1.

What human resource management (HRM) related steps did Payel Basak take to help
get Roseate Paints Bangladesh Limited back on the right track?

Answer: Human resource management (HRM) is the process of employing people, training
them, compensating them, developing policies relating to them, and developing strategies to
retain them.

As a HR Executive Director I am responsible for creating referral programs,

updating HR policies and overseeing our hiring processes. To be successful in this role, I should
have an extensive background in Human Resources departments and thorough knowledge of
labor legislation.

As a HR director executive I am responsible for recruiting, screening, interviewing and placing

workers. They may also handle employee relations, payroll, benefits, and training. Human
resources managers plan, direct and coordinate the administrative functions of an organization.

The world order is changing dramatically and is in the process of complete transformation. The
impossible things of yesterdays have become possible today and the impossible things of today
will become possible tomorrow. That is why it is said that change is the only permanent aspect of
nature. As a Human resource Executive director I have to face many challenges and try to
overcome those challenges. The challenges I have to face:

1. Globalization: Many companies are seeking business opportunities in global markets to

grow and prosper as domestic markets are shrinking. As a HR executive director I have to
balance a complicated set of issues related to different geographies, cultures, employment
laws and business practices.

2. Changing in Technology: The effect of advancements in information is so dramatic that

organizations are changing the way they do business. Use of internet to do business is so
pervasive in both large and small organizations that e-commerce is rapidly becoming a
challenge.

3. Change Management: The major forces driving changes in organizations as well as HRM
are globalization and technology. In the present business scenario business success
mostly depends on how changes are managed. As a HR Executive director I have to play
a vital role in overcoming resistance to change through effective communication and
counseling.

4. Managing Human Capital: Human capital is the knowledge, skill and capabilities of
individuals that have economic value to the organization. Managing human capital is
highly crucial because if valued employees leave an organization, they take their human
capital with them and any investment made in training and development is lost.

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 As a HR executive director (Payel Basak) took some steps to get back on the right track of
Roseate Paints Bangladesh Limited.

1. Human Resource Planning: As a HR director Executive I even have to arrange before

dynamical or taking any selections. HRP is that the method of as well as statement, developing
and dominant by that a firm ensures that it's the correct variety of individuals and correct of
individuals at the correct place at the correct time doing work that they're economically most
helpful. Human resource planning is very important as it helps in determining the future human
resource needs of the organization. As a Human Resource Executive director I have to plan to
take my organization on right track. By planning it will help me to fulfill my organizational goals
and objectives.

But when I do plan I have to face many limitations and problems. But when I formulate HRP
then I have to overcome these limitations and problems.

The limitations I have to face in HRP:

1. Limitations of forecasting: The future in any country is uncertain. There are political,
cultural, technological changes taking place every day. This effects the employment
situation.

2. Conservative attitude of management: Management adopts a conservative attitude and is

not ready to make changes. The process of HRP involves either appointing. Therefore it
becomes very difficult to implement HRP in organization because management does not
support the decisions of the department.

3. Time consuming activity: HRP collects information from all departments, regarding
demand and supply of personnel. This information is collected in detail and each and
every job is considered. Therefore the activity takes up a lot of time.

4. Expensive process: The solution provided by process of HRP incurs expense. Company
has to spend a lot of money in carrying out the activity. Hence we can say the process is
expense.

When I formulate HRP I have to focus on the process of human resource planning. I have to
follow some process:

1. Analyzing Organizational Objectives: The objective to be achieved in future in various

fields such as production, marketing, finance, expansion and sales gives the idea about
the work to be done in the organization.

2. Inventory of Present Human Resources: From the updated human resource information
storage system, the current number of employees, their capacity, performance and
potential can be analyzed.

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 3. Forecasting Demand and Supply of Human Resource: The human resources required at
different positions according to their job profile are to be estimated. The available
internal and external sources to fulfill those requirements are also measured.

4. Estimating Manpower Gaps: Comparison of human resource demand and human

resource supply will provide with the surplus or deficit of human resource.

5. Formulating the Human Resource Action Plan: The human resource plan depends on
whether there is deficit or surplus in the organization.

6. Monitoring, Control and Feedback: It mainly involves implementation of the human

resource action plan. Human resources are allocated according to the requirements, and
inventories are updated over a period.

2. Job Analysis: Job analysis is the procedure through which you determine the duties and
nature of the jobs and the kinds of people who should be hired for their goal. It provides to write
job descriptions and job specifications, which are utilized in recruitment and selection,
compensation, performance appraisal, and training.

Job Analysis also helps me to know the SKAOs of the employees. And the employees also can
get proper information about their task, responsibilities and duties. Job analysis has two parts:

1. Job Description: Job description is an informative documentation of the scope, duties,

tasks, responsibilities and working conditions related to the job listing in the organization
through the process of job analysis. Job description also details the skills and
qualifications that an individual applying for the job needs to possess.

2. Job Specification: Job specification is a written statement of educational qualifications,

specific qualities, level of experience, physical, emotional, technical and communication
skills required to perform a job, responsibilities involved in a job and other unusual
sensory demands. In job specification we will focus on employee’s Skill, Knowledge,
Ability and Other requirements like (Mental ability).

I have to hire a new management team and for this I have to make a job analysis before recruit
new employees in the organization. By doing job analysis I can get many benefits. Those are:

1. Job analysis establishes the structural- functional delineation of an organization,

according to the classical paradigm of administrative theory.
2. Job analysis deals with responsibilities, defining roles, delineating scope and authority at
each level of the organization.
3. It answers the important utilitarian call of optimizing organizational efficiency through
maximizing individual capabilities, as per the systems paradigm of organizational theory.
4. It basically deals with job study. It studies very detailed, specific and exhaustive on job.

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 5. As per scientific management precepts, the job analysis describes work process in detail
on physical demands at work, physical conditions of work and also human relations and
behavioral
6. Job analysis answers the important utilitarian call of optimizing organizational efficiency
through maximizing individual capabilities, as per the systems paradigm of
organizational theory.

3. Recruitment: After doing Job analysis now it’s the time for recruitment process. As I have to
recruit new members so I have to consider in which source I had to recruit new employees. As
we know that in this company pervious top management like- board of director and top
executives left the firm so I have to re-in structure the term as per recruitment. As a HR director
executive I have to focus on three areas:

1. Personnel Policies: Personnel policies are statements of personal objectives of an

organization and provide a broad framework within which decisions on personal matters
can be made without reference to higher authorities.

For recruiting I will go for outside of the company as we need specialized employee. As we are
recruited for specialized position so I will make sure to reshape the salary of the employees. I
will also give them attractive Compensation and benefits. I will go for yearly incentives, vacation
plan for every employee. I will also offer them attractive retirement plan and most importantly
profit sharing like- stock plans.

I will follow due-process polices. In this policy employee have to give me notice if they want to
resign or as employer I also have to give them notice if I want to fire them.

2. Sources of recruiting employee: I will go for external source for recruiting new
employees as I want to re structure the company’s goals and objectives. Specialized
position like Board of director and executive positions I will go for external source like
Advertising or Electronic recruiting. By bringing outsiders in organization may expose
the new ideas and new innovation or new ways of doing business.
3. Recruiter characteristics and behavior: The characteristics of recruiter can make a
difference. Applicants tend to respond positively to recruiters who show a positive
attitude and provide information. On the other hand, the behavior of the recruiter appears
to have an uncertain relationship to whether or not an applicant accepts a job offer.

4. Selection process: The Selection is a process of picking the right candidate with prerequisite
qualifications and capabilities to fill the jobs in the organization. For selection process I have to
follow five steps. These are:

1. Screening applicants and resume.

2. Testing and reviewing work samples.

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 3. Interviewing candidates.

4. Checking reference and background.

5. Making a selection.

As a HR Executive director I will use three methods for selecting employees. This three methods
will be best for choosing the best candidate.

1. Cognitive ability test: Cognitive ability tests assess abilities involved in thinking,
reasoning, perception, memory, verbal and mathematical ability, and problem solving. By
this cognitive ability test I can know process how he/she can solve work-related problems
or to acquire new job knowledge. It helps to predict a candidate’s future aptitude for the
position.

2. Personality Inventories: Personality test is one of the behavioral assessment tools that can
help assess the personality traits of the candidates. This test reveals information about an
individual’s social traits, motivations, strengths and weaknesses and attitudes. By
assessing the candidate’s personality traits and comparing the traits and skills against the
job requirement, recruiters can decide whether the candidate will be the right fit for the
position.

3. Honesty test: Honesty test is a personality test which assesses a job applicant's
personality traits like honesty, trustworthiness, and dependability. Lack of honesty or
integrity can act against the companies in case of productivity.

After using methods I will go for interview session. In interview session I will use different types
of interview for different positions. For interviewing Board of director I will go for:

1. Situational Interview: In situational interviewing job-seekers are asked to respond to a

specific situation they may face on the job. These types of questions are designed to draw
out more of your analytical and problem-solving skills as well as how you handle
problems with short notice and minimal preparation. Situational interview will be best for
hire upper level position.

2. Behavior description Interview: Behavior Description Interviewing is based on the

premise that past behavior is the best predictor of future behavior. This technique is used
to find out what the applicant actually did in the past similar situations. As we need
skilled employees for Board of director position so we must know how he/she was in
their past job situations.

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 But for interviewing Executives I will go for:

1. Panel interview: Panel interview refers to a type of interview which includes one
applicant and several interviewers, often representatives of different departments within a
company like the hiring manager and a member of the human resource recruitment team.

Now after using different test and interview I will go for multiple hurdle model as this approach
involves the administration of decision-making tools sequentially with the elimination of
candidates at each stage who do not score at a satisfactory level.

After choosing the employees for my organization I will give them offer letter. Where the letter
includes: job responsibilities, work schedule, rate of pay, starting date and other important
information.

5. Orientation & Training: Orientation is important because it provides the new employee with
concise and accurate information to make him/her more comfortable in the job. Orientation also
encourages employee confidence and helps the new employee adapt faster to the job. It also
promotes communication between the supervisor and the new employee.

Training: A training program allows you to strengthen those skills that each employee needs to
improve. Providing the necessary training creates an overall knowledgeable staff with employees
who can take over for one another as needed, work on teams or work independently without
constant help and supervision from others.

After selecting employee I will train them with different methods. As I was hire new members
like board of director so I will go for on –the-job training.

On-the-job training: OJT can help employees to learn and practice new skills, give them
support by having learning resources to refer to when undertaking tasks and help to build
effective working relationships with colleagues.

But when I will train Executives, I will go for Business games and case studies.

Business Games: Business game is the latest technique used by the businesses to train their
employees. Business Games are interesting and keep the employees engaged. This is something
the employees like to use and do not get bored while working at.

Case studies: Case studies act as another innovative method of imbibing skills to the employees.
Case studies are a real-life description of incidents and situations which can be used to make
specific points or to raise some problem for which the solution is required.

After giving training I will also measure the result of training by taking survey from the
employee, seeing return on investment in training. By evaluating training programs helps us:

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 1. Identify where the training might be falling short or not engaging learners.
2. By addressing these areas, employees will get more out of corporate training to improve
performance.

2. Do you think I have taken the appropriate steps? Why or why not? What, if anything, do
you suggest she do now?

Answer: From my point of view, Yes, I have taken appropriate steps for the organization.
Because when I joined here already board of directors and top executive left from here. I have to
change the structure on the basis of present scenario and I did that. The effect that organizational
structure will have on the company's culture depends on the compatibility between cultural
values and norms on the one hand, and modes of performing work and completing tasks implied
by implementation of the particular organizational structure model in question on the other. I
have used some steps so that I can re structure the organization structure.

 For this structure change I have to analyze my human capital and also have to plan for all
the odds I have to face to re-structure the organogram. Planning shows objectives for
each organizational department and helps managers to prioritize activities depending on
their relevance to the goal. Planning also sets the standards for assessing performance.
 After all the planning I have gone for Job analysis as I want best employees for my
organization. The main purposes of conducting a job analysis process is to use this
particular information to create a right fit between job and employee, to assess the
performance of an employee, to determine the worth of a particular task and to analyze
training and development needs of an employee delivering that specific job.
 After serving the job analysis purpose, I went for Recruitment process. A good
recruitment process can minimize the time involved in the searching, interviewing, hiring
and training. It can streamline these processes and make your search for viable candidates
much more efficient. It is very important to build a positive image to your customers,
peers and competitors.
 After the recruitment process I have taken selection process to select the best candidate
for my organization who helps the organization to back on their right track. The purpose
of selection is to choose the most suitable candidate, who can meet the requirements of
the jobs in an organization, who will be a successful applicant.
 After selecting the employees I have given them training. Training increases the skills of
the employee in the performance of a particular job. An increase in skills usually helps
increase in both quality and quality of output. Training is also of great help to the existing
employees. It helps them to increase their level of performance on their present job
assignments.

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 But I need to follow more steps in future. Like, when I recruit I need to forecast on the basis of
demand as per company requirements. If I need skilled worker for specific department then I
need to source on the basis of that which is called forecast supply.

I also need to build a good compensation structure in organization. Compensation structures help
simplify fair pay and market pricing analyses, making it easier to evaluate pay across job groups.
As the market changes, HR professionals can adjust their compensation structures to assure that
employees within the same pay structure are paid equitably compared to their peers.

We also need to look after the job security of our employees. Job security results in better
employee engagement. More satisfied employees lead to a reduced chance of employee turnover.
A secured job will improve the employee's efficiency level and productivity.

Creating a positive work environment more deeply motivates and engages your employees,
leading to higher job satisfaction and employee retention within your organization, not to
mention less stress among your employees.

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