TERM PAPER

Human Resource Planning

Course: HRM 360, Section: 01
Semester:Spring - 2021

Submitted to:
Quazi Tafsirul Islam
Department of Management

School of Business &Economics

North South University

Submitted by:
Name ID
 Date of submission: MAY 22, 2021

Introduction:

A person’s safety is a crucial aspect of one’s life and ensuring that safety is quite
critical. Given the global warming increasing day by day fueling natural disasters like
earthquake, floods, tsunami etc can be frightening. And in time like this a good
building or structure that is able to withstand at least the minor aspects of some of
these natural disasters can be of a great deal. Grameen cement’s goal is to earn the
trust of its consumers by producing the most safe and substantial quality of cement
with adequate standards being maintained. Grameen cement intents to continuously
enhance their cement to improve it in every possible way as we do not compromise
with our consumer’s safety.

 Vision: to make contribution to our country by providing great standard of

product through contemporary technology and innovative methods to create a
concrete foundation for the upcoming generation.

 Mission: as Grameen cement is a contemporary cement company it is our

mission to fulfill needs of our consumers through novel technology and
innovative solutions and we aim to dominate the market industry.

Our mission statement comprises of:-

I. Setting up the organization with good quality assets like machinery and
human capital.
II. Developing and implementing appropriate actions in every dimension of
operation.
 III. Putting great emphasis on each and every individual’s performance and
ensure they are able to take responsibility and are dedicated towards the
company.

 Value: Grameen cement embraces three main values

I. Consumer safety is our top priority, in no regard we are willing to
compromise with consumer safety.
II. We tend to emphasize greatly on human capital development as we
believe our employees will grow out to be our assets
III. Overall company performance and individual employee performance is
crucial for our business to maintain as we are focused in improving
product and attaining higher targets.

Training and Development Programs and Services:

Career Planning:

It is a process through which an individual picks their career target and the route to it.
The HR departments main aim is to help the employees coordinate with their personal
goals and the opportunities provided by their respective organization. Grameen
cement’s career management officials do not just concentrate solely on career growth
opportunities but they also tend to focus on places which can generate psychological
success instead of just vertical growth as our management has a rational way of
thinking; often times there are insufficient high level positions to make upward move
for such a huge number of employees.

Grameen cements career planning process:-

I. Recognizing employee needs and desire: Logically speaking most of us do
not possess a realistic view of our career. Grameen cement’s HR department
 strives to help employees by providing appropriate information to assist them
in deciding what job fits them the best. This will be done by taking individuals
competencies like qualification, experience and skills they possess into
consideration. Later tests like psychological testing will be conducted to
produce a clear image of what steps to be taken to create ones career within
our organization.

II. Examining career opportunities: Career path represents the possibilities of

an individual career clearly and Grameen cement presents its employees with
the career path of each and every job. This entails the number of positions an
employee can possibly hold depending on their competency and performance.

III. Aligning needs and opportunities: aligning the individual needs is a crucial
process and it is handled firstly by addressing individual’s potential and then
approach for their career development. Our company tends to interpret
employee potential through performance appraisal and this helps distinguish
between employees who require more training and the ones who are able to
take on more responsibility. After these are conducted in order to enhance
employees skills, knowledge and capabilities development tools eg. Important
assignments, job rotation, coaching, job enrichment etc. are implemented.

IV. Action plan: The process of coordination should unleash gaps and these gaps
need to be amalgamated with employee career development and
organizational effort. These steps will show employees in which direction they
are going, what changes can be expected to occur and the skills required in
order to tackle upcoming challenges.

Grameen cement always wants to retain and attract high talent employees and
therefore we take career planning seriously.
Training Needs Assessment:

Training needs assessment determines:

 If training is required
 Identifies the causes of performance deterioration
 The content of training
 Desired outcomes expected from the training program
 Appropriate tools or measures to evaluate training

Steps to training needs assessment:

I. Identify the problem: the problem is usually identified when organization as
a whole is not performing up to the mark. In this step we figure out the cause
of the problem, provide a gap analysis between current training and overall
employee performance.

II. Design of training assessment: in this step we determine the methods most
appropriate to solve the problem and analyze the merits and demerits of the
selected methods.

III. Gathering data: is done through conducting survey questionnaire, interviews

on the employees and help analyze the various aspect of the cause, here we
also observe employee performance and review documents.

IV. Data analysis and recommendation: in the fourth step we analyze data both
in terms of qualitative and quantitative means and the best suited methods for
Grameen cement is recommended.

Training Plan:
 I. Assessing business needs: Through the training needs assessment the gaps
between current training methods and employee performance and capabilities
are identified. In this step these gaps are analyzed and objective of the training
is set aligning with organizational goals.

II. Training design: The design will contain the employees who are eligible for
training and who need it, in which manner the program shall be delivered,
determining the costs associated with it and the time needed for the training to
be conducted.

III. Training development and delivery: in the development process the methods
of the training is decided with budget, number of participants and the type of
training in consideration and actually putting the developed program into
action to attain our organization’s strategic objective.

IV. Training Evaluation: Last but not the least this is when the training outcomes
are analyzed and are compared with the benchmark set by Grameen cement to
ensure whether the program conducted benefited the company in any possible
way. If so, was the training able to achieve the targets Grameen cement
wanted to attain through this program, in simple words this process assess
whether the program was effective compared to the time, effort and resources
used for the program.

Methods of Training:

There are various methods in order to deliver training depending on the situation and
type of the program, sometimes a single method is sufficient and sometime the
combination of two or three methods do the trick.
Some of the methods are:-

 Classroom based training: it is the most traditional way to conduct a training

which is usually conducted by a qualified instructor. The training usually takes
place in a physical classroom type atmosphere where a number of selected
employees are provided with audio visual lectures, activities, information
regarding the subject. This one of the most effective method as it helps attain
large number of information to be in a short period of time.

 Interactive Training: this method is conducted through scenarios, role

playing, games etc. This encourages active learning as the new skills learnt
can be put to test through realistic job scenarios; this method helps trainees
engage and retain knowledge over the subject.

 On the Job Training (OJT): this is a hands on method that is used specially
for newly recruited employees, here the employees are taught the skills and
provided with information to perform the tasks required on their job role.
Employees learn in an environment where they will eventually be working and
practice with real activities.

 E-learning: also known as online training, given the covid-19 pandemic most
businesses operating via online means is one of the best solutions for any
business who wish to conduct training. This includes e-learning courses,
webminar, audio visual representation and the opportunity to learn from one of
the best instructors. Online learning can be customized according to
employees need and time schedule and it is cost effective as well.

 Mentoring and apprenticeship: this training method is when a skilled expert

or an experienced worker educates and passes down their knowledge over a
less experienced employee to help them develop skills. This would help when
Grameen cement will prepare its potential employees for higher positions.
Training Budget:

The sole purpose for training is to develop the skills and competencies of employees
which will benefit them and business in the future. Training can be a huge a project
and when delivering training sometimes we can overspend and eventually hamper
business operations. Therefore it is mandatory to prepare a separate budget solely for
training and development.
BDT 500,000/= have been allocated by Grameen Cement for training methods like
Interactive and Classroom based training as these can be expensive because it
involves hiring separate venue, costly outsourced highly skilled instructors, adds
travel cost as well as catering costs.
BDT 300,000/= have been allocated to methods like E-learning, Mentoring &
Apprenticeship and OJT (On the Job Training) is comparatively less expensive as
it involves experienced employees to teach the junior ones, through e-learning
employees are able to learn from home as well, eliminates venue, travel and
outsourced instructors costs.

Performance Management Program:

Appraisal process also known as employee appraisal is basically where a company

reviews the overall performance of an individual and how they have contributed to the
company to attain company objectives. Grameen cement tends to conduct this
procedure annually and the company’s HR head is in charge of this procedure.

Appraisal tools used in Grameen cement:-

 Management by Objectives (MBO): it is a strategic procedure used
by our company where both the managers and employees from
different department together set their objectives they want to attain
 over a time-span. This method strongly focuses on concrete goals to be
attained. Annually the employees are evaluated by their results where a
positive result is rewarded and if not then employees are sent for
further training.

 360 degree feedback: it is a performance appraisal process where our

employee performance feedback is taken from different sources like
managers, co-workers, subordinates, customers and direct report. This
procedure can be used on any employee at any level, this method helps
gather an individual’s true performance.

 Assessment center: In this method our employees would participate in

activities like decision making, role playing, informal discussions and
even playing sports. This method reveals ones true personality and is
ideal for manufacturing organizations like Grameen cement.

 Behaviorally Anchored Rating Scales (BARS): this method produces

both qualitative and quantitative data, gives scale points ranging from
five to nine and sets a benchmark of good performance, moderate
performance and poor performance. BARS help improve feedback as it
provides continuous evaluation of employee, it eliminates irrelevant
ratings and ensure fair appraisal procedure. BARS can be used on all
levels of employees and is suited for any type of business.
Business Model

Grameen Cement
Key Key Value Customer Customer
Partners Activities Proposition Relationship Segmentation
Calcium, Silica,  Producing  Providing world  Providing 24/7  Trade
cements class cements customer care customers( retailers,
Alumina, clay,
 Raw materials service. dealers, sub dealers,
iron in one word imported from  Taking immediate whole sellers)
raw materials best suppliers in actions if any  Individual home
suppliers the world complain comes builders
 Fly ash free about the  Real estate
Chemical cement products companies
importer  Very good  Reward policy  Big infrastructure
3PL agencies packaging based on contractors
 Cost effective purchase quantity  ‘small project
Security guard
 Guaranteed on contractors
providing time delivery by
agencies our own
International transportation
 Referral discount
shipping lines  No advance
payment policy in
pre order
 Different CSR
policy such as tree
planting and so
many.
 Sponsoring

Key Sources Channels

 Experienced &  Digital marketing
expert engineer  TVC
in the production  Print media
plants  Billboard ads.
 World class  Poster ads
machineries  Leaflet
 Dedicated factory  Sponsorship
workers

Cost Structure Revenue Stream

  Rent & utility expense  Transactional stream: onetime payment system means
 salary customers will pay onetime for every purchasing.
 Maintenance cost


If I discuss about the business model canvas shortly, our key partners are raw material suppliers,
though we are using our own transportation but based on demand we need to take help from third
party logistic also, for the security purpose we take help for G4S and other security proving agencies.
Our key activity is producing cement. We are providing world class quality cement in cheaper rate and
our packaging is also good, and I think this will add more value. We will provide 24/7 customer care
service for any type of queries. We take immediate actions if any complaint arises. For good
relationship we are committed to delivery products on time. If we look at our segmentation, we
segmented our customers in different segments, trade customers like dealers, retailers then
individual home builders, real estate companies.

Industry Analysis

PESTLE Analysis

Political: political stability is very important for any type of business. Without political stability it’s
very hard to earn profit. In Bangladesh, right now, political condition is very stable. So I think this is
the very perfect time for doing business smoothly.
Economy: economic status of a nation is also an important driver for setting a business and as our
business is a cement company so economic situation also an important issue. Right now, number of
infrastructures are increasing day by day, people right now become very stable economically. They
are now focus to build a house. Not only this, there are many mega projects are running. It’s clearly
indicating that, economy is now in a good condition. It means economic growth is good so it will be a
good thing for stabling a business.
Social: right now social condition is good in Bangladesh. Almost 68% people are belonging in 16-64
years group and for that their mentality is bit modern, they are now focus in modern infrastructure.
And for building infrastructure cement is the most essential thing.
Technology: technologically Bangladesh right now is very developed. For technological improvement
our country is in a good position around the world and for producing good quality cements
technology is the most needed thing.
Legal: Right now for doing a business our, laws and regulations are very friendly. There is no tough
legal conditions for doing a business on the other hand, our legal institutions always focus to make a
good business environment.
Environment: in Bangladesh, business environment is very much competitive but friendly. Each
competitor is very much committed to maintain a good relationship with other competitors. They
always try to avoid conflicts.
So after analyzing everything, we can say it a good place for starting a new cement company.

SWOT Analysis:

Internal Factors
Strength:
 High quality and expert workforce with huge knowledge about cement industry
 High salary figure
 World class machineries
 Renowned managing board
 Big production plant
 Friendly working environment

Weakness:
 Very new in the market
 High maintenance cost
 New production workers

External Factors
Opportunity:
 Lots of new mega projects
 Less competitors
 Well stablished market
 Threats:
 Few giant competitors like Bashundhara, Crown
 Gradually increasing the price of the raw materials.
 Current Covid Situation

Human Resource Planning

This would be the way of determining the organization's potential human resource
needs and deciding how well the organization's current human resource resources can
be used to meet those requirements. Human Resource Management Department are
unquestionably the most critical aspect of an organization's operation. This term
'human resource' refers to the prospects, talents, abilities, skills and capabilities that
can be built in a work framework by ongoing engagement. It should be the Human
Resource Planning function that assists our effective management system in meeting
the organization's future human resource demand by providing the right people in the
value for future at the appropriate time and location. Furthermore, management only
can begin the hiring process after a thorough review of the HR criteria has been
completed. As a result, it is important for our company to take action to ensure that these tools are
used effectively. Successful human resource planning is critical at different stages of an organization's
growth. At all stages of this process, including the staffing techniques, it is critical to match the

requirements of the job with the employee. Human Resource Planning is therefore critical to
motivating the employees and priorities. Indeed, with the inclusion of plans and long-
term organizational goals in human resource planning modern days, Human Resource
has evolved into Strategic Human Resource Planning. Individual experiences,
interconnections, and actions carried out all lead to the growth of human potential in
some way. Our organizational effectiveness, growth, and economic development are
all highly dependent on the efficient use of human resources.
Orientation of the New Employee

The process of welcoming new employees to their employers, co-workers, and the
community is known as new employee orientation. Our organization orientation program
divided into four parts and this will help new employee in several ways;

Introducing Organization
Administrative Policies
support overview

Office tours
Introducing
and
Configuration
introductions
of
with others
workstation
employees

 Explain standard procedures, such as how to enter and exit the building, how to
order, how to demand time off.
 Explain the terms of the employment agreement and have new recruits sign these
forms. Non-disclosure agreements, non-compete agreements, confidentiality
agreements, and employee invention agreements are examples of these.
 Regular communication with peers and doable from other departments for new
hires, and show new employees the organization's conference rooms and
demonstrate how to reserve them.
 Describe about using power tools and give an overview of the major corporate
online channels.

New employee orientation has a number of advantages.

Helping to reduce stress and anxiety: This is most likely the most important
advantage of new employee orientation. Regardless of how well we trained our
applicants during the hiring process, they would be insecure on their first day. One
well introduction will help to alleviate tension by providing guidance on what will be
on the plan for that day and beyond.

Boost employee loyalty to the company: New employees would feel welcomed,
valued, and needed right away if they receive proper training. This will make them
more committed.

Increase efficiency thus reducing errors: New employee orientation, when

performed correctly, will allow staff get up to pace more quickly. It will also aid in
the avoidance of errors. Assisting in the development of a healthy partnership and
contact between the new recruit, their coworkers, and their boss.

Reduce the number of people who leave: Employee turnover should decrease as a
result of the three benefits listed above; employee orientation tells employees that the
company cares for them and provide employees with the resources they have to do
their jobs effectively.

Compensations Structure and Programs

Pay structures also known as compensation structures, assist businesses in offering
equitable, competitive wages and charting employees' paths to advancement and
better salaries. They enable businesses to find the right candidate for any organization.
Pay structures make the process of order to determine an entity's compensation more
equitable and predictable. An alternative to adopting strategic pay levels is to
establish salaries on:
Basic pay history of candidates: This method has the potential to set up right
amount of salary.
Figures that are arbitrary: Marketable pay packages are crucial in attempting to
persuade applicants to accept job offers. Furthermore, firms may end up having to pay
executives this very same salary as their direct reports, or indeed paying workers more
than just the top salary for their position.

Set up of Compensation structure:

Institutional pay scales and job requirements are not always market-relevant.
Recognizing how much each job involves and its importance to our company allows
HR team to more accurately standard wages. As a first step,
Job analysis: If we don’t have got job descriptions in place, begin by outlining
process duties, necessities, and qualifications for every position. Talk together along
with our branch heads approximately positions inside their departments and have a
take an observe common job descriptions on our industry.
Job evaluation: Compare the exact value of roles in our organization with the
assistance of senior figures. This entails comparing almost every position to everyone
else based on important factors such as required knowledge and skills, work needed,
level of professionalism, and profits impact. It's better to put in an outside specialist at
this point along the way us stop making biased decisions.
Choose the width of our organization employee compensation structure:
Organization can design their base salary compensation plans in two ways. We can
also use both ways to analyze their compensation structures, starting with market
pricing to help with the process of creating pay grades.
Benchmarking

Where each job is given a unique salary range based on market trends. Benchmarking
assists us in making our salaries more competitive. Having to pay higher wages than
the market, for instance, could even lead in hiring the best recruits and keeping our
best employees. This method is based on market salary research, which is typically
done by geographical location and business sector.

Pay grades

At which jobs are classified and salary intervals are assigned to each team. Pay grades
are groups of jobs with the same or similar internal value, as determined by our job
evaluation process.

Incentives
Incentive compensation programs are designed to inspire, start engaging, and retain
employees. Incentives are benefits and rewards that are being used to encourage
desired attitude in our workforce. They take multiple shapes, such as healthcare
benefits, more vacation time, and greater flexibility in working practices. Our
organization use several incentives program for motivating our employee.
Recognition
It is really a close to zero way for anybody in our organization to publicly express
their appreciation for other team members; just a quick and easy thank you would
have been enough to keep someone energized.
Sharing Profit
Profit sharing empowers employees to see themselves as owners rather than just
employees. This sort of incentive encourages company loyalty and incentivizes
employees to stay and invest their sweat equity in the company's growth.
Health and Well-being
Staff members who are unhealthy are unable to perform at their best, so health and
fitness incentives are critical for companies seeking to prevent burnout and enhance
overall health. This is especially important given the current pressures on employees.
We also recognize those stuff who achieve wellness goals such as quitting smoking or
finishing an actions dilemma.
Tuition assistance
Frontline employees place a premium on continuing education. Tuition assistance is a
critical or very critical factor through joining the organization. Every employee,
including the CEO, should really be learning something new every other day. As a
result, our organization frequently Tuition reimbursement can help to establish this
best practice.

Pleasant Gifts
Our company provides various types of gifts to its employees in order to motivate
them. When an employee does something great that benefits the company, we show
our appreciation by giving them pleasant gifts.

Promotion:
The basic purpose of a promotion is to set a firm apart from its competitors. No

business would ever need to run promotions if there was no competition. Only if you

keep ahead of your competitors will customers continue to do business with you.

Our employees will be promoted based on their performance and dedication to the

job. because it inspires and inspires employees This policy is only open to individuals

who are capable of fulfilling our company's goals and objectives. Better performance,

on the other hand, can lead to more than just a promotion; it can also lead to a reward

for the individual.Only those who have been deemed potential will be given the

chance to progress. Our mission is to inspire future employees, and we will never be

short on talent in our organization.

Promotion policy:

1. Someone who is capable of prioritizing tasks

2. An employee who works with patients

3. Loyalty

4. excellent leadership abilities

5. Reliability

6. Honesty

7. Creativity

8. Autonomy
9. Potential evaluation

10. 3 years of experience is required

Following are some scenarios that could lead to a promotion:

1. They're keen to try new things.

2. If there is a vacancy and an employee is needed.

3. They're already going above and above what's required.

4. A new position has become available, and it will need to be filled quickly.

5. They have a lot of talented folks.

Transfer policy:

Our company's transfer policy is written, and all of our employees are aware of it. In

the following circumstances, we will transfer our employees:

1. Skills scarcity
2. On occasion, to chastise them

3. Boost productivity

4. An increase in the number of job rotations

5. In order to change the number of staff

We're focusing on increasing our employees' efficiency and production, and we'll hold

them accountable if they make a mistake. Furthermore, I believe that this strategy will

assist our company. As a result of this approach, our staff will be more driven to work

hard and efficiently.

Human resource planning and budget

Human Resource Planning (HRP) is the process of predicting an organization's future

human resource needs and determining how that capacity might be employed to

satisfy those needs. With the planning we give, we create the foundation for an

efficient HRM program. The synchronization of human resource tasks like

requirements, training, and appraisal, according to Grameen Cement, is the most

important part of effective HR planning. In the human resource planning process,

Grameen cement will follow four steps.

 Determine the mission of the organization.

 Make preparations in order to meet the requirements.

 Forecasting labor supply and demand.

 Determine the organization's goal.

 Evaluating the HR work.

Grameen Cement will adhere to this strategy in order to achieve its objectives.

Following our HR strategy, we should be able to connect them to our company plans

to see if our planning is effective.

Budget:

This Chart will show the yearly salary budget of Grameen Cement 

Label salary range number of positions budget

Chief executive officer 120000-150000 1 140000

Directors 80000-100000 2 100000

Heads of all departments 70000-80000 5 78000

Managers 50000-70000 40 68000

Executives 40000-50000 65 55600

Officers 25000-40000 88 38000

Others 20000-25000 35 22000

 Total: 1759600

Requirement budget:

Online advertisement 60,000

cost

Headhunter Costing 1,50,000

Agencies Costing 1,10,000

  Total: 3,20,000

Training Budget: 

We will set aside a maximum of 3,50,000 taka for training all of the organization's

employees.

Exit and termination interview

An exit interview is a meeting between a departing employee and a member of the
human resources department. The exit interview gives your company the ability to get
candid and direct input from an employee who is leaving your company.
5 Steps to a Successful Employee Exit Interview
In an exit interview, ask questions and pay attention
In an exit interview, you should pay close attention to what is said and ask a lot of
questions. Which will ensure that you hear both what the employee is saying and what
he or she isn't saying, which is crucial. It's tempting to take a leap of faith and believe
you know what the employee is talking about, but the employee's words do not
accurately convey the situation.
Understanding the Pros and Cons of Working
Understanding the benefits of working for your company will make it easier for you
to keep key workers and boost workplace efficiency. You'll have all the details you
need to make the required improvements to make the office a better place to work. An
exit interview is a good time to inquire about compensation and benefits at rival firms
since you are encouraged to ask almost any question. You could find out that you're at
the top of the list. You may also inquire whether the departing employee has any good
information to share about the company's managers, organizational mission, and
vision, as well as if your company excels at communication.
Create a relaxing atmosphere for the exit interview.
The secret to performing a successful exit interview is to create an atmosphere in
which the departing employee feels free to provide candid feedback. Employees who
are comfortable sharing ideas freely, empowered to critique procedures and practices,
and never disciplined for sharing their opinions create an organizational atmosphere
that fosters useful exit interview input.
During the exit interview, reduce employee anxiety
You must reassure the departing employee that his or her input will be coupled with
that of other departing employees and delivered to management in an aggregated
format. This reduces the employee's fear of retaliation if he or she gives less-than-
positive feedback. Employees are worried about their reputations, as well as how the
information gathered during exit interviews will be used. They want to know that their
details will be kept confidential if they run into their boss or colleagues in the future.
Employees are concerned that if they talk too frankly during an exit interview, they
will burn bridges and leave a negative impact on the employer. Your aim is to build
an atmosphere where employees feel confident that their input will be aggregated and
used to improve the company.

Pose the Most Crucial Question

Finally, be certain that each exit interview includes the most important question you
need to ask the employee. You're curious as to why the employee began searching for
a new career in the first place. This is the most crucial question you can ask your
departing employee.

Exit interviews
Exit interviews are a human resource method used by a company to obtain useful
input from an employee who is leaving the company. It is common practice to collect
information about the company's strengths and weaknesses from the departing
employee.
Exit Interviews Have a Purpose
Time is money in the eyes of businesses. So, they devote so much time to conducting
exit interviews. This is because such practices will help businesses set human
resource benchmarks in the following ways:
Obtain constructive feedback: An exit interview is essential to learn about the
company's hidden strengths and shortcomings from the employee's viewpoint.
Obtain Information on Managerial Effectiveness: This is a valuable tool for
assessing a manager's performance and leadership abilities in the workplace.
Build a Positive Brand Image: Staff feel satisfied and talk positively in public when
they can air their complaints within the company's walls.
Recognize the Current Human Resource Issues: An exit interview will reveal
several pages of the company's human resource management shortcomings.
Understand Competitor Human Resource Benchmarks: If an employee is about to
enter a competitor, management can learn about the competitor's human resource
requirements and practices.
Find out where you can improve: The departing employee will be able to shed light
on human resource issues that the organization has yet to address.
Learn about the Employee's Point of View: Every employee has a unique
perspective on the business, the job, the people, and the workplace. The corporation
must be mindful of this feeling because it will be conveyed to the outside world by the
employee.

Questions for Exit Interviews

Whether a large corporation or a small company, any organization should conduct an
exit interview.
Now we'll go through some main EI questions and the perspectives they give to
management:
Were you happy with the job description?
This query is simply intended to determine if the employee has any position
uncertainty or frustration with the responsibilities that have been delegated to him or
her.
Did you really plan to stay with the company for a long time?
It allows management to determine if the employee was serious about the job or
whether it was merely a temporary or backup option.
In this business, how did you see your career goals?
This is to learn about the personnel's potential aspirations and career goals whether he
or she has been with the organization for a long time.
What are your thoughts on your boss of bosses?
This question will serve as a checkpoint to ensure the manager's effectiveness and
leadership style.
Record Keeping
What Are Human Resource Records Used for?
The human resource department of a company has one primary goal.They keep their
records up to date by preserving current employee documents and discarding old
ones.Pre-employment interviews, I-9 forms, health records, and coworker grievances
are all held in these files. Consider human resource reports to be a written record of
each employee's tenure with the organization from the beginning.
Consider human resource reports to be a written record of each employee's tenure
with the organization from the beginning to the end. As a result, your job as an HR
employee is to keep track of these histories.
To take it a step further, you and the entire human resources department are
responsible for not just maintaining this database of data, but also analyzing them so
that you can make decisions that will enhance the company's work.
Based on company policy and the law, HR teams determine which documents they
must retain and which records they should discard. Based on company policy and the
law, HR teams determine which documents they must retain and which records they
should discard. When you consider the sheer amount of documents that an HR
department must maintain and for how long, it's easy to see why the number one
concern among HR professionals is that they can't keep up with all of their
paperwork.
Follow the law when it comes to human resources records
It’s important to note that, while you should review these documents for the
betterment of your business and its employees, these records need to be confidential
and comply with the law. And the best HR apps in the world can only keep up with
you in terms of compliance.
There are federal and state regulations that determine how long you must retain those
records and who has access to them. Ensure that the department complies with both so
that the business does not face compliance issues.
That's why company's lets you control who can access and manipulate the documents
you keep on file. That way, you only have to set those permissions once, and
company will automatically set them for you every time.

HRIS
Human Resources Information System (HRIS) is an acronym for Human Resources
Information System. The HRIS is a data collection and storage system for an
organization's employees.
In most cases, an HRIS includes all of the basic features needed for end-to-end HR
management (HRM). It's a structure that handles everything from hiring to
performance management to learning and growth.
HRIS software is another name for an HRIS. This is a little perplexing because it
means that different systems will run different applications. This is not the case,
however. In essence, the HRIS is a piece of HR software.
The HRIS can run on a company's own technological infrastructure or, as is more
usual these days, on the cloud. This indicates that the HR program is being used
outside of the business.
The Advantages of Using an HRIS
Record keeping: An HRIS is a record-keeping system that keeps track of any
changes to employee information. When it comes to personnel details, the HRIS can
be considered the sole source of facts.
Compliance: For regulatory purposes, certain data is obtained and processed. This
provides materials for identifying workers in the event of robbery, fraud, or other
misbehaviors, first contact details in the event of an accident, people identity
information for the tax office, and mandatory certification expiration dates.
Effectiveness: Having all of this data in one location not only improves accuracy, but
it also saves time. Some businesses also retain a lot of information about their workers
on paper. It can take a lot of time for workers to find the right folder and the right
sheet.
HR planning: The HRIS allows data to be tracked in order to advance HR and
business strategy. Different data would be necessary to monitor depending on the
organization's goals. This is where the HRIS comes into its own.
HR Self-Service: The opportunity to provide self-service HR to staff and managers is
a final advantage. Employees are able to handle their own affairs as a result of this.
When implemented correctly, the HRIS will provide a positive employee experience.
Keep in mind that not all HRIS systems have this in an easy-to-use format!

In an HRIS, reporting and analytics are essential

All HRIS systems have one thing in common: they were created to be transactional
systems. They are databases that keep track of a business's transactions. When new
workers enter the business, this is an example of a transaction.

The worker is now called ‘active' after a new employee record is created. A new
transaction is registered three months after an individual leaves the business, resetting
the peg.
Since these systems are designed to be transactional, they are poor at data reporting
and analytics. They just weren't made for this. Furthermore, not all HRIS systems
have all of the above features. Some functions, such as payroll, LMS, and ATS, may
be registered in external systems as well. This makes HR monitoring much more
difficult since data is scattered through various systems. To report data, a new layer
must be introduced to all HR systems in order to report and analyze HR data.
This is the second reason why these systems' reporting and analytics capabilities are
minimal. Be mindful of this while speaking with HRIS providers, as they often tout
their systems' superior data reporting and analytics capabilities.
HRIS providers
There are thousands of HRIS software providers to choose from in the HRIS software
industry. The 11 most well-known Human Capital Management suites for midmarket
and large companies are listed below in Gartner's Magic Quadrant. Workday, Oracle,
SAP, ADP, Ceridian, Kronos, and others are among them. It would be impractical to
list all HRIS providers or to declare the best HRIS.
The best HRIS for your business cannot be generalized because it is dependent on the
individual needs of an organization. These five HCMs are generally regarded as
industry leaders.
Development of the Organization
Organizational development, unlike Human Resources, was born out of a need for a
systematic way to apply behavioral science to help organizations better individuals
and processes. The purpose of organizational development is to help individuals work
more effectively within a group setting. OD's main goal is to symbolize and support
meaningful and purposeful work. OD's main goal is to express and support significant
and intentional transformation within an organization.

An organizational development specialist focuses on data and research that can help
them progress their attempts to improve the overall systems and processes of an
organization. Organizational development has always aimed to:
 Enhance organizational efficiency while remaining true to the company's
culture and values.
 Maximize employee potential, assist them in amplifying their contributions,
and capitalize on their achievements to help the company succeed.
  Assess existing processes involving people inside a company, then implement
interventions to try to improve them in a positive and productive way.
 Assess existing processes involving people inside a company, then implement
interventions to try to improve them in a positive and productive way.
 Individual behaviors should be in line with the company's strategy, structures,
objectives, and processes, among other things.
 Assist in the promotion of organizational principles throughout the workplace
and among employees.
Interventions in Human Processes
Individual Intervention - This is a type of intervention that focuses on a single
person, usually with the goal of enhancing communication with others. The individual
is coached on existing behaviors that are regarded to be counter-productive to
interpersonal communication during this procedure.
Group Interventions - These are directed towards a group's procedure, content, or
structure. The structure refers to the repeating procedures used to reach tasks and deal
with external challenges. The process refers to the group's internal practices, the
content refers to what the group is working on, and the content refers to what the
group is working on.
Third-Party Intervention — When conflicts emerge, this sort of intervention is
frequently used. Although not all disagreements are harmful naturally, there are those
that must be settled swiftly to avoid serious disruption. A third-party intervention,
usually the appointment of an organizational development consultant, aids in the
efficient handling and resolution of conflict.
One of the more well-known organizational development approaches is team
building. It refers to a variety of group activities that help teams enhance their overall
team dynamics, such as how they carry out their obligations and tasks.
Organizational Confrontation Meeting — this sort of intervention aims to identify
problems, create priorities, define action targets, and start working on the identified
issues on a large scale.
Intergroup Connections Interventions - these entail identifying, diagnosing, and
comprehending intergroup relations. Problems and disputes are identified, priorities
and action targets are determined, and work on the highlighted problems begins, much
as it does in organizational confrontation meetings.
Large-Group Interventions — These interventions try to bring together a large
number of members of an organization and key stakeholders in order to arrange
people into teams. These large-group interventions are designed to discover and
address company-wide challenges, devise new approaches to structure and directing
the organization, or propose future business orientations. These interventions are
frequently used. These events are frequently referred to as "open space meetings,"
"global cafes," or "future searches."

Role of Organizational Development

Organizational development has the potential to significantly improve businesses and
their employees' well-being. For that reason alone, company executives all across the
world should devote constant effort and attention to organizational development. In
today's modern business environment, a company that is ready and prepared to make
changes wherever and whenever they are needed to adapt to demands or increase their
bottom line is a competitive advantage. Organizational development has the ability to
transform businesses and their employees' well-being. Simply because of this,
corporate executives everywhere should devote consistent work and attention to
organizational development. In today's modern business market, a company that is
ready and prepared to make changes wherever and whenever they are needed to adapt
to demands or improve their performance is a competitive advantage.

Organizational Structure
The majority of HR functions are subjected to comparable stakeholder pressures. The
senior management expects the business and HR strategies to be implemented. HR
Processes must provide flawless support to line management. Employees expect high-
quality services from their employers. HR has a lot of stakeholders, and the HR
Organizational Structure needs to accommodate all of them.
The HR Management Goals and the established HR Model should be used to
determine the organizational structure. These two elements establish clear priorities
and highlight the value of HR Processes. Priorities should be represented in the
organizational structure and workforces assigned to specific HR Processes;
nevertheless, the organizational structure does not establish priorities.
HR Processes have distinct boundaries defined by the HR Organization. The
Remuneration and Benefits section should be focused on employee compensation and
developing various compensation methods. The organization's line managers and
employees should not be confused by blurred lines between HR Processes. Internal
clients must be able to observe the organizational structure in its entirety. Internal
clients must be able to observe the organizational structure's clarity. The precise set-
up and evident boundaries inside HR will also make HR staff feel more at ease.
The free flow of information is hampered by any organizational structure. Clear
communication channels should be created so that all HR employees are aware of
information that is relevant to their jobs. Many HR functions are hampered by a lack
of information.
HR should have a flat organizational structure as much as possible. Decision-making
authority should be delegated to the HR organization's lowest levels. Employees will
not be perceived as accountable in the organization if they lack decision-making
authority. Managers should be focused on staff development and should delegate
decision-making authority. There are far too many managers. Managers should be
focused on staff development and should delegate decision-making authority. The
decision-making process is always slowed when there are too many managers in the
system.
The structure of the organization must be adaptable. The organization's priorities can
shift fast, necessitating a swift response. Because of the rigid organizational structure,
the appropriate response is either impossible or inefficient. No employee should
consider their current position to be their ultimate goal.
Human Resources career development and the framework must be supported. Human
Resources career progression must be supported by the structure, and HR career paths
should be matched with the corporate structure.

Recruitment :
The human resource management process mainly depends on the competence of the
people who will work in the organization. To achieve the target goal recruiting the
right people at the right place is the key to success.To be cost effective the HR
manager should give the proper information of the organization which will attract the
best candidates to apply for the organization. By creating a pool of the candidates for
the vacant positions with the appropriate information will help the organization to
recruit the right candidates. HR managers can analyse the job before creating the
recruitment process. The recruitment can be done because of the following reasons :

❏ New Vacancies: Sometimes employees transfer from one organization to

another,some employees can be disabled or there are many reasons for an
organization to recruit when there are vacancies created by existing
employees. In that case companies need to recruit candidates to fill up the
vacancies.

❏ Need of candidates for new creation of vacancies:If the company launches a

new product line they must need to hire new employees. To hire new
employees they need to create a recruitment pool for the candidates.

Grameen cement's inducement is to recruit the right person with higher competency
and with experienced & skills. By maintaining restrictions and rules of the
government and proper information of the job, the HR department will make a job
description and requirements of the company for the candidates. Grameen cement will
hire experienced employees to maintain the quality of required positions.Also HR
managers need to keep in mind that the quality of candidates should match the
requirements in order to recruit. Employees will apply for the job by seeing the
description and requirements. It is the candidate's choice to apply for the selected
position if they think the requirements match their qualifications.Grameen cement
company will recruit by two sources :

Internal source: Grameen Cement company can recruit the candidates within the
organization.For that HR manager will inform the existing employees about the
recruitment. Those who are already experienced in such positions will get the chance
to apply for the job position. In order to motivate the employees, promotional offers
can be made by the manager. Internally recruitment can be cost effective. Existing
employees will have the knowledge about the culture of the organization. As a new
company it will take a few years to recruit experienced employees for any positions.
Internal sources tools and methods:

● Job Posting : Department head will post internally to the existing employees
about the job description.It will help all the employees to apply for the job
position. It is a more cost saving way of recruitment.
● Nomination: HR manager has all the data about companies employees. He
can gather all the data and research about the employee. He can suggest high
competency employee who have skills to the head.They required skills and
experience. Rehiring is the best possible and cost effective way of rehiring the
existing employee.
● Referrals : Sometimes Reference of others or existing employees suggestion
can create impact on internal recruitment.
● Promotions: By promoting existing employees they can also recruit. They
will select a few candidates for promotions by researching their previous
performance. This will also motivate them to work harder.

External Source: External recruitment is the process of a pool of job candidates,

other than existing staff, to see if there are any qualified candidates who can fulfill
existing job vacancies. It is the way of searching for new employees to fill open
positions. Grameen Cement is new to the market that is why they will mostly hire
from external sources. External sources have various options for candidates. Huge
opportunities for the candidates to apply in this company.External sources allow the
company to see variation of candidates.they can analyse all the candidates based on
their CV’s qualification . Externally recruitment is beneficial in many aspects. There
are many ways of external recruitment. Such as :

External source tools and methods:

● Social media : In this generation social media has influenced so many people.
It is easy to communicate and reach more people . Social media is a great way
for recruiting candidates. Details of the company’s culture can be posted in the
online platform to attract everyone.
● Career Event and campaign management: Events can be organized in
selected areas with different brands and sponsors to attract viewers.
 ● Job boards: Job descriptions can be announced on such platforms. This
platform can match the perfect candidates based on salary type,job
requirements etc.It is a time consuming and beneficial site for any
organization.
● Organizational website & job portals : Job hiring posts can be posted in
websites,and job portals.
● Advertisement: The HR Department will post about the job on some
advertisement sources. Example: Newspapers, BDjobs.com etc.Advertisement
can attract more people to join the company and apply for it.
● On campus recruitment: The more people know about the company is more
beneficial. On campus, students are more likely to be attracted to job
opportunities. It will be a great opportunity for the graduates and
undergraduates. Generation of new ideas can put their unique thoughts for the
company's future.
● Employment Agencies: Recruitment agencies can reduce the company’s
pressure by recruiting the best candidates. However this is not cost effective
but it will ease the work for the external recruitment process.

Selection process: After recruiting the HR department will work on the selection
process. Selection process is a process of selecting the best possible candidates who
will be fit in specific job openings. After collecting all the CV’s the department Head
will select a few candidates for further procedure. This selection process is very
important for any company. Company’s overall performance will depend on the
selection process. There are few steps to select new employee’s for Grameen cement
company..
❖ Step 1 (Screening assessment): After receiving all the CV's the company’s
selection team will screen all the CV’s . They will select a few candidates
based on their CV’s and requirements.

❖ Step 2 (Evaluation assessment): From a few candidates they will evaluate

the information and they will arrange tests for selected candidates.
➔ Written test : After step 1 the candidates will give a written test on the
questions which will be based on organizational structure problem
solving of the organization.
➔ Interview: After written test candidates will attend an interview in front
of the HR department & head of manager.
 ➔ Behavioral interview: This interview will allow the company to
understand how the candidates will solve the situational problems and
how they will communicate with consumers.

❖ Step 3 (Background Check) : after selecting candidates from the interview

and written test they will check backgrounds of all the candidates. Background
check is mandatory to keep all the data if they have a criminal record or not.

❖ Step 4 (Medical Test) : For the current pandemic situation it's mandatory to
have a medical test for every candidate. To keep the place safe and sound it's
important to gather the data from the medical test report. If the candidate does
not have any problem or health issue they will be selected for the preview
section.

❖ Step 5 (Job preview): To allocate the candidates in the specific positions they
need to know the basics of the job and company culture. They will be trained
for few days. As Grameen cement company will hire experienced employees
who have experience in this sector,it will not take long time to train them.
❖ Step 6 (Job placement) : After completing all the steps they will select a few
candidates based on all the test and performance results. Many candidates will
be eliminated and they will find the best possible candidates for the right place
at the right time.

Time off program/ benefit

For an organization employees are the most important resource. Keeping that in mind
we will try our best to give our employees different benefits and leave so that they can
increment their performance level.
 Paid leave:
In the paid leave for an employee who works for the company for a year
without taking any kind of vacation or leave, he or she is entitled to a 10-day
full salary. 

 Casual leave:
According to Bangladesh Labor Law 2006, employers must pay any worker
full wages for 14 days of casual leave in a calendar year, which will not be
adjusted with the following year's casual leave. The same rules will apply to
our company.

 Medical leave:
If an employee has to take time leave due to sickness, he or she is only
allowed to take a maximum of 10 days off. As Bangladeshi labor law allows
employees to take a maximum of 10 days of sick leave every year (2006).
Wages, like casual leave, will not be deducted.

 Vacation and holiday leave:

The company will include 17 days of festival leave to its workers. However, if
there is an emergency situation during that period and the employer is in
urgent need of him or her, he or she will be entitled to three extra full-wage
compensatory holidays.

 Maternity leave:
If a woman has to take maternity leave, she will be able to do so for a period
of six months. However, she would have to work for the organization for at
least four months. At that time, she has the right to receive her regular salary
and benefits.

 Paternity leave:
This leave is basically given to those employees who are new fathers.
Although in Bangladesh it is not very used , with the exception of a few
companies. We will provide these services. We will give the new father ten to
twelve days off with full pay.

 Annual leave:
Any employee will receive a 10-day annual leave from the company. Which
they can use at any time.
  Unpaid leave:
When all leave has ended for an employee, only then he or she will be granted
this leave for a maximum of 10 days. And the leave will be unpaid, and the
employee must notify his boss two days prior to taking the leave with a valid
reason. If the supervisor does not think the justification is valid, he or she may
cancel the proposed unpaid leave.

 Other Benefits:

 Health care benefit:

The company will provide employees with a health-care system with his or her
parents and two children. the company would be responsible for if any
accident happened in the workplace during the work time. As a result, the
company will give them a 30% to 35% discount on their treatment. In
addition, if their health becomes serious, the company will give them three
days off work.

 Life insurance:
Our company will provide life insurance to all of our employees. For example,
employees receive compensation to help them recover from a work-related
injury and if an employee dies, we can provide his or her family with life
insurance coverage.

 Retirement benefits:
When an employee leaves our company, we will provide them with some sort
of payment, such as a pension. We will also offer some additional benefits to
those workers who have been with our company for a long time.

 Security benefits:
We will ensure that we are providing the best security system in our company.
We will provide the best security services to our employees so that they can
operate comfortably 24/7.

 Transport facility:
The company would provide regular transportation for all managerial
employees.
We will make sure that the transportation service facilities are suitable so that
our employees can arrive at the office on time and safely.
  Overtime facility:
If an employee does overtime then he or she will be paid according to how
many hours he or she worked.
 Provident funds:
Every month, we will cut the employee's basic salary by 10%. If the employee
works for 6 years, only then he or she will receive the whole sum paid into his
or her provident fund by the employer. But if he or she worked for less than 6
years in the company, they will only receive the amount deducted from their
wages by the company.

 Gratuity:
If an employee works for four years for the company then he or she will
receive a gratuity. If an employee leaves a job after 6 years or more, he or she
is entitled to 6 years' pay and an extra year's pay on top of his or her basic pay.

 Incentives:
The company will provide various incentives so that employees get motivated
and increase their productivity.

 Traveling cost:
If an employee needs to travel anywhere because of company work then the
company will bear all the expenses associated with this.

 Festival bonus:
All of our employees will receive two festival bonuses from our company.
This will be given to them on the occasions of Eid ul-Fitr and Eid ul-Adha.
The bonus amount they will get is 30% of their basic salary.

Other services:
 Lunch and prayer brack:
We will provide our employees a one hour break for their lunch and prayer.
For our employees, we will set up a nice and well-decorated canteen system so
that they can easily get their lunch.

 Child care:
 There are several female employees with children in our company. Our
business also employs several single parents. Keeping that in mind we will
make arrangements for a child care center. 

 Smoking zone:
We'll set up a smoking area. Employees who smoke are allowed to do so in
this designated area. this way the workplace will be free from the bad effects
of smoking.

Employee and Community Relations

 Flexible work schedules:

 Flexibility will be provided in the beginning and finishing times of
work, as well as change over time periods.
 Our workers have two flex-time choices. 4 days/10 hours or 5 days/8
hours.
 In the case of an emergency, the employees can operate work from
home. In this case, the employee must immediately inform his or her
supervisor via e-mail to request permission.
 We provide flexible working hours for single parents to meet both
work and family responsibilities.

 Attendants and Discipline:

 The office will be open from 8:00 a.m. Employees will use an
electronic punch card system to record their attendance.
 The card system will automatically shut down at 8:15 a.m., and late
workers will have to write their names in a notebook for attendance.
 If a worker is late for the fourth time in a month, his or her one-day
pay will be deducted.
 If a worker is consistently late on a regular basis, the employer will
send him or her an oral warning first, followed by an email warning.
However, if this continues, the company will be forced to make hard
decisions.
  Any criticism or unethical gestures or actions will not be tolerated by
the company.
 Any form of property harm, theft, resource abuse, or stealing can result
in a penalty fee and, depending on the act, an employee's termination.

 Suggestion & grievance programs:

If an organization or company workers feel that he or she is being treated

fairly by his or her employer then not only it helps the employee to be satisfied
with his or her company but it will also help the company to increase their
profit. because if the employee is satisfied then his or her productivity level
will also increase which will help a company to get more profit. In our
company we will keep that in mind and will always try our best to treat
everyone fairly.
 At the workplace if any employee face any kind of partiality,
discrimination, bullying, physical and mental harassment then he or
she can make report to his or her superior officer.
 Company will use  a suggestion box, which allows employees to
confidentially share any complaints or any ideas. The box will be
accessible to all staff, regardless of their rank.

 Regulatory compliance:
Regulatory compliance is how a company strives for in their attempts to
ensure that they are conscious of and follow all applicable rules, policies, and
regulations given to them by the country's law. Since our company will be
located in Bangladesh, we must abide by the Bangladeshi constitution's rules.
Working hours, salaries, welfare, provident funds, maternity leave and so on
are all covered by this act. Both industrial and commercial corporations are
accountable to the law. So, we will only comply with the 'Bangladesh Labor
Act 2006' when it comes to any kind of recruitment, leave policy, selection
policy etc.

 Handbooks and policies:

Every company has their own handbooks where all the rules and regulations
are mentioned. It helps an employee to get to know about his or her company
in a better way.because of this an employee knows what he or she shouldn’t or
should do. Our company also has its own handbooks. Which will be given to
 all employees in a printed copy. The following is a summary of the
handbook's guidelines.
 During working hours, all workers must follow a dress code  which is
formal attire and  if there is a uniform for particular positions then
employees have to wear this . Individuals may dress themselves
according to their own religious standards.
 If there is any proof of any kind of  physical and mental harassment
then that person will be met with legal consequences and termination.
 Any kind of drug abuse and alcohol is absolutely prohibited in working
hours and also in the company.
 Employees can't use cell phones during working hours for personal
reasons.
 Employees must always respect one another, communicate fairly, be
accountable to supervisors, and function in the best interests of the
company.

 Employee communications policy:

Any company or organization should try to set a communication system in
such an effective way so that it can  enhance employee productivity and
promote loyalty. In our company we will also try to do so.
 We will provide such a platform where employees will communicate
first with their immediate superior if they face any problems or want to
give any suggestions. then sequentially  that superior will communicate
with his or her superior.
 Employees will be given the opportunity to express their thoughts.
 We will provide face to face communications where the employees can
get feedback about their work performance from their superiors in a
face to face situation.
 If employees need training to improve their communication style the
company will make arrangements for the training.

 Award/ recognition programs:

 Employees feel motivated and work hard if they get any reward and
recognition in their work. In our company we also have a reward and
recognition system aside from the other incentives and benefits.
 Employee of the year,This award will be given to the most outstanding
employee after evaluating  all the employees performance.
 Retirement award will be given when an employee retires from the
company.
 We will give an award for the best manager. This will be given to
those who are excellent in his or her work and have an outstanding
leadership style.

 Community service & volunteer programs:

A non-paying work done by one individual or a group of people for the good
of their society or its institutions is known as community service. We will
provide opportunities for our personnel to participate in community and
volunteer activities. Because Employees' self-confidence, self-esteem, and life
satisfaction can all grow from volunteering. It's a psychological concept that
when we do good for others and for the world, we feel a certain positive sense
of achievement. All of their work will be supported by our  upper edge
employers. 
Sample Workflow Analysis
procurement of raw Raw materials are retained Examining the quality of
materials in a warehouse raw materials

Product processing
by using machine Appropriately packaging
the product Working on branding and
advertising the product

arranging transportation deliver the products to its

for finished products proper location

Company Name: Grameen Cement

Job Title: CEO

Will report to the Directors
Base Salary: 120000-150000 BDT

Job summary:
CEO will maintain everything of the company. He is the most top-level Executive selected by the
board of directors. He will manage the whole operation of the company. He will be the connector
between directors and the employees.

Job description: This part has mentioned the tasks, duties, and responsibilities of a CEO.

Task:
• Operating day to day operations of the whole organization

• Checking employees’ monthly and annual operations

• Proving feedback to the employees’ on how to achieve organizational goals

• One of the mandatory tasks of a CEO is to monitor workers efficiency

Duties:
• He will inform directors about the current status of the company.
• He has to be concerned about the market status and competitors every
time.
 • Must be worried about the fiscal budget.
• He will check the whole progression of the company for understanding
whether the company can be reached its mission and vision.
• Monitoring the current demand of the market and employees
Responsibilities:
• Set the mission and vision of the org...
• Establish a good work environment across the organization.
• Maintain the culture within the organization
• Analyzing external environments before investing in a new market.
• Setting a business model and strategies for the company.
• Maintaining an excellent and understanding relationship with employees
and stakeholders.
• His one of the responsibilities will be a good policy maker.

• Setting a measureable goal for everyone Motivating employees.

Job specification:
It consists of the qualifications, expertise, and experience that a financial manager must possess

Knowledge, Skills & Abilities:

• He must be 10-12 years experienced in this industry as a Head of any
department or he can be a CEO from any other relevant company.
• CEO must have minimum Master’s degree from any reputed university, it
could be from Bangladesh or abroad but he or she must have a good CGPA.
Any professional degree will be added more value.
• He must have mandatory leadership skills.
• He must know how to convince people.
• Must be good in communication skill.

• Must have risk taking mentality for the wellbeing of the company
Must have capability of handling any kind of issue.
• Should be a good coach
• Must have that ability of receiving any type of opinion from any level of

employee A CEO should know how to control the worst situation

Company Name: Grameen Cement

Job title : Chief executive of accounts

Department : Finance and Accounting

Reports to : Director

Base Salary: 70000-80000 BDT

Job Summary:

When it comes to creating effective campaigns for their customers, the marketing industry often
needs a little assistance. He or she would serve as a vital connection between the company and its
customers as an accounting executive, also known as an account handler. An account executive is
responsible for increasing sales for the company. They can produce income by effectively handling the
accounts.

Job description:

This part is all about the task, duties, and responsibilities of a chief executive of accounts.

Tasks:

1. Keeping track of all customers' accounts.

2. Persuading new clients to purchase their services.
3. Meeting with clients to negotiate their promotional requirements and
collaborating with account planners to design a strategy that suits the client
brief and budget.
4. Clients are presented with campaign proposals and costs.
5. Keeping track of the accounts budget and issuing invoices to clients.

Duties:

1. They must prepare a statement of the company's assets and liabilities.

2. They must keep track of the company's expenditures.
 3. They would examine the audits.
4. Accounts records are being analyzed and reviewed.
5. Providing direction and assistance to the workers in every way possible, such
as providing information.

Responsibilities:

1. Developing comprehensive strategic plans in order to achieve predetermined

objectives and quotes.
2. Setting the sales department's goals and keeping track of sales.
3. Developing a long-term relationship with a future client in order to achieve
greater success.
4. Solve every issue as quickly as possible.
5. Observe and guide your employees.
6. Obtaining input on expenditures from various agencies.

Job specification:
It involves a chief executive of accounts' qualification, which refers to the expertise, educational
qualifications, specific qualifications, physical, mental, technological, communication skills, and
experience that an executive of accounts requires.

Knowledge, skills, and abilities:

1. An individual who wants to be the chief executive of accounts must have a

Master's degree from a reputable university and a major in accounting.
2. He must have at least 5 years of experience as an accounts executive in a
business.
3. He must be well-versed in Microsoft applications, as well as an expert in
Microsoft Excel.
4. Since every part of business is being digitized, he must understand how to use
customer relationship management (CRM) apps.
5. Since every part of business is being digitized, he must understand how to use
Customer Relationship Management (CRM) apps.
6. He must have a strong logical approach in order to solve the issues efficiently,
as this will aid in the analysis of the claims.
7. They must have excellent communication skills because they will need them at
all times to sustain the customer relationship.
8. They must also possess consulting expertise in order to solve problems and
approach others.
 9. He or she must be a fantastic leader because he or she will be in charge of the
executives.
10. He had to be truthful to the company.
11. He needs to be dependable and practical.
12. He must be trustworthy because he will be the link between the executives
and the managers.

Company Name: Grameen Cement

Job title: CHRO (Chief Human Resource Officer)

Department: Human Resource Management

Reports: CEO

Base Salary: 60000-70000BDT

Job Summary:-

The Chief human resource officer is responsible to administer all the angles of human resource
operations and to attain organizational goals. The role of CHRO is to enhance current employees,
strengthen company decision making; they are part of the executive committee and they aid strategic
planning, talent management, performance management, training and development.

Job Description:- Provides information regarding the task, duties and responsibilities of CHRO

Task:

 Setting objectives for HR employees and tracking them

 Designing and implementing company policies and monitoring them

 Setting up HR processes like HRD, TA

 Facilitate intercommunication between employees, top management and

organizational objectives.
Duties:

 Develop HR strategies to facilitate overall business objectives

  Develop comprehensive recruiting and retention plans to meet the
company requirements

 Develop and utilize compensation and benefit plans

 Implement HR practices that effectively support company’s mission and

vision

 Identify problems with recruiting process and improving them

 Review departmental budgets

 Monitor HR metrics like turnover rates Responsibilities:

 Maintain work place safety and standards

 Ensure hiring and on-boarding procedures are effective

 Initiate learning and developmental programs

 Being a mentor, advisor and coach to employees  Providing leadership

and guidance to employees

 Ensure HR procedures comply with labor laws

Job specification:- are the skills, qualification, competencies and the experience a person needs to
perform the job.

Knowledge, skills and abilities:

 BBA and MBA or MA/MS in Human resource from an accredited university

for example Dhaka University, North South University
 Experience of at least 10-15 years in Human resource in well-known
company

 Applicant must have good writing and verbal communication skills

 Skilled in Microsoft office and other similar software

 Has good Inter-personnel and conflict resolution skills

 Must have strong supervisory skill and leadership skills

 Needs to have good knowledge about the cement industry

 Analytical skills and problem solving mentality is crucial for the job
 Complete knowledge over employment laws and regulation

 Must be knowledgeable about company policies, culture,rules and

regulation
Company Name: Grameen Cement

Job Title: Head of R&D

Department: Production

Reports to: Managing director (operations of factory)

Base Salary:60000-70000BDT

Job summary:

The Research and Development Director is responsible for directing and implementing the research
and development strategies, goals, and programs of an organization. Ensures that an organization's
research and development efforts will keep it competitive and profitable.

Job description:

A research and development (R&D) manager has a variety of important responsibilities within a
company. They are in charge of conducting research, preparing, and introducing new programs and
protocols in their business or organization, as well as overseeing product creation. A research and
development manager's basic responsibilities would most likely be influenced by the sector in which
they operate. A research and development manager's particular responsibilities will most likely be
influenced by the sector in which they work, as these professionals are often employed in fields such
as healthcare, technology, business, and pharmaceuticals. Since the types of products manufactured
by a pharmaceutical company and those produced by a technical company are likely to vary, R&D
managers have the potential to They specialize based on their passions.

Task:

• In and out of the business, transfer new technology, products, and

manufacturing processes.

• Monitor team measures and priorities to ensure that objectives are

accomplished.
• Customer relationships are managed, and RFP reviews, customer visits, and
product testing are performed.

Duties:

• Recognize consumer preferences for a yet-to-be-produced product.

 • Handle immunoassay research and development on manual or automated
systems.
• Analyzing results
• Enforcing quality requirements and materials for testing.
• Creating the company's monthly and annual production budgets

Responsibilities:

• A company's R&D officer challenges existing ideas regarding technology,

products, and markets while simultaneously creating new opportunities
and competitive advantages.

• A successful R&D officer must have the courage to select specific

technology subjects and ensure that the company concentrate on them in
order to excel in the role. However, this implies a deliberate lack of
emphasis on other innovations.

• A R&D chief establishes a transparent, truthful environment in which

workers are free to initiate projects on their own. The development leader
assists them in setting strategic targets and accepting responsibility for their
management responsibilities on their own.

• A R&D officer has a positive demeanor, is well-versed in the development

sector, and can effectively represent it to the outside world. The R&D
leader will persuade analysts that the business would be stronger and
quicker than the competition by demonstrating these advantages.

Job specification:

It provides the credentials, expertise, and skills that a production manager is required.

Knowledge, Skills & Abilities:

• He must have function in an organization linked to the cement industry

during at least 710 years.

• Ability to make sound and timely decisions in the face of changing market
conditions.

• Trustworthy.
 • He must be accurate to the corporation and about the amount of hard
work.
• Finally, he should be a natural communicator.

Company Name: Grameen Cement.

Job title: Head of Sales and Marketing

Department: Marketing
Reports to: CEO
Base Salary: 45000-50000 BDT

Job Summary:
In a company, the person who is a head of sales and marketing plays an important role for the success
of the company. Need to have innovative ideas on how to handle the whole sales and marketing
teams and must strive for the company's benefit in order to maximize the company’s values and
profits.

Job Description:

❖ Task
● To meet the company’s targeted goals
● To monitor all the sales teams and assess their performance
● To Prepare a sales and marketing strategy for the assigned region
and ensure that it is implemented in accordance with the
company's needs.
● To ensure that the Company's marketing and distribution and
promotional initiatives are properly monitored.

❖ Duties:
● Create a standard service to provide a better service
● Always aware about the market condition and trends
● Establish promotional guidelines and bring new strategies and
innovations to the marketing department in order to promote the
product and improve their skills. ● Sending all the weekly or
monthly reports to the CEO
 ❖ Responsibilities:
● To evaluate monthly revenue, competitor market
share, and determine means and methods to
increase market share while maintaining market
position
● Have to maintain a good relationship with the
other departments to achieve the target
● To prepare an annual budget, establish policies for
development, and ensure proper monitoring of the
strategic plan in order to meet the revenue goal.

Job specification:

❖ Knowledge, skills and abilities:

● Must have a BBA and MBA degree majoring marketing from a
reputed public or any private university with (CGPA 3.50 and
above)
● At Least have to 4-5 years experience as a sales and marketing
manager
● The applicant has to have Strong leadership abilities, dedication
and flexibility
● The ideal applicant has to be confident, ambitious, and has
excellent interpersonal
skills
● The applicant must have Excellent command of the English
language, both spoken and written
● The applicant should have positive attitude and strong
communication skill
● The applicant should have a well known knowledge of computers
like how to to work on MS Word, MS Excel and Powerpoint
● The applicant must be self-motivated and willing to take on new
challenges ● The applicant should be capable to work
under pressure
 Company Name: Grameen Cement

Job Title: Chief Security Officer

Department: Human Resource Management

Reports: Security & labor Manager

Base Salary:

BDT 20000-

25000 Job

Summary:

A Chief Security officer develops and assures the safety of the company’s financial & physical risks. In
the digital platform, the risks are getting higher because of the development of IT technology. In this
term, an honorable Chief Security Officer provides strategic management to avoid any compliance.
They manage both physical security and information safety.

Job Description:

Provides the information regarding the task, duties and responsibilities of a Chief Security Officer.

Task:

● Keep an eye on the networks that have access to the company's assets.
● Ensure an updated security system & maintain it with proper instruction.
● Make sure to receive information from different sources in order to gather
more knowledge about the company.

● Planning and developing Strategic methods to secure information.

● Implement the highest security in order to make sure the safety of all
employees, executive stakeholders, etc.

● Create guidelines for all the security platforms and investigate any
unwanted situation.

Duties:
 ● To protect electronic databases in order to secure information about the
company.

● Maintain a good relationship with high level law enforcement for future
benefit.

● Build a high level security management techniques to detect any fraud

cases.

● Maintain the privacy protection of any information that's related to the

company or employee.

● Cybersecurity needs to be handled by proper instruction with IT

organizations.

Responsibilities:

● Build proper strategy in order to develop and determine the highest

security that will reduce risks for the company.

● Screening and analyzing new techniques or tools for better security.

● Inform any fraud or suspect case to the CEO.
● Develop IT technology with the updated tools and maintain those with the
proper observation.

Job Specification

It includes educational qualification, qualities, experience, communication skills, etc.

Knowledge:

● Must have a Bachelor's degree from a reputed public or any private

university.

● Experience of at least 6-7 years in a relevant sector would be preferable.

● Needs to have good knowledge about IT technology
● Must be knowledgeable about the company policies, culture, rules and
regulations.

Skills & Abilities :

● Must be fit and have excellent public relations skills.

 ● Must have good leadership skills.
● Skills required in advanced IT technology.
● Must be proactive, responsible and self-motivated.

● Strategic thinker for company’s long-term security.

Company Name: Grameen Cement

Job Title: Senior Supply Chain Manager

Department: Operation management

Reports: Assistant General Manager

Base Salary: BDT 40000-65000

Job Summary:
Supply chain managers plan, coordinate, communicate, manage the transportation, production, and
delivery of the product to the company and other raw materials required in the manufacturing. They
are in charge of inventory control, purchasing, and product development. They examine the
manufacturing procedure and come up with new ways to improve the work efficiency and low the
cost. They ensure that there are enough materials and supplies on-site for production, as well as
enough products in inventory to meet customer demand.

Job Description:
Provides information regarding the task, duties and responsibilities of a Senior Supply Chain Manager.

Task:

● Develop Company’s supply chain systems.

● Monitor different aspects of the supply chain, such as shipping and delivery
process, finding out the issue and coming up with a feasible solution.
● Negotiate with the supply chain production for cost-effective procedure.
● Analyze yearly data for product demand and keep track of the stock.
● Provide a weekly supply report to the line manager.

Duties:
 ● Understand customers and business partners needs and maintain a positive
business relationship.

● Have intensive ideas about important legal documents, such as

export/import agreements.

● Figuring out the best cost-effective solution to the supply chain process.
● Training and guiding employees.

● Cooperate with other business departments for the company’s progress.

Responsibilities:

● Build relationships with company partners, such as suppliers of raw

materials.

● Improving communication with suppliers to establish more profitable deals

● Should be updated with the latest supply chain technologies and try to
implement them in the company to improve supply chain processes.

● Develop key performance indicators, analyzing the data to see if the goals
are achieved.

Job Specification

It consists of educational qualifications, qualities, experience, communication skills, etc.

Knowledge:

● Bachelor’s degree in Business Management, Supply Chain Management,

Logistics or related field.

● Experienced in supply chain management or similar fields, specifically

dealing with new contracts and international purchasing (minimum of 5
years)

Skills & abilities:

● Should have exceptional organizational and project management skill

 ● Strong communication skill in order to maintain long-lasting relationship
with customers and partners all around the world

● Outstanding knowledge in using computers and software’s used in supply

chain management
● Willing to travel abroad if required
● Capability to manage logistics for all aspects of the supply chain process,
from the development of the product, as well as the shipment of the
finished product.

Company Name: Grameen Cement

Job Title: Audit Manager

Department: Finance
Reports to:
Head of
Finance
Base
Salary:
BDT
25000-
40000 Job
summary:
Operational and financial audits are planned and carried out. Identifying the risks associated with
business processes. Developing research methodologies to assess the control's adequacy.
Keeping track of the evaluations' outcomes.
Job description:
Internal operating controls, systems, and activities are the responsibility of audit
managers. They can also suggest adjustments and improvements to existing policies
and controls to ensure that they are current, adequate, efficient, and used in
compliance with government and company standards. Some audit managers will
supervise a group of junior accountants or auditors. Some audit managers will
 supervise a group of junior auditors or accountants, reviewing and advising them on
their work.

Task:

• Organize for companies on audit process.

• Financial details, documents, reports, and statements are examined.

• Ensure consistent resources, containing audit findings, and keep them up to

date.
Duties:

• Help make sure whether inner (audit procedure and risk management) as
well as existing (legislative) criteria are met.

• Community involvement with senior management to obtain a thorough

understanding of the business.

• Generate data that illustrate problems and provide possible solutions.

Responsibilities:

• Operational and financial audits are planned and carried out.

• Classifying project management hazards

• Creating research methodologies to assess the effectiveness of controls

• Keeping track of the assessments' findings

• Developing audit-based guidelines and reports, as well as introducing these

ideas to senior management.

• Creating arrangements for junior staff members' professional growth and

education

Job specification:
It provides the qualifications, expertise, and experience that a production manager needs.
Knowledge, Skills & Abilities:

• Oral communication, report writing, and presentation skills are all examples
of communication skills.

• Skills in problem-solving (i.e., conceptual and analytical thinking)

• Ability to persuade key workers within the company of the importance of

internal auditing

• Keeping up with industry expectations and regulatory changes

 • Auditing knowledge, internal auditing standards, fraud tolerance, and
professional ethical standards are all essential.

• Enterprise risk management expertise (i.e., risk analysis and control

assessment)

Company Name: Grameen Cement

Job title: Area Sales Manager

Department: Marketing & Sales

Reports to: Regional Sales Manager

Basic Salary: BDT 25000- 30000

Job Summary:
A person who is in the position of Area Sales Manager is responsible for supervising the company’s
sales operation but only for a specific and a particular geographical area. That person is responsible
for fulfilling the sales target from the particular area and contributes to make revenue for the
company.

Job Description:
It provides the information regarding tasks, duties and responsibilities for a Area Sales Manager

❖ Task
● Tracking and monitoring the sales team performances.

● Obtaining the company’s assigned target

● To achieve the desired result train and develop the sales teams
● Maintain up to date knowledge about competitor, product, price
and market position
● Ensure that the product is of high quality and that the customer
service is excellent

❖ Duties:
● Keep up to date understanding of the company's products and
services
● Create such a work environment for the employees of the
company so that they feel safe and comfortable
 ● Do a market analysis to find out about the customer preference
and on-going trends of the offered product
● Direct interaction with main retailers in a good way to manage
them
● Find new dealers while maintaining positive relationships with
current dealers and customers
● Finding new opportunities and regions that haven't been
explored previously

❖ Responsibilities:
● Reporting authority specifically so that they can understand the
current condition of the situation and reporting timely
● Train employees so that they can work under pressure and also as
a team member
● Creating a good relationship with the other departments so that if
there is any problem they can help
● Responsible for recommendation and carry out area in-charge
deployment, transfer, and dismissal
● Organizing market development programs to improve sales and
alliances
● To handle sales representatives in a professional manner and to
be accountable for the actions of the sales force

Job Specification:
It provides information about the knowledge, skills and abilities which is essential for the Area Sales
Manager job.

❖ Knowledge, skills and abilities:

● Must have a BBA and MBA degree majoring marketing from a
reputed public or any private university with (CGPA 3.00 and
above)
● The applicant should have a well knowledge of how to do
performance evaluation matrix
● At Least have to 2-3 years experience as s area sales manager
● The applicant should have a well known knowledge of computer
programs like how to to work on MS Word, MS Excel and
Powerpoint.
● The applicant should have positive attitude and strong
communication skill
● Should have good analytical skills
● The applicant has to be confident, ambitious, and has excellent
interpersonal skills
 ● The applicant should be capable to work under pressure
● The applicant should be able to do multiple works together
● Have the ability to provide both negative and positive feedback
when necessary
● The applicant must have a strong command of the English
language, both verbally and in writing
● Eagerness to take new challenges.

Company: Grameen Cement

Job Title: Chief Chemist

Department: Production

Reports: R&D Manager

Base Salary: BDT 60000-70000

Job Summary: The chief chemist will monitor the lab test results, maintain the quality of the product
and provide guidance and suggestions for necessary changes to be made in order to maintain the
standard quality.

Job Description: Provides information regarding the task, duties and responsibilities of a chief
chemist

Task:

 Creating new products and new solutions

  Researching and analyzing new raw materials thoroughly

 Produce various specified types of cement

 Analyzing numerous chemical and physical tests

 Mill testing

Duties:

 Administer the daily workflow of the department.

 Writing and reviewing chemical examination reports

 Ensuring test procedures conducted abide by the standard guidelines

 Assigning certain laboratory task to employees

 Making a budget for required equipment and raw materials

 Develop new procedures in order to increase quality and efficiency
 Discuss with other researches to conduct analysis on test results and
research projects

 Examining the monthly chemical supplies and equipment and checking the
precision of laboratory weights, balances and volumetric tools.

Responsibilities:

 Monitor the process of chemical analysis reviewing them and providing

feedback on task of junior chemist and support staff
 Maintaining quality restrictions that must meet the required standard.

 Demonstrating and delivering proper safety measures and policies to

support stuff and new recruits to the department
 Ensuring safety in laboratory when working with new materials

 They are responsible for the safety of the laboratory and must conduct
weekly safety meeting with staff who are directly associated with lab work
 Purchasing lab equipment and ensuring they work properly before
conducting any tests or experiments.

Job specification: It includes the required knowledge/qualification, skills and abilities of a chief
chemist for the job.

Knowledge:
  Minimum of Bachelors of Science in chemistry; a degree in chemistry or
chemical engineering

 Master’s degree in chemistry or chemistry related field

 5-8 years of experience in chemistry laboratory

 Work experience of 3-4 years in cement industry as a junior chemist

Skills & Abilities:

 Needs to have computer and software skills like Lab Information

Management System (LIMS)
 Good analytical skills to tackle problems and provide appropriate solutions

 The ability to identify problems with the system and provide appropriate
suggestions to fix them.
 Should be able to apply first-aid in situations of emergency and call for
doctor when needed.
 Should have good communication skills in order to convey information
clearly

 Maintain a friendly environment in the workplace for smooth operations to

take place

Conclusion :

All in all this report will help to develop substantial human resource management of
our new company which is the ‘Grameen Cement company’.To achieve the respected
goal (mission & vision) of the company which is included in the introduction,this
company will need to follow all the rules and regulations in order to provide best
products for their customers. Grameen cement company is highly trained as given in
the training and development program,thus they will maintain the organization's
quality. However there are many competitors in the current marketplace,to survive in
this competitive world Human Resource planning is a fundamental process.This
overall Human Resource Management process will help the company to achieve their
goals and make progress for the upcoming future.It will help to fill the company’s
objectives and fulfill the gaps between employees and management. To make the
organization successful, grameen cement companies will never compromise with the
quality of their products and loyalty to their customers.

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