hrm practices in a furniture manufacturing company in bangladesh (a case study)

Welcome to the Case Study

Presentation Prepared by:Engr. Abdun NoorHermitage of Management & Standardswww.hmsuniversal.com

http://www.hmsuniversal.com/

Attention for the viewer This case study was conducted in a furniture

manufacturing company in Bangladesh. Due to confidentiality and business strategy,

name of the organization has been erased from the presentation.

Anyone may use this presentation for learning purpose or for further study without formal permission of the author.

Hermitage of Management & Standards, www.hmsuniversal.com


Title of the CASE STUDYHuman Resource

Management Practices at______ Furniture Limited



About _____Furniture Limited One of the leading furniture manufacturer in

Bangladesh Location of the factory:

___________. Total manpower:

485 (on 20 December 2016)



Objectives of the StudyMajor Objective: To examine and analyze the human resource

management practices at _____ Furniture Ltd.Specific Objectives: To study the human resource planning process. To study the recruitment and selection process. To study the training and development process. To study the job evaluation and performance

appraisal process. To study the employee relation within the

organization and Grievance Handling process.

MethodologySampling: Data was collected through structured

questionnaire, organization visit and personal interview.

Sample size for this study was 100 for data collection.

Random Sampling Method was used for selecting respondents for this study.

With approval of top management, respondents were selected in such a way that, it covers all of the departments and functions of the organization.

Selection of intervieweeTo

p M

anag

emen

t

HR

& a

dmin

Com

plia

nce

Acc

ount

s

Sec

urity IT

Sal

es &

Mar

ketin

g

Pla

nnin

g &

dev

el-

opm

ent

Mac

hine

sec

tion

Car

pent

ry &

As-

sem

blin

g Lacq

uer

Uph

olst

ery

Pac

kagi

ng, f

inis

hing

&

qual

ity

Dis

tribu

tion

& d

eliv

ery0

20

40

60

80

100

120

140

160

510

510

5 5

130

8

50

65

150

12 1020

26

2 3 1 1

14

310 12

30

4 5 7

No. of Total Employees No. of interviewee



Percentage of respondents Department/ function Name Percentage of respondent from the

employees from different functionsTop Management 40%HR & admin 60%Compliance 40%Accounts 30%Security 20%IT 20%Sales & Marketing 11%Planning & development 38%Machine section 20%Carpentry & Assembling 18%Lacquer 20%Upholstery 33%Packaging, finishing & quality 50%Distribution & delivery 35%

About the Questionnaire Total 41 Questions Response parameters were

Strongly Agree Agree Undecided Disagree Strongly Disagree



About the Questionnaire

15%

17%

20%17%

17%

15%

Segmentations of the Questions

Planning of HR (6)

Recruitment & Selection (7)

Training & Development (8)

Job Evaluation & Perf. (7)

Grievance Handling (7)

Employee Relation (6)

Total 41

Findings of the Study Planning of HRM in the light of modern HRM: (6 Questions)

6%

11%

39%25%

19%

Response of the Interviewees

Strongly Agree

Agree

Undecided

Disagree

Strongly Disagree



Findings of the Study Recruitment & Selection in the light of modern HRM: (7

Questions)

30%

30%

17%

15%

9%


Strongly Agree

Agree

Undecided

Disagree

Strongly Disagree



Findings of the Study Training & Development in the light of modern HRM: (8

Questions)

15%

19%

32%

19%

14%


Strongly Agree

Agree

Undecided

Disagree

Strongly Disagree



Findings of the Study Job evaluation & performance appraisal in the light of modern

HRM: (7 Questions)

19%

26%

18%

17%

20%


Strongly Agree

Agree

Undecided

Disagree

Strongly Disagree



Findings of the Study Grievance Handling in the light of modern HRM: (7 Questions)

22%

29%24%

14%

11%


Strongly Agree

Agree

Undecided

Disagree

Strongly Disagree



Summary of the Findings: The organization has well defined vision, mission

and objectives, but employees are not aware due to lack of proper communication.

There is no well defined succession plan for ensuring the right people at right places for the tentative vacancies.

Although 74% of the employees believe that, at recruitment and selection, candidates are selected based on the merit, yet about 26% have argument about exitance of the practice of nepotism.Hermitage of Management & Standards, www.hmsuniversal.com


Summary of the Findings: There is almost no practice of Induction Training of

the employees, especially for the employees directly involved with the production.

Although training need assessment is conducted only for the few people of the managerial level, there is no effect of TNA while planning and designing training programs.

Trainings are conducted (in a very limited number) based on the random decision of the top management. There is no structure method of designing, developing and conducting training programs.

Summary of the Findings: There is no culture of evaluating the effectiveness

of the training programs after conducting the trainings.

The organization has no well defined performance appraisal system (frequency, method etc.).

During performance appraisal, only the immediate supervisor provides feedback and top management finalize decision. There is no option for the subordinates or parallel colleagues. Hermitage of Management & Standards, www.hmsuniversal.com


Summary of the Findings: There have no procedure for grievance handling,

even the employees have no option to place their complaints.

Management never cares about the satisfaction of the employees. There is no record of employee satisfaction survey till it’s inception.

Only 27% of the employees would like to continue their career in this organization for long run.



Summary of the Findings:

Few of the good practices at this organization: All sort of payments (wages, over times,

allowances etc.) are paid on time (85% agreed). About 65% employees believe that, payments at

this organization are reasonable compared to similar works.

Although, no structured performance appraisal system found, 75% of the employees believe in the culture of the “Good performers to get promoted first” .Hermitage of Management & Standards, www.hmsuniversal.com



Few of the good practices at this organization: 86% of the employees think this organization as a

recommendable place to work. 59% of the employees have the confidence at the

growth potential of this organization. 58% of the employees have the confidence on

their subordinates to perform sincerely even at the absence of the supervisor.




Few of the good practices at this organization: 76% of the employees would like to help new

employees, even when not asked to do. 78% of the employees would like to staying at

work till late, when required (although, subject to over time).

Whenever need arises, 74% of the employees would like to stand up to protect the reputation of the organization.



Recommendations: Vision, mission & objectives should be

communicated throughout the organizations at all levels of the employees.

Placement of right people at right place should be ensured, nepotism should be restricted at recruitment & selection.

Culture of Induction training should be initiated for the newly recruited employees.

Training needs of the employees should be assessed on the basis of their performance.Hermitage of Management & Standards, www.hmsuniversal.com


Recommendations: Practice of evaluation of the effectiveness of the

training should be initiated Performance appraisal should be conducted at

regular interval. 360° performance appraisal system may be initiated. Whatever, performance appraisal method should be communicated to all of the employees.

Structured succession plan should be developed for the tentative vacancies, especially for the technical and key positions.Hermitage of Management & Standards, www.hmsuniversal.com


Recommendations: Practice of employee satisfaction survey should

be initiated at annual interval. Organization should emphasis on the complaints

of the employees. A structured grievance handling procedure should be developed.

Scope should be created for the employees and they should be encouraged to participate at the respective workshops, seminars etc.



Limitations of This Study: The findings and results are only limited to _____

Furniture Limited. Any portion of this study doesn’t represent the overall condition of the Furniture Industry of Bangladesh.

The questionnaire was lengthy, containing 41 questions. Employees are always busy with their own tasks, so they had little opportunity for providing information.

In some cases, functional heads did not co-operate to get direct interview of the workers.Hermitage of Management & Standards, www.hmsuniversal.com


Limitations of This Study: Although there was no prohibition of any

identification, in most of the cases, employees seemed not to open mind to answer about the questions, So there is a chance of biasness of the findings of this study.

Although Labour Law is an important part of HRM for an organizations, in this study there was no provision to justify the practice of Labour Law at the selected organization.



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hrm practices in a furniture manufacturing company in bangladesh (a case study)

Recruiting & HR