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HR Practices of MNCs in

Bangladesh

Operational Functions of HRM


Procuremen Developmen
t
t

Motivation
&
Compensati
on

Integration

Maintenanc
e

Separation

Job analysis

Training

Job Design

Grievance
redressal

Health &
Safety

Retirement

HR planning

Executive
development

Work
scheduling

Discipline

Employee
welfare

Layof

Recruitment

Career
planning &
Development

Motivation

Team &
Teamwork

Social
security
measures

Outsourcing

Selection

HR
Development

Job
evaluation

Collective
bargaining

Performance
appraisal

Employee
participation
&
empowermen
t

Placement

Discharge

Multinational Corporations Operating in Bangladesh

Multinational
corporation
operating in
Bangladesh

Consumer &
Pharmaceuticals
Telecommunication

Energy

Non-Governmental
Organization

Paint

Textile
Manufacturing

Engineering

Financial &
Banking

Aviation

Miscellaneous

Media
Research

Consumer & Pharmaceuticals

Organization

Parent Country

Business Type/ Product

Uniliver

co-headquartered
Netherlands & UK
UK
UK

Food, beverage, cleaning agent,


personal care products
Cleaning, consumer, healthcare,
condiments, personal care
Phamaceutical

Switzerland
USA

Food & beverages


Cleaning agent, personal care

India
Thailand
India

Consumer goods
Food Products
Consumer Products

UK

pharmaceutical company

Italy

Confectionery and gum.

Hong Kong

consumer goods design,

Reckitt Benckiser
Bangladesh Ltd.
GlaxoSmithKline GSK
Bangladesh
Nestl Bangladesh Ltd
The Procter & Gamble
Company
Marico Bangladesh Limited
C.P. BANGLADESH Co. Ltd
Asian Consumer Care (Pvt.)
Ltd
Advanced Chemical
Industries (ACI) Limited
Perfetti Van Melle
Bangladesh Pvt. Ltd
Li & Fung (Bangladesh) Ltd

Telecommunication

Organization

Parent
Country
Malaysia

Telecommunication

GrameenPhone
( Telenor Group)

Norway

Telecommunication

Banglalink
(Global Telecom Holding)

Egypt

Telecommunication

Airtel Bangladesh Ltd


( Bharti Airtel)

India

Telecommunication

Robi Axiata Limited


(Axiata GroupBerhad)

Business Type

Organization

Financial & Banking

Parent Country

Business Type

Bank Al- Falah

Pakistan

Bank

Citibank NA

USA

Bank

Commercial Bank of
Ceylon

Srilanka

Bank

Habib Bank Limited

Pakistan

Bank

HSBC

UK

Bank

National Bank of Pakistan

Pakistan

Bank

Standard Chartered Bank

UK

Bank

Non-Governmental Organization

Organization
Plan
International
Bangladesh
Helen Keller
International

Parent
Company
UK

USA

Business Type
Promote child rights &
eradicate poverty

Eye Health and Nutrition /


Vitamin A Supplementation
programs
BRAC
Bangladesh Microfinance, Health Program,
Education Program
CARE Bangladesh
USA
Humanitarian organizations
GIZ Bangladesh
Germany
International Cooperation

Textile Manufacturing

Organization

Parent
Company

Business Type

Epic Group

Hong Kong

Textile manufacturing

YKK Bangladesh Ltd

Japan

Fastening Products

Ever Smart Bangladesh


Ltd
Denim Expert Ltd

Hong Kong

Garments Company

Coats Bangladesh Ltd

Netherlands &
Bangladesh
UK

Denim and Jeans


manufacturer
sewing thread

Youngone Corporation

South Korea

Textile apparel and


footwear
manufacturer

Miscellaneous

Company Name

Country of
Origin

Business/ Product Type

Singer Corporation
RAK Paints Ltd
Berger Paints Bangladesh Ltd
Asian Paints Bangladesh Ltd
Siemens Bangladesh Ltd.
Arirang Aviation Ltd
Maersk Bangladesh Ltd
Amari Dhaka Hotel
New Vision Solutions Ltd

USA
UAE
India
India
Germany
South Korea
Denmark
Thailand
Japan

Media Vest Bangladesh


Grey Advertising Bangladesh
Ltd
Bata Shoe Company Ltd
Tongwei Feed Mill Bangladesh
Ltd.
Linde Bangladesh Limited

France
USA

Sewing Machine
Paint
Paint
Paint
Engineering
Aviation School
Shipping Agency
Hotel group
Research and management
consulting
Media counselling and buying
Advertising and media buying

Switzerland
China

Footwear manufacturing
Poultry & Aqua Feed

Germany

Gas

We will discuss on.

GP : Overview
Incorporated and received its operating license in November 1996

and started its

service from March 26, 1997 .


A joint venture company between Telenor and Grameen Telecom
Corporation, a non-profit sister concern of Grameen Bank.
The first company to introduce GSM technology in Bangladesh
Has more than 5,000 full, part-time and contractual employees.
More than 60 million subscribers as of March 2016.

HR Practices of GP
Job Analysis
o The job is graded
according to its
nature & the
level of
responsibility
o In December the
JD & JS of all
management
positions is
reviewed &
updated
Recruitment
&

Selection
process
Recruitment (2
Ways):
In-house
recruitment
Advertising
Selection process (2

Human Resource
Planning

o Employee
performance
reviewed every 6
months
o Expected
workload &
expertise
requirements
o New Business
initiatives
with
Employee
new
skills
motivation

Profit Sharing
Performance
Bonuses
Reward
Services Benefits
Yearly

Development

Performance
Appraisal
Closely monitored
by employees
immediate
managers
Analyze employees
performance & fill in
the form with an
attitude of trust &
fairness in the
judgment of the
superior

1. Local
Training
2. Overseas
Training

After filling the form


the appraiser fix a
date for Appraisal
Interview

Compensation
Given same
amount as basic
salary on two
chosen festivals
1. Eid-ul-Fitr
2. Eid-ul-Azha
3. Durga Puja
4. Christmas
5. Buddha
Purnima
.
Training
&

HSBC : Overview
Opened first Bangladesh branch in December 1996.
Network of 13 offices: 12 branches and 1 main office.
1230 employees.
Total asset : Tk. 6,458cr.
Total liabilities: Tk. 5,666cr.
Total ofshore balance: Tk. 3,024cr.

HR Practices of HSBC
Recruitmen SELECTION Training and
t
Development
CV
Submission
Application
Evaluation
Ability Tests
Capability
Based
Interviews
Reply Letters
Job Ofer

Face-to-face
interview
Group
exercise
Written case
study
Presentation
Role play

Others : HRIS, HPWS

Internal
Training
Programs
Seminars
Workshops
Locally tailor
made training
External
Training
Programs
Distance
Learning
RMT Program
European
training
program

BENEFITS
AND
REWARDS
Salaries
Performance
Bonus
Incentive
Schemes
Share save
Achievement
Shares

Robi : Overview
Incorporated on 15 November 1997.
Started its operation in Chittagong from 26th March
1998.
Joint venture between Axiata Group Berhad, Malaysia
and NTT DoCoMo, Japan.
1600 Employees.
27.553 million subscribers (Feb, 2016)
59 Customer care centers.

HR Practices of Robi
Recruitment

CV Submission
CV Evaluation
Ability Tests
Interviews
Medical Tests
Reference Check
Job Ofer

SELECTION
Preliminary
reception of
application
Short listing
Written test
Interview
Reference &
background
Check
Medical Fitness
assessment
Hiring Decision

Training and
Development
Internal Training
Programs
Seminars
Workshops
External
Training
Programs
Distance
Learning
Foreign training
8 trainings per
year (based on
individuals

BENEFITS
AND
REWARDS
Provident Fund
and Gratuity
Group Life
Insurance Policy
Hospitalization
Fund Policy
Transfer
Reimbursement
Wedding Loan
Long Service
Award
Mobile Handset
and Connection

S_CCESS
cannot be achieved without

Recruitment & Selection


From a clerk to a CEO
The main employment planning decision is to decide whether
the positions will be internally or externally filled
Factors that are needed to be forecasted:
based on the growth of the business and new project.
They scrutinize -

Projected turnover
Technological changes
Financial resources.
Management
activities

Decisions to improve the quality of their existing


products.
Changes in the technology and their adopting
procedures.

Employee Recruitment and


Selection process

Employee Testing and Selection


Types of Tests used in SBL
Subjective written test

Mean time

Background
Cognitive abilities
investigations
(general reasoning ability and tests of specific mental
&
abilities)

Personality and interest

Reference
Checks

Achievement tests
(to measure the efectiveness of learning process)
Management Assessment Center
Interview
The leaders group discussion
Management discussion
Individual presentations

1. Directive
2. Sequentia
l
3. Appraisal

Employee Training & Development


Major Training programs

OJT Training Types

Vocational Training

Coaching

On-The-Job Training (OJT)

Job Rotation

PowerPoint presentation
media
Help trainees able to
visualize their required
resources needed to
perform their future job.
Reduce the cost and
time needed to perform
the training
Make the training easily
understandable

Apprenticeship
Training

Programmed/Management
Learning
Presenting questions, facts,
or problem to the learner
Allowing the person to
respond
Providing feedback on the
accuracy of his or her

Other Trainings
provided in SBL
Computer Based
training

Efective Team
building

Training for Teamwork

For growing Team


leadership

Customer Service
Training

Efective group
work

Reduce
learning
time

It is
cost
efectiv
e

Instruction Provides
Increase
al
Mastery retention and
consistenc
of
motivation
y is present learning

Compensation & Benefits


Salary & Review
Wages on monthly basis
Conduct of periodic salary review once in a year.
(to ensure internal equitability and external competitiveness)
Evaluation of employee performance
(through current performance management process or the
annual appraisal practice)
SBL Grading Structure

M level= Managerial Level


E level = Executive Level
G level= Non Management Level

Compensational
packages like vacation
fare, property loan,
bank loan and the like.
The technicians,
engineers,
accountants, medical
expertise, researchers
and so on.

Benefits /Incentives
House Allowance
Conveyance Allowance
Medical Reimbursement for Self & Family
Group Insurance Coverage (from American Life Insurance
Company)
Provident Fund & Gratuity
Bonus (festival bonus, performance bonus)
Mobile Phone
Fitness club

Performance Appraisal
The rating evaluation and discussion - Private and Confidential.
SBL practices performance review program through Performance
Management Process.
All employees belong to M & E group (Up to E III Level) are considered
to be eligible under Performance Management Process.
Employee belongs to E IV and G Grade level is appraised by the
Annual Appraisal practice.

Graphic scale
rating
A scale that lists a
number of traits and a
range of performance
for each. The employee
is then rated by
identifying the score
that best describe his or
her level of performance

Methods of
Evaluation Management by
objectives
Involves

setting
specific measurable
goals
with
each
employee and then
periodically
reviewing
the
progress.

Performance Appraisal
Process

Recruiting and Selection


recruiting and selectingProcess
purpose,SINGERhas diferentiated

For
process into two individual segments:

the

1. Entry Level recruiting


process
2. Upper Level recruiting
process

Fig: Entry Level recruiting


process

Fig: Upper Level recruiting

GRADING
POLICY
company
are categorized

All employees of the


under one of
the six grade ranges. Based on this range, information about
their experience level, training level, and tenure in the job,
salary base, increment records, and any promotions achieved,
etc. can be found.
Management Salary Base (not
Grade
revealed,
Level
Number
assumed)
50-70

Entry Level

6,000 15,000. Increment


up to 30,000

70-80

Mid Level

20,000 30,000. Increment


up to 60,000

80-90

Higher mid level

40,000 50,000. Increment


up to 90,000

90-100

Top level

45,000 60,000. Increment


up to 1,20,000

Table: Example of Salary base

Training and
Development
Training Needs
Assessment

Training & Development


Process

C.P. Bangladesh : Overview

HR Practices of C.P. Bangladesh


Recruitment

SELECTION

Source of
Attracting
Applicants and
Collecting
Resumes

Preliminary Interview
Process

a) Internal Sources
i. Employee
Referrals
ii. Transfer and
Promotion
b) External sources
i. Online
Advertisement
ii. Job Fair
iii. Campus
recruitment
iv. CV Bank

Training and
Development

For workers:
On the job training
Of the job training
Workshop basis
training

For officials:
Seminar
Work shop
Orsala training
program
BTMC short course

1. Sort out Applicants


2. Preparing candidates
profile summary
3. Make Call List and
Informing Candidates
4. Written, Practical and viva For technical
Test
staff:
5. Selection & Final Call to
In plant
the Selected Candidates
On the job training

BENEFITS
AND
REWARDS
Financial
Salary
Bonus (yearly)
Allowance
Incentives
Insurance
Non-Financial
Accommodation
s
Death Insurance
Medical Facilities
Others
Extra allowance
Medical
Allowance
Free Bank
Account

Nestle
Banglades
h Limited

Company Profile
The world's largest food and beverage company
First commercial production in Bangladesh in 1994
Total investment 110 crore taka
Product Oferings
Food and beverage
Nutrition products

Operational Network
Organogram

Recruitment & Selection

Training & Development


Leadership Skills
Everyday Coaching for Leaders
Leadership Through 360 Degree
Feedback
Value Creation Workshop
Unlocking Personal Capability
Interpersonal & Networking
Skills
Competency Based Interviewing
Skills
Presentation Skills
Communication Skills
New Managers Workshop

Organizational Knowledge
Overview of Nestl
Leadership Framework
Nutrition Quotient
Introductory Training
Product Knowledge
Proud to be Nestl

Development
Challenging Responsibilities
International Assignment
Open Dialogue

Performance Appraisal

Promotion

Gender
Balance
d&
Diverse
Workforc
e

Compensation Management

Company
Profile
1949
1949
1949
1949
Pakistan
Pakistan
Tobacco
Tobacco
Company
Company

1965
1965
First
First Factory
Factory in
in
Fauzdarhat
Fauzdarhat

1972
1972
Second
Second Factory
Factory
in
in Mohakhali
Mohakhali

Bangladesh
Bangladesh
Tobacco
Tobacco
Company
Company
Limited
Limited

listed on the Dhaka and


Chittagong Stock Exchanges
1,500+ employees

1998
1998
British
British
American
American
Tobacco
Tobacco
Bangladesh
Bangladesh

Employment Principles
RESPONSIBILITY
Company Responsibilities

Fairness at Work
Dignity at Work
Restructuring
Against Exploitation

Employees Responsibilities
Standards of Business Conduct
Proper Use of Company
Systems
Performance Responsibility

Diversity
Openness &
Responsiveness
Internal Communications
Relationships and
Partnerships

Selection Process
Initial Screening
The screening of inquiries
The provision of screening interview

Comprehensive Interview
Last job
Career goals
Strength and weakness
Extracurricular activities
Team work preference

Assessment
Oral communication
Written communication
Sales ability
Analysis and judgment
Planning
Delegating
Initiative
Creativity
Conflict management
Organizational sensitivity
Tolerance for stress

Selection Process (cont.)


Background Investigation
No conditional job ofer*
Physical examination
Final employment decision*

Recommendations
Not Urgent
Attention towards job
security

Impo
rtant

Arrange more outdoor


employee engagement

Urgent
Establishing fair overtime
payment.
Developing day care for
children of employees

activities
Arrange membership

Not
impo
rtant

opportunities for its


management employees in
diferent clubs

Better competitive salary


package
Reduce office politics