pran rfl group hr practice
TRANSCRIPT
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“Do you know which company in Banladesh right now can
be treated as a Multi National Company
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?
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“PRAN RFL Group
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HRM Practice
in PRAN RFL
Group
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Abstruct
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Pran-RFL is the pioneer in Bangladesh to be involved in contract farming and procures raw material directly from the farmers and processes through state of the art machinery at their several factories into hygienically packed food and drinks products. The brand PRAN has established itself in every category of food and beverage industry and can boost a product range from Juices, Carbonated Drinks, Confectionery, Snacks, and Spices to even Dairy products.
RFL Plastics is dealing with different types of plastic products in different categories such as house ware, plastic furniture, industrial ware & garments accessories. The Company has been expanding its product lines day-by-day & achieving diversified product range in the plastic sector.
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Company Profile
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Pran started its journey on 1981RFL started its journey on 1992Founder of PRAN RFL Group in Major Gen. (Retd.) Amjad Khan Chowdhury
Pran is the largest food & beverage company in Bangladesh
RFL is the market leader in cast iron, pvc & plastics
Pran has 30,000 employeesRFL has over 12,000 Combined revenue of BDT 123.2 billion (2012)
Note registered as a plc
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Objective of the Study
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Recruitment &
Selection Process
Training Process
Performance
Appraisal
Compensation
System
Department
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Limitations of the Study
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Shortage of time. Can’t go to field to
collect data. Lack of enough
information in online
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HRM Practice
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An organization success depends on its human resources. No matter how much an organization invests on other assets, if its human resource does not have the competence then the organization will be unsuccessful.
Even when deciding on which fixed assets to invest, any organization goes through many industries.
Therefore, when it comes to human resource it has to be even more careful. Pran- RFL group also consider their employees as their best asset.
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Functions of HRD
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• Recruitment Process Policy & Procedure• Conformation Policy & Procedure• Human Resource Development
• Career Planning• Job Description
Preparation• Maintaining
Turnover• Conducting Appraisal at the End of Each Year
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HRM Departments in PRAN RFL Group
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Recruitment & Selection
SectionTraining SectionPerformance
Appraisal SectionCompensatio
n SectionMIS Section
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Source of Recruitment
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Need Assessmen
t
Defining the Position
Description
Checking the Recruitment
Options
Advertisement
Screening & Shot-Listing Applications
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Source of Recruitment
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Internal Sources
External Sources
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Selection Process
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Selection Process
Screening & Short-listing Applications
Written test & Interview
Reference Checking
Employment Decision
Offer the Role
Verbal & Written
Letter Offer
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Training & Development
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Assessing the Training Need of the Group
Developing Training Strategy
Preparing Lesson Plan & Module
Arranging Training in All Areas
Conducting Training Classes
Obtaining Training Feedback & the Result
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Types of Training Method
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On the Job Training Method
Off the Job Training Method
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Performance Appraisal Functions
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Conducting the evaluation process twice in a year.
Performance appraisal are results-oriented
Objectives are established jointly by the supervisor and subordinate.
MBO (Management by Objective) method process for evaluating the performance of their employees by managers and sub-ordinate;
Create a file for each employee Records employee performance
development and improvement Set a list of criteria by which
they evaluate employee’s performance
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Performance Appraisal Functions
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To discuss planning and goals
Begin preparing the performance appraisal document
Collect Performance information
Review the assessments of evaluation
Making plan to begin the next performance period
Communicating performance standards for the upcoming performance period
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Human ResourceMIS
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Gather and store current and exact data and information regarding employee and the organization.
Maintaining and updating of employee database
Maintain employee related different statistics any other work which requires updating employee data HR-MIS helps for job analysis
HR demand and supply forecast, measure employee performance appraisal.
HR MIS involves with these factors-
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Compensation System
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Direct Compensatio
n
Indirect CompensationSalary
WageSavingsPiece RateCommission
Life InsurancePension
Sick LeaveFree MealsVacatio
n
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Components of Compensation System
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Job Descriptio
n
Job Analysis
Job Evaluation
Payment System
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Compensation Planning Process
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Developing a Program Outline.
Designing the Compensation Program
Conducting a Job Analysis of All Positions
Evaluating Jobs
Determining Grades
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Compensation Planning Process
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Establishing Grade Pricing and Salary Range
Determining an Appropriate Salary Structure
Communicating the Final Program to Employees and Managers
Monitoring the Program
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Conclusion
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Proper utilization of asset it the main objective of an organization and to utilize this assets, an organization needs expert employees. Human resource are the most unique and complex part of an organization and PRAN and RFL establish that standard model.
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Do you have any questions