted within one year
after the costs were incurred. These include:

• medications and treatment supplies

• travel and accommodation expenses;
• increased costs incurred from home help
• items broken during the claim event
• compensation for pay for the period of examination
• compensation for pay for a period of physiotherapy

DELL

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Overall Scenario of Dell (Brief History):
Dell is an American multinational computer technology company that develops, sells,
repairs, and supports computers and related products and services, and is owned by
its parent company of Dell Technologies. Michael S. Dell Is the founder of the Dell.
Dell founded in 1st February, 1984. It's headquarter is in Round Rock, Texas, United
States of America. Total revenue of Dell is 94 billion USD. Dell is one of the largest
technology corporations in the world, employing more than 165,000 people in the
U.S. and around the world. Dell operates in over 180 countries around the world.

Recruitment procedure:
Recruitment Process:-
It consists qof three rounds of Recruitment Process:-
• Online Test
• Technical Interview
• HR Interview
Online Test:-
Online test consists of four sections-
No. of Time
Section
Questions Allotted

Quantitative 20
20
Aptitude minutes

Analytical 15
15
Reasoning minutes

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 No. of Time
Section
Questions Allotted

15
Verbal Ability 15
minutes

Technical 40
40
Concepts minutes

Technical Interview:-
• You will be tested on your programming knowledge.
• Questions were asked on core subjects like Computer Networks, DBMS, Software
Management, Operation systems and oops concepts.
• Projects related questions.
• Questions on programming languages mentioned in resume.
HR Interview:-
• Final round of the recruitment process.
• Can question you anything related to your personality, family, education, hobbies,
internships, general knowledge and basic HR questions.

Orientation, training for Employee's:

Almost all companies of Dell's size are globalized, and most try to homogenize their
training programs as much as possible. They generally educate their employees in
one of two ways:

1. Virtually via the Internet

2. In classrooms scattered around the world.

For example, for the third and fourth semesters of the company’s Financial
Development Program (FDP), a two-year program for high-potential recent college
graduates and undergraduate interns, teams work virtually for several weeks and
then convene for a week in Austin, Texas.

Employee's satisfaction or dissatisfaction:

• Sparking new ideas

• Employee advocacy
• Connected workplace
• Traditional ways
• Innovative workplace
• Lesson for others

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Employees at Dell say they have higher job satisfaction and productivity as a result
of a company program that enables them to work anywhere and any hours. Dell’s
“Connected Workplace” initiative uses technology to provide greater flexibility to
support the jobs and lifestyles of its staff.

“The workplace is reaching a tipping point,” says Allison Dew, vice president, global
client solutions marketing at Dell. “Employees have seen first-hand the ways new
technologies can help them do their jobs better, and are hungry to use the latest
advancements to be more productive.”

Research commissioned by Dell shows that millennials are changing the way work is
done. Eighty-two per cent say technology influences which job they take, and 42 per
cent say they would quit a job over poor technology.

A key factor in the success of Dell’s workplace transformation has been its
partnership with Microsoft and its adoption of Windows 10 Enterprise. Microsoft
assists with Windows 10 implementations by providing a free Windows 10 Adoption
Planning Toolkit, which includes a Gartner report with advice on how to ensure a
successful deployment.

The performance appraisal process:

Managing organizational change is a complex process that requires careful diagnosis,

planning, and execution. Human Performance is a discipline that recognizes the complexity
of organizational culture and human behavior and is an intentional proactive process that
anticipates the predictable dip in productivity that occurs when interruptions takes place.
Predicting, addressing, and preventing issues will improve buy-in for the change initiative.

Compensation procedure:
Compensation is a systematic process of rewarding individuals after execution of
certain functions that are delegated to them. As noted, compensation entails
ensuring provision of fair and adequate remuneration to workers in an equitable
manner.

Dell has a good compensation strategy that fosters fairness to stakeholders. The
strategy that is referred to as activity based compensation practice was adopted due
to its ability in ensuring that remuneration of employees are adequate and are
proportional to each employees work. The strategy is preferred in most settings
since it provides well documented guidelines by which rewards are determined.
Under the strategy, managers of the company are able to apply proper benchmarks
that guide salary value or amount that each employee should get.

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 Jarin Tasnim
ID: 11817036
Bangladesh perspective – BSRM

Overall Scenario Of BSRM –

Bangladesh Steel Re-Rolling Mills LTD is the leading steel manufacturing company and one of the
largest prominent corporate houses in Bangladesh based in Chittagong. It was founded at 1952,
generating steel and iron by covering the Engineering industry and performing as world wide. BSRM
mainly focus on steel, long steel, structural steel and household goods.

Quality is the Foundation of BSRM business Principles. Highest quality steel products, Ensuring
Customer satisfaction, Highest efficiency, Nurturing Talents And developing competent future
leader are their objectives and regulations as well they need to meet.

Recruitment Procedure :

BSRM helps many aspirants with prospective career opportunities by recruiting variations of
qualities to the employees. As it is a flourishing steel manufacturers, it strives to find out the best
they have ever hired by it’s recruitment.

Rules and Regulations Of BSRM:

Employers satisfaction or dissatisfaction :::

BSRM company determine the key influential fectors that significants influence employees job
satisfaction. These employees was were selected through a judgemental sampling method with a
structured questionnaire. The employees of BSRM are highly satisfied with their job.The research
also revealed that through implementing the different influential factors such as Salary,
promotion, transport facilities, insurance benefit, working environment, holidays, incentives,
provident fund & medical allowance, health care for all the build a hospital for their employees.It
Requires

>Accountability

>Avoidance Of Conflict

>Compliance

>Insider Trading

>Equity

> Investors Focus

> Teamwork and Spirit

Recruitment procedure ::

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To assist recruitment & selection process,

> interview,

>appointment,

>new employees orientation

&

> joining formalities.

Orientation, training for employers

Reasons for employers training :

1) To ' benchmark ' the status of improvement so far in a performance improvement efforts.

2) As part of an overall professional development program.

3) As part of succession Planning to help an employee be eligible for a planned change in role in the
organisations.

4) The operation of a new performance management system.

5) To train about a specific topic.

Benefits from employees training & development :

1) Increased job satisfaction & morale among employees.

2) increased employee motivation

3) increased innovation in strategies & products

4) Risk management

5) Enhanced company Image.

Compensation procedure :

As per the companies policy, mobile bill,provident fund, weekly 2 holidays,insurance & gratuity.
Attractive compensation package will be offered to deserving candidates.

International perspective – Reliance Industry LTD

Overall Scenario Of Reliance Industry LTD

Reliance Industries Limited Dhirubhai H. Ambani ,is an Indian multinational conglomerate company,
headquartered in the city of Mumbai.Reliance Industry's activities span energy, petrochemicals,
natural gas, retail, telecommunication.

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Reliance Group is focused on positively touching the lives of people. Further, the company believes
in inclusive growth as a universal concept and conducts its business.

Mission

The mission of the Reliance Group is to continue to flourish as a responsible organization and enrich
the lives of those around it. It will also work to undertake social initiatives in education, social
security, healthcare, skill enhancement, and community infrastructure

Today, RIL has over 30 lakh shareholders; the Ambani family holds nearly 52% of the total shares.
Also, the company has over 24,000 employees and had revenue of Rs. 2,960 billion in 2015-16. It
has 158 subsidiary companies and 10 associate companies in different fields.

RULES and Regulations Of Reliance Industry LTD

1. Scope

This policy applies to all visitors of this RIL’s website.

2. Information covered by this Policy

This policy applies to Information collected and processed by RIL consisting of following:

> Personal information is information related to a visitor, or a combination of pieces of information

that could reasonably allow him to be identified.

> Sensitive personal data or information (“SPDI”) is such personal information that is collected,
received, stored, transmitted or processed by RIL,

3. Purpose

RIL shall collect and use Information for legitimate business purposes in order:

> a visitor may download product information, order products and take advantage of certain other
features of RIL’s website;• to provide information or interactive services through this website,

4. Collection of Information

Only minimum Information required to meet the purposes mentioned in this policy shall be collected
from the visitor/s. Neither RIL nor its representatives shall be responsible for the authenticity of such
Information provided by the visitor/s.

5. Access, Correction of Information and withdrawal of consent

Any modifications / corrections required to the Information can be carried out on the website.

6. Retention, Processing and storage of Information:

RIL shall retain Information for only as long as necessary to meet legal or regulatory requirements or
for legitimate business purposes as mentioned in this policy.

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7. Disclosure of Information

Where the disclosure is necessary for compliance of a legal obligation;• Where mandated under the
law by government agencies to disclose such Information.

Recruitment Procedure :

Reliance Industry's recruitment process usually happens in three stages that are:

√ aptitude written test

√ personal interview

√ technical interview

√ face to face HR interview

Orientation & training for employees :::

The training & development of the employees in Reliance, It is a great opportunity for employees.
Training refers improve skills or add to the existing level of knowledge. So that employees is better
equipped to do his present job or to prepare him for higher position with increased responsibilities.
I have tried to present & know about the training & development programs being presently
followed.

1)exact position of performance of employees through their feedback.

2) development of employees through various training & development programs.

Employees satisfaction depends on some factors --

√ job satisfaction

√ the company as a place to work

√ organisations, direction, strategy & goals.

√ employee morale

√ organisational relationship

√ supervision

√ management

√ challenge job control.

So all the requirement are highly satisfied & positive response of bajaj companies.

Performance appraisal ::

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The appraisal result are used to identify the poorer performance who may require some forms of
counselling or in extreme cases demotions, dismisal or decrease in pay.

Performance appraisal is used for --

1) identifying employees for salary increases, promotion, transfer & lay off or termination of services

2) determining training need for furthur improvement in performance

3) motivating employees by indicating their performance level.

Compensation procedure ::

If at any time during the period of insurance any employee of the insured so declared shall sustain
injury by accident arising out of & in the course of his employment in business, indemnity shall be
under lows ofted for, subject to terms, exceptions & conditions contained in the policy wordings or
endorsed upto limit of indemnity Against all sums for which the insured shall be so liable which is
agreed by the insurer & mentioned on the policy schedule.

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 Comilla University,Cumilla

Department of Finance and Banking

Assignment on “A Particular Company’s Human Resources

Managment Practices”: (Bangladesh perspectives &

International perspectives).

Date: 12/11/21

Table of Contents
No. Titles Page No
AB Bank (Bangladesh perspectives)

1. Overall scenario of AB Bank 3

2. Rules regulation of company & Recruitment Procedure 3
3 Training for Employees of AB Bank 4

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 4 Employee’s Satisfaction or Dissatisfaction 4
5 Performance Appraisal System of AB Bank 4-5
6 Compensation Procedure 5
Xiaomi ( International perspectives) 6
1. Overall scenario of Xiaomi Inc. 6
2. Rules regulation of company 7

3. Recruitment Procedure 8
4. Training for Employees 9
5. Employee’s Satisfaction or Dissatisfaction 10
6. Performance Appraisal System 10
7 Compensation Procedure 11

Overall Scenario of AB Bank Limited (Background of AB Bank Limited):

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Introducing Bangladesh to its very first private sector bank; AB Bank Limited was incorporate on 1 st
December, 1981. Arab Bangladesh Bank as formerly known started its effective operation from 12th
April, 1982 with the mission to be the best performing bank of the country.
AB has formulated a golden heritage and an envious legacy that may not be imitated by many.
Achieving plenty of milestones and incorporating numerous changes over the last 39 years. AB has
extensively widened its services over the last three decades in both home and abroad. The bank opened
its very first branch at Karwan Bazar on 12th April 1982 and now has a successful footprint of 105
branches including one overseas branch in Mumbai, India and 270 plus ATMs spread across the
country. it has associated 5 subsidiary companies including one Off-shore Banking Arab Bangladesh
Bank Ltd. Changed its name to AB Bank Limited (ABBL) with effect from 14 November 2007 .

Rules regulation of company:

Company rules and regulations means a set of written policies made by the company’s higher level of
authority and bound to follow all employees and stakeholders.Rules and regulations help the
organization protect from legal claims and establish a positive work environment in the workplace.
Company rules and regulation for business.
Private company rules and regulations sample a small or big company applies some rules and
regulations for the employees to regulate the business smoothly.The company rules and regulations for
employees always direct the employee and protect from getting fired.The author has presented a
sample of company rules and regulation for employees.It is a perfect sample of small business rules
and regulation s for employees,company policies,rules and regulations,and the company’s rules for
employees.

Recruitment Procedure:
The AB Bank recruitment process is a strict and rigid multi-step process based upon certain core
principles used by the bank and its Human Resource (HR) division. When recruiting among the number
of factors taken into consideration, Core Competence is given the highest amount of weight. Core
Competence is the basic knowledge of the job and potential to maximize that knowledge. Other factors
taken into consideration are adaptability, learning potential, ethics and integrity, and extra-curricular
activities.
The first thing the firm observes is the CGPA of the candidates and applies a discounting factor on the
CGPA of the candidates based on their universities. From there it is a two-step process, consisting of
a written exam and a viva, which is conducted by a third party to ensure transparency.

Training for Employees of AB Bank:

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AB Bank provides job specific training designed to make employees more effective in their current
job. The Bank believes that appropriate forms of training and enabling opportunities contribute to
Human Resources Development (HRD) by way of upgrading the job skills, existing potentials and
growth which benefit the employee and the organization. In every month minimum numbers of 40
employees among two batches are provided training. Organization provides orientation and foundation
courses for probationary employees and advance or follow up courses. The selection criteria for
training are based on the need of the firm and the deserving quality of candidates.
Types of training:
External: External training should be run through a registered training organization. Training
is typically at the organization’s premises in a classroom setting.
Internal: Internal training is a type of corporate training that involves the use of a company’s
own expertise and resources.

Employee’s Satisfaction or Dissatisfaction:

Employee satisfaction is the level of happiness or contentment an employee feels for his/her
job.Employee satisfaction is an essential aspect of any business or organization.
✓ Positive work environment
✓ Feedback
✓ Rewards
✓ Work life balance
✓ Employee well -being
Dissatisfaction:
➢ Low compensation
➢ Lack of career growth
➢ Poor management
➢ Lack of Appreciation and Rec
➢ Poor work life balance

Performance Appraisal System of AB Bank:

Performance appraisal is the process by which organizations evaluate individual job
performance. When it is done correctly, employees, their supervisors, the HR department, and
ultimately the organization benefit by ensuring that individual efforts contribute to the
strategic focus of the organization. However Performance appraisals are influenced by other
activities in the organization & in turn affect the organization’s success.
Promotion:

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Promotions are given every year normally 3 years duration from last promotion, based on
performance. Manager suggests the employee who he thinks is suitable for promotion.The
employees who can mobilize deposits and help in gaining profit in the prior position.
Transfer:
Normally transfers occur after 3 years of an employee in one branch. It happens based on the
employee's performance. If an employee is very efficient and needed in a branch then he is
transferred there. This is decided by HRD.

Compensation Procedure:
The bank maintains fair and competitive remuneration packages based on business needs and
competitor practices. The compensation package includes a competitive salary, and
progressive benefit, all designed to influence and reward personal achievement.
Salary and payment
Salary is as stated in the appointed letter. Employee’s salary will be reviewed on an annual
basis in April according to his/her performance and may be adjusted at the discretion of bank.
Monthly salary will be credited into staff account, which he/she opens upon joining the bank.
Salaries are paid on 25th of each month in arrears, plus other allowances less deductions such
as Income Tax, contribution to provident fund etc. Each employee will receive a monthly pay
statement detailing gross pay and deductions.
Allowances:
Various allowances are paid in the bank such as Housing Rent, Conveyance, Leave, Tiffin,
and Medical.
Bonus:
The Bank awards bonuses in addition to basic salaries for occasions such as Eid, as Festival
bonuses. It gives two bonuses in a year. The bonuses are equal to the basic salary. HR
department of AB Bank uses the information gathered through performance appraisals to
evaluate the success of recruitment, selection, orientation, placement, training, and other
activities

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Overall Scenario of Xiaomi Company (International perspectives)

Xiaomi Corporation registered in Asia as Xiaomi Inc., is a multinational electronics company founded
in April 2010 and headquartered in Beijing. Xiaomi makes and invests in smart phones, mobile apps,
laptops, home appliances, bags, shoes, consumer electronics, and many other products.Xiaomi
released its first smart phone in August 2011 and rapidly gained market share in China . Xiaomi was
the world's fourth-largest smart phone manufacturer, leading in both the largest market, China, and the
second-largest market, India. Xiaomi later developed a wider range of consumer electronics, including
a smart home , product ecosystem, which has connected more than 100 million smart devices and
appliances. Xiaomi has 18,170 employees worldwide. It has expanded to other markets including
Greater China, Singapore, Japan, South Korea, Russia, South Africa and most countries and regions in
Southeast Asia and Europe.

Rules regulation of company:

Private company rules and regulations sample a small or big company applies some rules and
regulations for the employees to regulate the business smoothly.The company rules and
regulations for employees always direct the employee and protect from getting fired.The
author has presented a sample of company rules and regulation for employees.It is a perfect
sample of small business rules and regulation s for employees,company policies,rules and
regulations,and the company’s rules for employees.

Recruitment Procedure:
Xiaomi recruitment process is a strict and rigid multi-step process based upon certain core principles
used by the bank and its Human Resource (HR) division. When recruiting among the number of factors
taken into consideration, Core Competence is given the highest amount of weight. Core Competence
is the basic knowledge of the job and potential to maximize that knowledge. Core competence is
technology and expert various technical parts.Other factors taken into consideration are adaptability,
learning potential, ethics and integrity, and extra-curricular activities.

Training for Employees of Xioami Company:

As a company, our day-to-day work is to design and market great products. That's why talent
attraction, training and development is such an important part of our strategy. We rely on our
people and their skills to make us what we are.

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Talent attraction

Despite the pandemic, we continued to recruit through the whole of 2020. We hired almost
8,000 people in 2020. We recruited at all levels. We took on more than 2,000 graduate recruits
after receiving 160,000 applications. Across the whole of our business, from operations to
innovation, and from R&D to marketing, talent development is central to our success and the
competitiveness of the company.

Our in-house training center

As part of our commitment to training, we have set up an in-house training center, where we provide
tailored development in a campus environment. This is in addition to our local training provisions. In
2020, more than 12,000 employees were trained there, including the Annual Leadership Program, which
covers 2,940 managers, and the center delivered 57,598 hours of learning.

● Our 'YOU' program (Young, Outstanding, Unique) is a six-month training scheme that provides all-
round development for graduates. 2,198 completed the program in 2020.

● The 'Spark Camp' is our training program aimed at newly promoted managers. It lasts three months
and trains hundreds of managers a year. In 2019, it trained almost 400, and in 2020, 908 managers
completed the course.

Employee’s Satisfaction or Dissatisfaction:

Employee satisfaction is the level of happiness or contentment an employee feels for his/her
job.Employee satisfaction is an essential aspect of any business or organization.
✓ Positive work environment
✓ Rewards
✓ Work life balance
✓ Employee well -being
Dissatisfaction:
➢ Low compensation.
➢ Lack of career growth.
➢ Poor management.

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➢ Lack of Appreciation .

Performance Appraisal System of Xioami Company:

Xiaomi does not set key performance indicators (KPI), instead using a flat organizational
structure, which is an organizational structure that has few or no levels of management
between executives and staff-level employees, with the most direct indicator reflecting
individual work effectiveness.
Xiaomi emphasizes treating other people's business as one’s own and taking on more
responsibility at work.

Compensation Procedure:
The compensation package includes a competitive salary, and progressive benefit, all designed
to influence and reward personal achievement.
Salary payment
Salary is as stated in the appointed letter. However, any changes will be notified in writing.
Upon satisfactory completion of the probation period a basic monthly salary increment of 10%
will be awarded. Company monthly salary has over 60000 direct and indirect employee will
be credited into staff account, which he/she opens upon joining the bank. Salaries are paid on
25th of each month in arrears, plus other allowances less deductions such as Income Tax,
contribution to provident fund etc. Each employee will receive a monthly pay statement
detailing gross pay and deductions.
Bonus:
The company awards bonuses in addition to basic salaries for occasions such as Eid, other as
Festival bonuses. The bonuses are equal to the basic salary. Sometimes the company gives
bonuses to the employees according to their performance. This performance is calculated of a
branch as a whole. HR department of Xiaomi uses the information gathered through
performance appraisals to evaluate the success of recruitment, selection, orientation,
placement, training, and other activities.

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 Assignment
on
Human Resource Management
Course Code-FIN: 321
Topics:
“HR practices of Bangladesh Bank & Walt Disney”

Submitted To:

Tama Saha
Lecturer
Department of Finance and Banking
Comilla University
Cumilla

Submitted By:

Hosna Ara Begom

ID:11817049
Batch: 5th(12th)
Session:2017-18
Department of Finance and Banking
Comilla University
Cumilla
Bangladesh perspective

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 Overall Scenario of Bangladesh Bank

Bangladesh Bank is that the financial organization and monetary authority of Bangladesh. It
came into existence under the Bangladesh Bank Order, 1972 (Presidential order No.127 of
1972) which took effect on 16th December 1971. The powers and functions of Bangladesh
Bank are governed by various laws and acts including the Banker’s Books Evidence Act
1891, Insolvency Act 1920, Banking Companies Ordinance 1962, Bangladesh Bank order
1972, interchange Act 1947, Money Lone Court Act 1990, Banking Companies Act 1991,
Financial Institutions Act 1993 and Rules 1994, Companies Act 1994 and Bankruptcy Act
1997, Anti-Money Laundering Act 2002 etc. at this time it's ten offices located in Motijheel,
Sadarghat, Chittagong, Khulna, Bogra, Rajshahi, Sylhet, Barisal, Rangpur and Mymensingh
in Bangladesh. Bangladesh Bank’s Human Resource Department provides various trainings
and that they are able to create such a working environment where bankers gain the
experience of leadership and that they are able
to work perfectly in several wings. Human Resource Department of Bangladesh Bank can
create a large impact to the event of the country. the entire process of Human Resource
Department is followed by strategic HR Management with proper tactics.

Rules and Regulation of Bangladesh Bank

In Bangladesh Bank, there are two human resources department exist one is Human
Resources Department-1(HRD1) and also the other is Human Resources Department-
2(HRD2). Human Resources Department-1(HRD1) emphasize HR activities associated with
strategic and value
addition. The regulation desk is under this department and it includes:
Bangladesh Bank regulations:
• Bangladesh Bank expenditure regulations, 1977
• Bangladesh Bank leave rules, 2003
• Bangladesh Bank accommodation allotment rules, 2003
Scheduled Bank:
• Prudential Guidelines for Agent Banking Operation in Bangladesh
• Guidelines to determine a financial organization in Bangladesh

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Foreign exchange:
• Policy for drawing arrangements
• FAQ in exchange transactions
• Foreign Transactions for people

Recruitment procedure

Recruitment and Outsourcing Wing is answerable of drawing in, selecting and enlisting the
correct individuals and different experts for Bangladesh bank. This wing consists of the
subsequent desks:
1. Recruitment Desk
2. Outsourcing Desk
Recruitment Desk:
Recruitment process: Planning, Promotion and transfer (PPT) wing assess the quantity of
vacant post fulfilling by direct recruitment. PPT wing take approval from competent from
competent authority to satisfy the vacancy. For this they send it to Ro wing for next course of
action. Steps of recruitment Process are given below:
• Advertisement
• Receding online application
• Open Tender/RFQ for choosing test taking institution
• Conducting written/Aptitude/practical test
• Viva Voce
• Preparation of Panel
• Approval of Panel
• Selection of Candidates from panel
• Primary Police clearance
• Issuing offer letter
• Acceptance of joining letter

Outsourcing desk:
Outsourcing means hire specialist for the relevant area. Before reorganization, administration

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section had been maintaining the function of outsourcing. Now Human Resource Department
are going to be maintained the wing. it's associated with the lower level human resources.
Bangladesh bank wants some human resources from some institutions like Secures and
Ornate securities services Ltd, which are playing a significant role during this sector by
giving some selected persons in step with the Bangladesh Bank’s demand and requirement.
Advertisement, selection, contract to such institutions, placement, monitoring and overall
control should be maintained by the Bangladesh bank.

Orientation, Training for Employees

Bangladesh Bank Training Academy (BBTA) provides around 80 different training courses,
where around 6000 trainee participate during a year. it isn't only a training but also a
development program for creating efficient central bankers. it is 6 months long programmed.
60 persons can participate at a time during a batch. it's held twice a year. (Bangladesh Bank
Training Academy, 2015). Foundation training are conducted mainly by Bangladesh Bank
Training Academy and Bangladesh Institute of Bank Management (BIBM). Assistant
Directors from various departments/ branch Offices pursue nomination from Training and
Development Wing for this training. Then TD Wings makes an eligibility list consisting
selected Assistant Directors for the training. Finally they're sent to program on full pay leave
for the quantity of 6 months. Bangladesh Bank Training Academy (BBTA) Bangladesh Bank
provides training to its employees and also trains the whole banking industry of Bangladesh.
they have three styles
of training:
• In House Training
• BBTA Training
• Out Reach Training
All activity of Bangladesh training academy is split into 10 sections and
on the beginning of each year an annual program calendar is formed by
consulting the head of the Training Academy.

Employee’s Satisfaction and dissatisfaction

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Employee satisfaction may be a measure of how happy workers are with their job and dealing
environment. There are many factors in improving or maintaining high employee satisfaction,
which wise employers would act to implement. Employee satisfaction is usually measured by
anonymous employee satisfaction surveys administered periodically that gauge employee
satisfaction in areas such as:
• Management
• understanding of mission and vision,
• empowerment,
• teamwork,
• communication, and
• Coworker interaction.
• Fair Rewards
• Adequate Authority
• Opportunities for promotion

Performance Appraisal

Performance and Management Wing is to live the performance of employees in Bangladesh

Bank. Qualified applicant is more powerful than unqualified applicant manpower. So
performance measured of manpower is that the necessary policy to create manpower as a
vital element, but this policy is new in HR department of Bangladesh Bank. Previously
Bangladesh Bank followed ACR (Annual Confidential Report) to live performance of
employee. at the present Bangladesh Bank follows PMS (performance Management System)
which is included by some Phases and that they are:
• Performance planning for the work
• Performance ERB (Event, Behavior and Result)
• HYR ( Half Yearly Review)
• APF(Annual Appraisal Form)
• ACR(Annual Confidential report)
Performance planning for the job: initially Deputy top dog founded the goal to
administer the strategy of the Bangladesh Bank which is supplied to the

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department then that department takes the step to line up the goal a way to achieve the
goal in step with the division goal. Time should be fixed by the HOD. to live the
performance of the worker, there's a scientific classification system after setting the
goal to judge the employee’s performance.
EBR (Event Behavior Result): Any Employee can show any positive attitude to meet his
objective but if there are any negative attitude which indicate his negative performance,
this attitude would be shown within the EBR form to guage his performance and
so department will take step to relinquish them coaching, counseling, training so on to
boost their quality .
HYR (Half yearly Review): HYF would be drained the center of the year to guage his or her
working completion schedule. If any employee shows any negligence while completing his
duty then tanning or threat is to be complete the work within the remaining time.
APF (Annual Appraisal Form): during this process performance is to be calculated
annually
i.e. at the top of the year. ACR (Annual Confidential Report) would also include during
this form.
BY this method an employee can obtained different points
No Rating Points
01 Excellent 91% and above
02 Very Good 81%-90%
03 Good 71%-80%
04 Satisfactory 61%-70%
05 Unsatisfactory 60% and below

IF there comes any negative gap to any competency problem then they take another action
to overcome the gap. This action plan can be created from the following:

• Comment
• Development needed
• Action Plan

In this method Bangladesh Bank gives the promotion to the employees in their rating

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performance. After receiving the APF form for the final measurement, an arbitration
committee/moderation committee is to be made by the HOD to make the system more
logical through biased information. In between the department if there are any linkage, then
upper level authority makes a committee EMT (Executive management team) to reduce such
linkage and then the department achieves the actual rating which they desire.

Compensation Procedure

Benefits and administration wing is involved in providing different benefits and allowances
to employees. And these are given below:

1. Salary and allowances

• Adjustment of pay scale
• Adjustment of allowance
• Festival bonus issues
• Incentive bonus issues
2. Quarter and Housing allocation
• Quarter is allocated among the employee.
• If any employee takes house building loan to build house at Dhaka, then he/she
could stay at quarter at 10 years.
3. Re-imbursement of medical expenses
4. Governor welfare fund
5. Bangladesh Bank welfare fund
6. Overtime Policy
7. Leave Travel

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 International Perspective

The Walt Disney Company Overview

Disney, officially termed The Walter Elias Disney Company, may be a very large American
mass media and entertainment corporation, doing business within and outdoors the walls of
its country of origin. It had been founded within the year 1923 by Walt and Roy O. Disney,
who were brothers. Thus, it absolutely was initially called the Disney Brothers Cartoon
Studio. the corporate has been established because the leading organisation within the
American animation industry, before its expansion into live-action film production, theme
parks, and tv. Since 1980, Disney has built and gotten corporate divisions, in order that its
market will be more mature than it had been originally. The company is renowned
worldwide, especially for one amongst its first animated movie created within the year 1928
– Mickey Mouse. Total Number of employees2,23,000 (2019)

Rules and Regulation of Bangladesh Bank

There are some rules and regulations exist within the Walt Disney Company and these are
given below:
LEGAL STANDARDS: Additionally to the moral standards which govern every Cast
Member
and employee, the law imposes more specific and limited obligations that everybody is
required to obey. This section attempts to spot in summary form legal requirements that
generally apply to any or all Cast Members and employees and these are:
• ANTITRUST LAWS
• SECURITIES LAWS
• RELATIONSHIPS WITH LOCAL, STATE AND FEDERAL OFFICIALS (CONTINUED)

35 | P a g e
• FOREIGN CORRUPT PRACTICES ACT AND RELATED MATTERS
• TAX LAWS
• CASH-RELATED REPORTING REQUIREMENTS
• ENVIRONMENTAL LAWS
• INTELLECTUAL PROPERTY

Recruitment procedure

Disney’s hiring process is pretty unique, and is being conducted differently from the
recruitment process of other companies. The hiring process consists of some stages, which
are as follows:
1. The duty Application Process: Getting employed at Disney typically begins with
submitting a web application through the Disney.
2. Phone Screening: After submitting your online application, the Disney recruiters will
examine and review your application, including your CV and canopy letter, to match the
role you’ve applied for.
3. Assessment Center: After you have got successfully passed the phone screening
interview, betting on your position, the HR department may invite you to attend an
assessment center for a few tests, alongside other candidates who qualified.
4. In-person Interviews: Disney conducts a face-to-face interview session during the
assessment day. you'll be interviewed by one amongst the members of the HR and
management team.
5. Orientation: If you've got been selected, you'll experience an orientation process.
During the educational process, you may be taught Disney history and culture.
Orientation, Training for workers

Orientation, Training for Employees

Disney use cross training for workers. Cross-training at the Disney company is over a
discipline—it’s a mandate. Cast members, as Disney’s employees are called, are regularly
moved round the company. They shift teams, units, divisions, parks, and even locations.
Unlike other organizations which will place employees in numerous positions to extend skills
or support career advancement, at Disney, it’s a part of everyday workplace culture. Cross

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training also sets Disney apart as a novel employer that's willing to disrupt the established
order and rethink what's possible. By moving employees around, the corporate instills these
valued behaviors in its cast members, as well.

Employee’s Satisfaction and dissatisfaction

A few months ago, employees across the film producer Company received the results of a
survey conducted within the late Spring. They gave their opinions on some 65 core items
associated with their work experience of being part of Disney. And their regarding this can be
given below:
• 87 percent of employees say they're proud to figure for The filmmaker Company.
• 80 percent of employees believe the business segment they add develops creative
products, services and content.
• 70 percent believe that their business is leading the industry and is evolving and making
the changes required to compete effectively within the marketplace.
• 80 percent believe their business segment is committed to making and supporting a
various workplace.
• 80 percent of employees across the world find their jobs both challenging and interesting.
• 77 percent understand how their jobs fit with the goals and methods of their business
segment.
Tom Staggs, speaking for film maker Parks & Resorts, noted that “we also saw a
ten mathematical notation increase within the number of Cast, Crew and Imaginers who feel
both highly engaged and enabled in their roles.”

Performance Appraisal

Management use performance appraisals and performance surveys, to live internal service
quality. Disney use some performance appraisal and these are:
• The annual performance appraisal: it's designed to grant the worker a broad perspective
of
his/her accomplishment from the previous year and to spot upcoming challenges.
• Monthly development action plans: Another strategy employed by managers to deliver

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service quality, are monthly development action plans. (DAPs) (Zeithaml and Bitner, 2000)
• Performance ERB (Event, Behavior and Result)

Compensation Procedure

Disney uses some compensation procedure that's given to the workers of the corporate and
these are:
• WEEKLY PAY: Cast members are paid on a weekly basis. Direct Deposit is an available
option.
• HEALTH INSURANCE: Affordable insurance options, like medical, dental and vision
coverage, could also be available for full-time positions.
• RETIREMENT PROGRAMS: Retirement plans could also be available for full-time and
parttime positions.
• PAID TIME OFF: Vacation and leave are available for full-time positions. Vacation and
private holidays are accrued supported length of service, position and hours worked.
• TUITION ASSISTANCE: 100% of tuition paid upfront at Disney Aspire network schools
for
full-time and part-time hourly employees
• WELLNESS PROGRAMS: they provide on-site fitness classes additionally to a spread of
health and wellness programs and seminars.

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 Assignment on Human Resource (HR) Practice of Organization

Course Title: Human Resource and Management

Course Code: FIN:321
Department of Finance and Banking (5th batch)

Submitted To
Tama Saha
Lecturer,
Finance and Banking,
Comilla University.

Submitted By
ID Name
11817053 Mst. Otba

Date of Submission: 12/11/2021

39 | P a g e
 EXIM BANK’s HR PRACTICES

Company Profile:

Type Private

Traded as DSE: EXIMBANK

CSE: EXIMBANK
Industry Banking
Founded 3 August 1999
Founder Late Mr. Shahjahan Kabir
Headquarters Dhaka, Bangladesh
Area served 132 branches in Bangladesh (Dec 2015)

Recruitment procedure

BANK practices two types of recruitment.

1. Yearly recruitment: This is done each year, according to the HR plan.

2. Need-based recruitments EXIM: This is done when there is a sudden vacancy.

Mode of Employment

EXIM BANK has three types of employment to meet the highest order of the satisfaction
level of its clientele. These are:

1. Full Time
2. HR Contractual
3. Internship Programs (IP)

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Recruitment Process of EXIM Bank Ltd

The recruitment process of EXIM banks happens in 8 steps of process. Those steps are

1. Recruitment Form Selection

2. Recruitment Planning
3. Strategy Development
4. Application Searching
5. Communication Message Selection
6. Communication Media Selection
7. Following Advertisement Guideline
8. Considering Director’s Referral

Forms of Recruitment

1. Internal
2. External

In Exim bank, whenever a position is created or become vacant, it first tries to fill up the
position internally. If there is no suitable internal candidate, the HRD goes for external
recruitment. The external recruitment is conducted for two level of Job. 1. Entry Level and 2.
Experienced Bankers.

Selection Process of EXIM Bank Ltd

The selection process of EXIM Bank is not different from what is practiced in more
organizations. It starts with initial screening of CVs, goes on to written tests and then a final
interview before selecting the person.

The currents selection process in EXIM Bank is described below:

1. Initial Screening
2. Written Employment
3. Test Work Sample
4. Test Interview
5. Salary Negotiation
6. Job Offer
7. Background Investigation

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 8. Pre-Joining Documentation
9. Provision Period

Employee Training and Development

For employees in lower level, on-the-job training is most effective. EXIM Bank organizes
class room lectures and conference and job rotation system applied to make the employee
familiar with the new work. It established its own training center named EXIM Bank
Training Institute in Dhaka on 1st November 2004. By December 31, 2007, the institute
rendered useful training to 1398 personnel in different training programs and workshops here
eminent bankers, economist, academician, researchers and other resource persons were
invited to deliver lectures. In 2007 a total number of 808 personnel were trained in different
institutes at home whereas 33 personnel were sent abroad to attend overseas training
programs on a wide array of subjects.

Performance Appraisal System

The Performance Appraisal needs to be implemented as per the format which will be
circulated by HR at the beginning of the year. The definition of rating in Performance
appraisal is given below for reference:

1. The individual who has exceeded 125% and above of his target in all of his key result areas
is eligible for rating 1.

2. The individuals who has exceeded 105% – 110%of his target in all of his key result areas
is eligible for rating 2.

3. The individual who has achieved 90%-100% of his target in all of his key result areas is
eligible for rating 3. The employee achieved the essential requirement of day-to-day job.

4. The individual failed to perform within the set objective.

5. The individual who has failed to demonstrate his performance in all of his key result areas
to be rated 5 and he will be treated as non-performer.

Those who are rated 1 to 3 are eligible for incentive bonus:

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If any appraisee feels that his/her performance evaluation by the line manager is influenced
by discrimination or unfair and biased judgment the appraisee may appeal to Head of HR
with his/her grievance in writing. In such cases the HOHR will be the first point contact. If
the issue remains unresolved than it will referred to the MD for his review and decision and
in that case the decision of MD will be final.

Compensation and Benefits:

The compensation of EXIM Bank is just like any other organizations, the basic salary given.
The salary of employees varies with the seniority; his position in the hierarchy of the
organization.

Other facilities are included like

1. accommodation
2. Transportation
3. Loan at lower rate of interest etc.

Some other benefits are given by this bank includes

1. Sick leave
2. Earned leave
3. Pension scheme
4. ESSS fund etc.

All the full-time employees of EXIM Bank are entitled 30 days earned leave. Pension scheme
includes provident fund and gratuity.

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 Metlife Insurance’s HR Practices

Company Profile:

Type Public
Traded as NYSE: MET
S&P 100 Component
S&P 500 Component

Industry Financial services

Founded March 24, 1868; 153 years ago
Headquarters MetLife Building, New York City, New
York, United States
Key people Michel A. Khalaf (President & CEO)
Glenn Hubbard (Chairman)
Products Insurance, Annuities, Employee Benefits
Revenue Decrease US$67.842 Billion (Fiscal Year
Ended 31 December 2020)
Total equity Increase US$74.817 Billion (Fiscal Year
Ended 31 December 2020)
Number of employees ~49,000 (2019)
Website MetLife.com

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MetLife Hiring Process

Getting employment offer from MetLife would require jumping through a series of hoops,
including one on one and group interviews, pre-hire online assessment tests and background
checks etc.

1. Application online
2. Find your Job
3. Selection process
4. HR Interview
5. Pre-employment Assessments
6. Hiring Manager Interviews
7. Job Offers
8. Start your first day

MetLife Job Application

For immediate consideration, interested individuals may apply online on the company’s
website, www.MetLife.com.

During profile registration, applicants are to upload their resumes, enter personal information,
job experience and former education.

Candidates usually receive phone interviews before proceeding to satisfy hiring managers
face to face.

The Interviews:

Like many other companies, you’ll first receive a screening call.

Next, you will be invited for either a one-on-one interview, group, or panel interview,
depending on the position you are seeking.

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Assessment Testing:

The upper ranking the position is, the more complicated the test will be.

You could be tested in excel, abstract, personality, and figural reasoning.

Background Check:

If you’ve reached this stage, then it means MetLife is serious about hiring you, because a
background check will cost the company money and they wouldn’t want to spend money if
there were no chances of hiring you.

Training & Development Practices in Metlife Insurance:

Metlife Insurance has various learning & development programs available Learning &
Development" Department which can help their employees improve on their knowledge &
skills. The duration of these

trainings vary from 1 day to maximum 3 days. Some of the trainings

performed at Metlife Insurance are highlighted below: -

• Business writing skills

• Interacting with confidence
• Business Migration Methodology
• Decision Driven Organisation

The organization has recently started language courses to build future

capabilities within the organization to develop talent for future.

Employee’s satisfaction or dissatisfaction

MetLife Insurance’s 12th Annual U.S. Employee Benefit Trends Study, reveals that
employee satisfaction with benefits reached 50% – the highest level since the Study began
over a decade ago.

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44% of employees say that having benefits customized to meet their needs would increase
their loyalty.

Employee benefits (Compensation) management:

Financial benefits:

Salary, bonus (Yearly), Allowance, Incentives, Insurance

Non-financial benefits:

Accommodations, Death insurance, Medical facility

Others Extra allowance:

Medical allowance, Government declaration, Free Bank Account

Reference

https://www.eximbankbd.com/

https://en.wikipedia.org/wiki/Exim_Bank_(Bangladesh)

https://www.metlife.com/

https://en.wikipedia.org/wiki/MetLife

https://www.myopenenrollmentresearchstudy.com/about-
us/newsroom/2014/march/employee-satisfaction-with-benefits-reaches-highest-level-in-
ove/

47 | P a g e
 Assignment on Human Resource (HR) Practice of Organization

Course Title: Human Resource and Management

Course Code: FIN:321
Department of Finance and Banking (5th batch)

Submitted To
Tama Saha
Lecturer,
Finance and Banking,
Comilla University.

Submitted By
ID Name
11817056 Nipa Dhar

Date of Submission: 12/11/2021

48 | P a g e
 HR practices at Amana Big Bazar

Scenario of the Super shop in Bangladesh:

Amana group is one of the fastest-growing conglomerates in Bangladesh inception in 2010.
It has achieved trust from different corners of Bangladesh and Global by maintaining its
commitment to the business. It has started its journey with a Chain Super-shop Business
Known as Amana Big Bazar. Amana big bazaar was established in 2014.

Rules and Regulation of the super shop:

Rules are guidelines and instructions for doing something right. It is created to manage
behavior in an organization or country. They are written principles. On the other hand,
regulations are directives made in addition to the laws in a particular country. These are
arranged according to the places that are missing in the existing system.

Amana big bazaar also follows some rules and regulation to satisfying the customer
demand. They work to fulfill the customer demand. Amana group create to manage good
behavior with the customer. Amana big bazaar also takes their works to follow some
regulation. Without following regulation, they cannot arrange their places in the country.

Recruitment Procedures:
Generally, the recruitment and selection process of these super shop is done in some ways
depending on the job category of the vacant position.

Fresh Graduates.
Internship.
Tradesman.
Human Resources
Finance & Accounts
IT& MIS
Business Development
Engineering

The management then checks out whether the new recruitment conforms to the regulations
regarding the human resources requirement of the company. This procedure involves different
stages:
Defining the position description
Internal search

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 Consulting the CV super shop
External recruiting
Advertisement
Screening
Selection Interview
Reference Check
Employment Decision
Offer Letter
Appointment

Orientation, training for employees:

Amana big bazaar gives both internal and external training so that employees can give proper
services to the customer.

Key areas of Training Courses:

Foundation Training Course, Super shops Laws, Documentation, Managerial Functions and
Leadership, Foreign Trade and Foreign Exchange Operations, Investment

Employee’s satisfaction or dissatisfaction:

Amana Big Bazaar always try to meet employee’s satisfaction. Before appraising the
performance of employee’s properly, the HRD manager established the standard without
showing any discrimination. Here it is very much important that the female employees get low
working time for their safety. But male employees cannot get this benefit on their work.

Performance appraisal:
The human resource department usually designed performance appraisal systems. For
evaluating the performance appraisal mostly follows the rating scale method.
Performance rating
Performance of group

Without this, based on the performance of each individual, there exist some groups of
employees who are listed and the list is maintained secretly by HR Department.

Compensation procedure:

There are various types of compensation given to the employees:

PayScale

Safety facilities.
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Benefits and Rewards for Management and Graded Staffs.

HR practices at PepsiCo Company

Overall scenario of the company:

PepsiCo, Incorporated (NYSE: PEP) is a Fortune 500, American global corporation
headquartered in Purchase, New York, with interests in the manufacturing, marketing and
distribution of grain-based snack foods, beverages, and other products. PepsiCo was formed
in 1965 with the merger of the Pepsi-Cola Company and Frito-Lay, Inc. PepsiCo has since
expanded from its namesake product Pepsi to a broader range of food and beverage brands,
the largest of which include an acquisition of Tropicana in 1998 and a merger with Quaker
Oats in 2001 - which added the Gatorade brand to its portfolio as well.

As of 2009, 19 of PepsiCo’s product lines generated retail sales of more than $1 billion
each,[6] and the company’s products were distributed across more than 200 countries,
resulting in annual net revenues of $43.3 billion. Based on net revenue, PepsiCo is the
second largest food & beverage business in the world, Within North America, PepsiCo is
ranked (by net revenue) as the largest food and beverage business.

Indra Krishnamurthy Nooyi has been the chief executive of PepsiCo since 2006, and the company
employed approximately 285,000 people worldwide as of 2010.The company’s beverage distribution
and bottling are conducted by PepsiCo as well as by licensed bottlers in certain regions. PepsiCo is a
SIC 2080 (beverage) company.

Rules and regulation:

PepsiCo are acting with integrity is not only right thing to do; it's the right thing to do to
make their business stronger. Their Global code of Conduct is the foundation of their
commitment to ethical excellence and provides the policies and guidelines that define how
they do business the right way.

Recruitment procedure:

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PepsiCo employs through both formal and informal ways of recruitment. Departments tell
their need to HR department. And then recruitment is done on the requirement by the
project. All candidates send their CVs by post; they are then short listed and called. So those
candidates then report at the PEPSICO from where they are sent to the Human Resource
Department for further interviews. But recently PEPSICO has devised a new way of
recruitment i.e., Online Applications. They give Ads in leading newspaper and use some
other mass media communication channels and then receive applications and CVs online. In
this way huge paper work is reduced and recruitment process is improved in terms of
efficiency and convenience with the use of technology.

Selection process:

In PepsiCo, selection Criteria is based on numerous factors such as education, health,

background and previous experience. The company selects the employees in such
procedures:

1. The Application

2. Written Exams

3. Performance Exams

4. Specialized Testing

5. The Panel Interview

6. The Selection Interview

Orientation, training for employment:

PepsiCo has trained and developed many of its senior and fast track managers and
supervisors. For lower and technical staff, the organization have a complete training
calendar for the year, if organization thinks and feel that an employee requires training to
update his knowledge about the field, he just has to report the HR department and he will
be listed for the next training program.

On-the-job Training:

As compared to other competitive organizations the training program of PepsiCo is quite

different. It provides full opportunity to its employee to develop themselves and also train
them according to the requirements of their job. In return they will be greatest asset for
their organization. The employee is being trained in many ways while they are on job.

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Employee’s satisfaction or dissatisfaction:
PepsiCo uses both monetary and non-monetary strategies of motivating its employees. The
human resource department ensures that its practices are fair and apply to all employees
without discrimination. This happens in order to avoid gender-based and minorities related
scandals. The human resource department has many objectives including the ability to
create an environment of professionals. This can only happen when employees enjoy the
benefits of associating with PepsiCo.

Performance appraisal:
The jobs are evaluated on yearly basis under 360o method; the competent employees are
rewarded in shape of promotions, bonus, increments and annual holidays and promotion.
The results of an appraisal can be used to identify areas for further development of the
employee.

The organization also uses different questionnaires, which consist of numerous questions
about the behavior of the employee, and then on the basis of these answers personality of
the employee is judged.

When evaluation is made the unsatisfactory performers are given warning. The employee
after warning is put under observation, for some period of time and if the employees’
performance is still unsatisfied then are demoted or fired.

compensations & Benefits:

• Promotion

Promotion is direct shift only to the next level from the current grade, the employee’s
performance is evaluated and if his performance is above average, he is given promotion.
PEPSICO promotes only those candidates who are experienced and eligible for that
particular vacancy.

• Increments

The company decides at the end of the financial year, according to its financial condition,
whether increments should be given or not.

• Free transport

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PEPSICO provide free transport to local employee.

• Medical facility

PEPSICO provide free medical facility to workers depending upon the position/rank of the
employee.

• House loans:

They give the facility of house loan only to deserving individual. The loan approval depends
upon the post of the employee.

• Overtime payment:

Overtime payment is pay for only those workers who are working more than their working
hours mostly overtime payment is given to low level staff.

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 A Particular Company’s HR Practices
Bangladesh Perspective and International Perspective

Course title: Human Resource Management

Course code: FIN-321
Department of Finance and Banking (5th batch)
Submitted to
Tama Saha
Lecturer,
Department of Finance and
Banking,
Comilla University

Submitted by

Choiti Chakma
ID : 11817061

Date of submission: 12-11-2021

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 Procter & Gamble’s HR Practices

Overall Scenario of the Company:

The Procter & Gamble Company (P&G) is an American multinational consumer

goods corporation headquartered in Cincinnati, Ohio, founded in 1837 by William Procter and James
Gamble. P&G serves nearly five billion people around the world with its brands. The Company has one
of the strongest portfolios of trusted, quality, leadership brands, including Always, Ambi Pur, Ariel,
Bounty, Charmin, Crest, Dawn, Downy, Duracell, Fairy, Febreze, Gain, Gillette, Head & Shoulders,
Lenor, Olay, Oral-B, Pampers, Pantene, SK-II, Tide, Vicks, Wella and Whisper. The P&G community
includes operations in approximately 70 countries worldwide

David S. Taylor is the current chairman and CEO of P&G.

Rules & Regulations of the Company:

The following are the rules of the employees of P&G:

Employee Rights Policy

P&G equally committed to improving the lives of their employees. It upholds their PVPs and respects
International Labor Standards.

Parental Leave Policy

We believe caring for home and family has no gender. That’s why we offer equal opportunity for all
parents to share caregiving for new family members.

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Flexible Work Policy
P&G employees have the flexibility to work from home, and an increasing number of employees are
enjoying the benefits as and when they need to.
Employee Civic Engagement
In the U.S., one way they’re supporting employees who wish to actively participate in their communities
by offering an additional paid day off for civic engagement.

Recruitment Procedures:

They look for the best talent to join at P&G, so their hiring process is thorough and purposeful. It ensures
that they recruit the right people, and that candidates have a complete understanding of who they are,
what they do, and what they expect from candidates.

There are four steps in the recruitment process. These are:

Step 1: Application

A P&G application is the first step in the hiring process for internships, graduates looking for a full-
time position, and experienced hires.

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Step 2: Assessment:

After you submit your application, you may be directed to take one or more of our online assessments.

Their assessments are unique and help them determine if P&G is a good fit for you—and vice versa.
The P&G online assessment measures skills and abilities that generally do not emerge from interviews.
These assessments are critical, as they help determine your potential for success as a P&G employee.

Step 3: Interviews

The purpose of a P&G interview is to get to know you better and give you a chance to ask them
questions. You can expect to have one-on-one or panel interviews, which may be

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conducted virtually (online or via a phone call) or in person depending on your country. Most interviews
last around 45-60 minutes, but there are no strict time limits.

Step 4: Job Offer

This is the final step of the hiring process and hopefully we’ll be welcoming you to the team.

Just as with every step, P&G is thorough in its decision-making process. In some cases, you will receive
a P&G job offer letter within a week, and in others it may take much longer. Many factors affect how
long it takes for us to contact you, including the role you have applied for, the urgency to fill the position,
volume of applicants, the location of the role, and others.

Orientation, Training for Employees:

There are two types of orientations taking place at P&G.

Work Unit Orientation:

Employees come to know about Goals of work unit and Duties contributing to achieve goals.

Organizational Orientation:

Employees come to know about:

1. Goals
2. Objectives
3. Rules
4. Procedure
5. Philosophy
6. HR policies

Training in P&G:

At P&G they use 70:20:10 model of training. People learn about job required tasks by trainings in a
proportion that:

1. 70% is done by job experience

2. 20% from relationship with others
3. 10% from other training material.

Leadership Development training

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 • P&G believe in philosophy that” Diversity is the second name of creativity”.
• P&G is ranked on first among Best companies for leadership by chief executive magazines.

Training for Suppliers:

To protect the information of company by understanding the requirements and take it as their personal
responsibilities.

Finance Team Training:

Give training to Employees to perform extraordinary in financial analysis and to create financial
professionals.

P&G Technical Training:

• This training is for P&G technical staff.

• Training for the development of fundamental knowledge on biotechnology material of basic
chemicals in detergent.

Employee Satisfaction and Dissatisfaction of P&G:

Satisfaction:

Plenty of room for advancement

Beauty Care Division (Current Employee)

Hard work, you will be rewarded. Lots to learn, many avenues and career paths. P&G believes everyone
can be successful. Systematic approach to everything and anything you do while at work. Many groups
and clubs and activities to be part of.

Dissatisfaction:
Company Culture is Poor
Technician (Former employee)
Compensation is average. But it's not worth it for that the company is out for themselves. It's hard to be
promoted within unless you know someone. The hours are extremely long and takes a lot of time away
from your personal life. They work you hard and expect more every week.

Performance Appraisal:
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Performance appraisal refers to the regular review of an employee's job performance and overall
contribution to a company. The figure below is an illustration of a conventional performance
management system cycle:

Compensation Procedure:

Procter & Gamble compensation philosophy comprise on the following principles:

1) Company pay more to its employees when there is an excessive load of work and pay less when
the workload is less.
2) Company pays its employees by using the target competitive rate in the market of similar size
and nature companies
3) P&G pays according to business strategies that create value for its shareholders and helps in
the growth of the business.

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 ELDC’s HR Practices

Overall Scenario of the Club:

Entrepreneurship and Leadership Development Club, Comilla University ,ELDC-CoU was established
on 3rd July 2020 with the collaboration of some energetic minds from Comilla University and a big
DREAM. ELDC-CoU is a youth-led skill development platform that aims to make the best coordination
of Entrepreneurial skills and Leadership skills in one place. This is not only an organization or a club
but also a movement to lead society with positive impacts.

Rules & Regulations of the Company:

Management Trainees should maintain the followings:

• Meet regularly to discuss the events within the Club.

• Create and administer action plans, set objectives, develop & update policies and procedures, and
develop strategic Direction

• Be willing to accept responsibility

• Act in the best interests of the Club at all times

• Oversee marketing and promotion of the Club

• Duty not to misuse information or misuse your position

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• Be ethical, honest and trustworthy

Recruitment Procedures:

There are few tests and selection procedures to select best candidates from large number of candidates.
These are:

1) Primary Evaluation: At first ELDC operated a primary survey over all the candidates.
2) Written & Psychometric Test: ELDC arranges an online based written exam to evaluate the
candidates whether they suits with the club or not.
3) Resume Submission: Selected candidates are requested to submit their resume.
4) Viva-voce: After successfully completed written exam the candidates have to face a viva voce
to present themselves how much they fit for the club and how much they willing to serve
themselves as club employees.
5) Training Session: To making the candidates best fit for the club, ELDC gives several types of
career developing training sessions.
6) Appointment: Who selected to serve as employee of ELDC is given appointment letter
including their job responsibilities.

Orientation, Training for Employees:

ELCD arranges some training to boost up the employees so that they can serve their responsibilities
well. Such as:

1) Management Trainee Induction Program 1.0: The prime aim of this program is to introduce
the trainees with the Corporate World and it’s mechanism by the most promising leaders from
renowned universities and organizations.
2) ACE (Acquiring Competencies for Employment) Program 22 : This workshop focuses on
designing effective career strategy, building strong communication skills, writing professional
resume, cover letter, email and preparing to succeed in 21st century workplace.

Employee Satisfaction and Dissatisfaction:

Satisfaction:

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 1) Good-Fit Company Culture.
2) Interesting and Satisfying Work.
3) Rewards and Incentives.
4) Low Stress Environment.
ELDC ensures all these for their employees.
Dissatisfaction:

1) Having an unsupportive or untrustworthy boss.

2) Limited career growth at an organization.
3) Lack of meaning behind a role.
4) Lack of work-life balance.
5) Poor management.
ELDC avoids these kinds of situations and always tries to make sure the employees satisfaction.

Performance Appraisal:

ELDC monitors every MT’s activities though the submission of monthly report of each and every MT.
MT’s has to submit their all activities they did the whole month via google sheet. The activities shared
through social platform also monitored. Moreover, when ELDC launches any program the best MTs
are selected according to their activities and the MTs are rewarded by the ELDC.

Compensation Procedure:

Followings benefits are non-cash compensation of ELDC because ELDC is a non-profit skill
development platform that's why they do not provide any cash related compensation.

1. Networking grow
2. Skill Development
3. Finding your lacking & try to develop those lacking
4. Making you more extrovert & efficient
5. Practicing professionalism
6. Make a bridge between Professionals
7. Provide premium courses & paid training.

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