Human Resources (HR) Plan of ARJ UN GAMES

General Information of ARJUN GAMES

Corporation Name: ARJUN GAMES Ltd.
Registered Address Insight Bhaban,
4
th
floor, Plot-72,Road-17, Block-C,
Banani C/A,Dhaka-1213
Banking Relation Prime bank Account No:
12111030012695
UCB, Account No: 1211103001264
Registration DH-8970/11
Trade License 119513
TIN Number 376-200-5987/Coys-10
VAT Number 2011399683
Export License 0094514
Basis Membership A165


HR Mission Vision, Goals and Objectives
Mission
We provide a positive HR service experience for applicants and employees and collaborate with
departments to recruit, develop, support, and retain diverse and talented employees who are the
key to ARJUN GAMEs reputation and success.
Vision
We deliver Human Resources programs and services with such quality and expertise that campus
departments gain a competitive advantage from our collaborative efforts to make ARJUN
GAME a great place to work.




Goals and Objectives
Goal One: Promote and enhance our competitive total rewards package to recruit and retain top
talent.

Objectives:
Create a total rewards message to educate HR partners, hiring managers, and recruits on
the total value of the ARJUN GAMES employment package
Work closely with management to reinforce the need for competitive compensation for
individuals ARJUN GAMES wishes to attract and retain
Fine tune benefits package within the ARJUN GAMES higher education restructuring
framework
Focus on RETIREMENT PLANNING and support for current and retired employees
Define a minimum level of employee educational benefit across all senior management
areas
Goal Two: Support the talent development of our employees through professional development,
CAREER development, and improved performance management.

Objectives:
INVEST in professional development programs to improve leadership capabilities, JOB
skills, and employee productivity
Develop comprehensive career management tools, job enrichment strategies, and
mentoring programs to help employees prepare for new opportunities
Provide organizational consulting services to all senior management areas to spur
improved organizational and individual performance
Goal Three: Promote the achievement of work-life balance and wellness in our employee
community.

Objectives:
Expand the use of flexible work arrangements through greater supervisory and employee
awareness about the potential benefits to employees and departments
Inform employees about the importance of education, awareness, self-care, and
behavioral change in improving wellness and productivity
Collaborate with individuals and departments, both on and off campus, to deliver a
broader range of wellness programs and services for improved physical and MENTAL
HEALTH
Assess the ongoing need for MORE child-care options based on analysis of local supply
and demand
Goal Four: Deliver services, programs, and communications which are highly valued by our
prospective employees, current employees, and retirees.

Objectives:
Target employee communications more effectively to meet employee information needs
Leverage technology to streamline HR service processes and improve access to employee
information
Define HRs customer service promise and assess and improve customer satisfaction to a
common standard through regular surveys
Develop HR scorecard for central HR and senior management areas as an overall
assessment and improvement tool
Plan new office location so that it provides a productive work environment for improved
service and program delivery
Goal Five: Foster a diverse and inclusive community with a positive work environment.

Objectives:
Develop a Building a Better Work Environment curriculum for supervisors
Conduct regular organizational climate assessments and collaborate with senior managers
to improve the work climate
Partner with the Office of Diversity and Inclusion, senior managers, and department
heads to promote and uphold our Principles of Community
Educate the campus community on the prevention of harassment and discrimination and
productive ways to resolve conflict
INSURE we promote our commitment to diversity and non-discrimination through our
actions and in our outreach and employee recruitment efforts
Assess and address reasons why talented people leave the ARJUN GAMES employee
community
Goal Six: Compete for top talent with effective recruitment strategies and efficient recruitment
processes.

Objectives:
Identify more proactive recruiting solutions for staff and administrative and professional
faculty positions
Build relationships with senior management areas by assigning them staffing specialists
and developing recruitment strategies focused on their recruitment priorities
Improve employee on boarding experience through three month check-up
Design and implement a central hiring procedures portal for managers to use when hiring
all job types
Provide search support for AP faculty searches upon request
HR PERSONNEL FUNCTI ONS


Recruitment process of ARJ UN GAMES

1. Pre-Recruitment Process

We will receipt of manpower requirement from various department heads.
Scrutinize them and take approval from concerned authorities if the post is
new.
We will prepare a recruitment budget and CTC for the employee and take
approval.
After we will select the appropriate Recruitment process.

2. Recruitment Process

At first we will prepare Advertisements etc for the recruitment.
Scrutinize and shortlist the applications received.
Send interview call letters/mails as required.
Conduct Interviews through panels.
Giving offer letters for selected candidates.
Administrative HR
Hiring, benefits,
payroll,
termination,
Functional HR
Recruiting,
staffing,
compensation,
employee
relation,
training, guiding
key employment
decision.
Strategic HR
Align People
Manangement
practice with
business
strategy,train
leaders, direct
HR functions
implementation,
legal complince

3. Joining Formalities:

After Administrating Joining formalities we will check Pre Employment
Reference
Preparing and entering new hire paperwork.
Coordinating to get Employee ID Cards.

4. Confirmation Formalities

Intimating the concerned HOD/Manager about the due dates for
confirmation.
Conducting Confirmation Appraisals.
Coordinating for Skill Gap Analysis.
Coordinating to set Quality Objectives for each job profile.
Ensuring updating of the existing Job Profiles.
Processing the Confirmation.






















Organogram of ARJUN GAMES

























Chief Executive
officer (CEO)

Accounts and
Finance
HR Department
Head of Network
installation and
configuration

Head of Software
Development

Head of
Consulting

Head of Training

Managing
Director
Sale and
Marketing
Chairman
Head of Customer
and Technical
Support

Database Management


1. Employee Personal File Maintenance:

Opening new file and Closing the Resigned employees File
Make sure all Employee files are maintained safely with care.
Make sure all personal records are available in the files.
Periodic Personal File Auditing.

2. Employee Data Base:

HR department will Keep Track of Knowledge Management Software.
Maintenance of HRIS.

Compliance

1. ISO Compliance:

HR Department of ARJUN GAMES will ensure all the updating of the ISO
documentation and HR Formats.
Learning and enforcing Standard Operating Procedures (SOP).
Facing the Internal and External Audits, accountable to enforce the
correctional actions

2. Statutory Compliance:

We will handle PF and ESI formalities and coordinating with other
departments.
Handling Apprentice Training, Submitting Periodic Returns to Board.
Submitting other returns to the labor Department as per Shops and
establishment Act.

Training and Development

Conducting Induction Training for new hires.
Training Need Analysis based on Skill Gap Analysis, Appraisal Feedback
and suggestions.
Coordinating External and Internal Training Programs.
Maintaining Training Records.
Analysis of Training Feedback.
1. Developing the leaders
Our company will do their does business in countries and regions around the world, ARJUN
GAMES recognizes the importance of cultivating leadership qualities, and aims of international
respect for different cultures and working environments. ARJUN GAMES will implement a
series of initiatives to bring the full potential of employees to meet and the next generation of
business leaders worldwide to promote.
Performance Appraisal

We will arrange an appraisal Form Prepared the new.
Educated employees about self-appraisal.
Provided inputs to HODs for Appraisals.
At last we will prepare Appraisal Letters.

Employee Relation

We will strictly follow of our code of conduct.
Also arrange formal and Informal counseling with employees.
Prepared Event Calendar of monthly recreation to motivate employees.
Handling Corporate Medical Insurance.
Processing required letters on employees request.

Extra benefits
Child care and nursing
ARJUN GAMES is offering special holiday savings plan for child care workers to be caring for
children and paid leave, which can be used in conjunction with parental leave and offers up to 20
days for employees who leave after birth.
Flexible work styles
ARJUN GAMES does not follow strictly the laws and customs of the countries and regions in
which it operates, but also provides working arrangements to help employees to achieve work-
life balance effectively.
Work-Life Balance
Looking at work is a much more diverse lifestyles and employees to fully express their skills to
keep up, ARJUN GAMES has created support systems and flexible work styles, including the
importance of the optimal work-life balance stress.















Code of Conduct
ARJ UN GAMES

Introduction:

Since its founding, ARJUN GAMES practices have been governed by integrity, honesty, fair
dealing and full compliance with all applicable laws. ARJUN GAMES employees have upheld and
lived this commitment in their every day responsibilities ever since, and ARJUN GAMEs
reputation remains one of the Companys most important assets. The ARJUN GAMES Corporate
Business Principles prescribe certain values and principles which ARJUN GAMES has committed
to worldwide. This Code of Business Conduct specifies and helps the continued implementation
of the Corporate Business Principles by establishing certain nonnegotiable minimum standards
of behavior in key areas. The nature of this Code is not meant to cover all possible situations
that may occur. It is designed to provide a frame of reference against which to measure any
activities. Employees should seek guidance when they are in doubt about the proper course of
action in a given situation, as it is the ultimate responsibility of each employee to do the right
thing, a responsibility that cannot be delegated.

Employees should always be guided by the following basic principles:

avoid any conduct that could damage or risk ARJUN GAMES or its reputation;
act legally and honestly;
put the Companys interests ahead of personal or other interests. For the purposes of this
Code, references to employees include employees, associates, officers and directors of
ARJUN GAMES and its subsidiaries.


Section: 1

Compliance with laws, rules and regulations

We respect the law at all times

ARJUN GAMES and its employees are bound by the law. Compliance with all applicable laws and
regulations must never be compromised. Additionally, employees shall adhere to internal rules
and regulations as they apply in a given situation. Those internal rules are specific to the
Company and may go beyond what is required by the law.

Section: 2

Conflicts of Interest

We will always act in the best interests of ARJUN GAMES

A Conflict of Interest occurs when personal interests of an employee or the interests of a third
party compete with the interests of ARJUN GAMES. In such a situation, it can be difficult for the
employee to act fully in the best interests of ARJUN GAMES Employees shall avoid Conflicts of
Interest whenever possible. If a Conflict of Interest situation has occurred or if an employee
faces a situation that may involve or lead to a Conflict of Interest, the employee shall disclose it
to his or her Line Manager and/or the HR or the Legal or Compliance Function to resolve the
situation in a fair and transparent manner.

Section: 3

Families and Relatives

Our hiring and people development decisions will be fair and objective

Immediate family members and partners of employees may be hired as employees or
consultants only if the appointment is based on qualifications, performance, skills and
experience and provided that there is no direct or indirect reporting relationship between the
employee and his or her relative or partner.

These principles of fair employment will apply to all aspects of the employment, including
compensation, promotions and transfers, as well as in case that the relationship develops after
the respective employee has joined the Company. Provided that they are equally suited as
other candidates, priority may be given to children of ARJUN GAMES employees with respect to
internships, training periods, employment during holidays and similar short-term assignments.





Section: 4

Corporate opportunities

We are committed to advance ARJUN GAMES business

Employees shall not compete with the Company. Nor shall they take personal advantage of
business opportunities that they discover during the course of their employment, unless the
Company expressly waives its interest in pursuing such opportunity. If employees want to
pursue business opportunities that might be of interest to the Company, they shall inform their
Line Manager who will seek a management decision as to whether or not the Company wants
to pursue the opportunity. Even if the Company decides against pursuing the opportunity, the
employee may seize the opportunity on his or her own behalf only if it is clear that doing so will
not result in direct or indirect competition with the Companys operations.

Section: 5


Insider trading

We respect and follow the Insider Trading Rules when buying or selling ARJUN GAMES
securities

ARJUN GAMES prohibits the purchase and sale of ARJUN GAMES shares or securities on the
basis of potentially share price relevant information which is not yet public. Non-compliance
may not only entail disciplinary sanctions, but also result in criminal charges. When in doubt
regarding the interpretation or applicability of ARJUN GAMES insider trading rules, employees
shall consult with the Legal or Compliance Function.


Section: 6

Antitrust and fair dealing

We believe in the importance of free competition

ARJUN GAMES is prepared to compete successfully in todays business environment and will
always do so in full compliance with all applicable antitrust, competition and fair dealing laws.
Therefore, employees must at all times adhere to the following rules:

Commercial policy and prices will be set independently and will never be agreed, formally or
informally, with competitors or other non-related parties, whether directly or indirectly;

Customers, territories or product markets will never be allocated between ARJUN GAMES and
its competitors but will always be the result of fair competition;

Customers and suppliers will be dealt with fairly.

All employees, but especially those who are involved in marketing, sales and purchasing, or
who are in regular contact with competitors, have a responsibility to ensure that they are
familiar with applicable competition laws. When in doubt, the Legal Function should be
contacted in order to provide competition law advice and training.

Section: 7

Confidential information

We value and protect our confidential information and we respect the confidential
information of others

Confidential information consists of any information that is not or not yet public information. It
includes trade secrets, business, marketing and service plans, consumer insights, engineering
and manufacturing ideas, product recipes, designs, databases, records, salary information and
any non-published financial or other data. ARJUN GAMES continued success depends on the
use of its confidential information and its nondisclosure to third parties. Unless required by law
or authorized by their management, employees shall not disclose confidential information or
allow such disclosure. This obligation continues beyond the termination of employment.
Furthermore, employees must use best efforts to avoid unintentional disclosure by applying
special care when storing or transmitting confidential information. ARJUN GAMES respects that
third parties have a similar interest in protecting their confidential information. In case those
third parties, such as joint venture partners, suppliers or customers, share with ARJUN GAMES
confidential information, such information shall be treated with the same care as if it was
ARJUN GAMES confidential information. In that same spirit, employees shall protect
confidential information that they have obtained in the course of their prior employment.







Section: 8

Fraud, protection of company assets, accounting

We insist on honesty and we respect the Companys assets and property

Employees must never engage in fraudulent or any other dishonest conduct involving the
property or assets or the financial reporting and accounting of ARJUN GAMES or any third
party. This may not only entail disciplinary sanctions but also result in criminal charges. ARJUN
GAMES financial records are the basis for managing the Companys business and fulfilling its
obligations to various stakeholders. Therefore, any financial record must be accurate and in line
with ARJUN GAMES accounting standards.

Employees shall safeguard and make only proper and efficient use of ARJUN GAMES property.
All employees shall seek to protect ARJUN GAMES property from loss, damage, misuse, theft,
fraud, embezzlement and destruction. These obligations cover both tangible and intangible
assets, including trademarks, know-how, confidential or proprietary information and
information systems. To the extent permitted under applicable law, the Company reserves the
right to monitor and inspect how its assets are used by employees, including inspection of all e-
mail, data and files kept on Company network terminals.

Section: 9

Bribery and corruption

We condemn any form of bribery and corruption

Employees must never, directly or through intermediaries, offer or promise any personal or
improper financial or other advantage in order to obtain or retain a business or other
advantage from a third party, whether public or private. Nor must they accept any such
advantage in return for any preferential treatment of a third party. Moreover, employees must
refrain from any activity or behavior that could give rise to the appearance or suspicion of such
conduct or the attempt thereof. Employees should be aware that the offering or giving of
improper benefits in order to influence the decision of the recipient, even if he or she is not a
government official, may not only entail disciplinary sanctions but also result in criminal
charges. Improper benefits may consist of anything of value for the recipient, including
employment or consultancy contracts for closely related parties. Employees must be aware that
election laws in many jurisdictions generally prohibit political contributions by corporations to
political parties or candidates. ARJUN GAMES has adopted a policy not to make such
contributions except for the parent company in its country of origin. Any such contributions and
any deviations from such policy must be approved by the CEO and the Chairman.

Section: 10

Gifts, meals, entertainment

We compete and do business based only on quality and competence

Employees shall not be influenced by receiving favors nor shall they try to improperly influence
others by providing favors. Employees may only offer or accept reasonable meals and symbolic
gifts which are appropriate under the circumstances, and they shall not accept or offer gifts,
meals, or entertainment if such behavior could create the impression of improperly influencing
the respective business relationship. When assessing the situation in light of the above,
employees shall consult the policy applicable in their Market. If no such policy is available, they
shall apply the most restrictive local practice in order to avoid even the appearance of improper
dealings. When in doubt, the employee shall seek guidance from his or her Line Manager or the
Legal or Compliance Function. No employee shall offer to or accept from any third party gifts
taking the form of any of the following, whatever the value involved:

Money
Loans
Kickbacks
Similar monetary advantages.


Section: 11

Discrimination and harassment

We embrace diversity and respect the personal dignity of our fellow employees

ARJUN GAMES respects the personal dignity, privacy and personal rights of every employee and
is committed to maintaining a workplace free from discrimination and harassment. Therefore,
employees must not discriminate on the basis of origin, nationality, religion, race, gender, age
or sexual orientation, or engage in any kind of verbal or physical harassment based on any of
the above or any other reason.

Employees who feel that their workplace does not comply with the above principles are
encouraged to raise their concerns with the HR Department.


Section: 12

Failure to comply

We will consult the Code, comply with its provisions and seek guidance where needed

It is each employees responsibility to ensure full compliance with all provisions of this Code
and to seek guidance where necessary from their Line Manager, or from the HR or the Legal or
Compliance Function. To do the right thing and to ensure the highest standards of integrity is
each employees personal responsibility that cannot be delegated. When in doubt, employees
should always be guided by the basic principles stated in the introduction to this Code. Any
failure to comply with this Code may result in disciplinary action, including the possibility of
dismissal and, if warranted, legal proceedings or criminal sanctions.

Section: 13

Reporting illegal or non-compliant conduct

We take responsibility for ensuring that we all act with integrity in all situations

Employees shall report any practices or actions believed to be inappropriate under this Code or
even illegal to their Line Managers or the appropriate members of the HR or the Legal or
Compliance function. If it is appropriate, in view of the nature of the reported matter, reports
of violations may be made directly to higher levels including the Groups Chief Executive Officer
and/ or Chief Compliance Officer. Where appropriate, complaints may be made on a
confidential basis or through employee Hotlines. All complaints shall be properly investigated.
ARJUN GAMES prohibits retaliation against any employee for such reports made in good faith,
while it also protects the rights of the incriminated person.


2014, ARJUN GAMES
Concept and design: ARJUN GAMES,
Corporate Identity & Design, HR TEAM