HRM Concept of Renaissance Consultants Limited

The intention of this report is to develop the concept about the various aspects of the particular organizational structure, success and HRM application concept process on the garments industry. Here focus on HRM Concept of Renaissance Consultants Limited. Other objectives are to know about all the services provided by Renaissance Consultants and to know about the HR projects going on RCL.

OBJECTIVE OF THE REPORT:

General Objective:

The objective of the case study is to develop the concept about the various aspects of the organizational structure, success & Human resources application concept process of the garments industry. This case study will help me to analyze the various concept of HR, formal hierarchy, standardized HR policies & rules, organizational network, various types of approaches to make profit, decision making in stable & unstable situation, how to improve the quality of HR planning & the process which will enrich my experience for my future career.

Objectives regarding this study are as follows:

To Share how to solved a problem on RCL
To know about the chosen organization in detail
To know about all the services provided by Renaissance Consultants Ltd
To know about the HR projects going on RCL

METHODOLOGY

Research Design

Research design has been developed by following the identification of the research problem. Research design is a master plan specifying the methods and procedures for collecting and analyzing the needed information. Due to the Research inexperience and the lack of knowledge about the research issue exploratory research has been conducted to clarify and define the nature of the problem more speciously.

Research Method

For collecting the primary data survey research method has been used. Survey is a research technique in which information is gathered from a sample of people by use of a questionnaire.

Data Collection:

Both the primary and secondary form of information is used to make the report more meaningful and presentable. The details of these sources are given below:

Primary Sources:

Major portion of the information was collected from the Senior Officers of Renaissance Consultants Ltd. From them I collected the necessary information and used in this project.
Informal conversation with the clients and Suggestions of many executives of RCL.

Secondary Sources:

“Annual Report” of RCL.
Various book, articles, compilations etc regarding Human resources.
Instruction circular of Head Office, Brochures of different Hr consultancy firm, News Paper & Magazine regarding Banking issues, Seminar papers and so on.
I also took the help of secondary data such as different websites and different printed documents of RCL.

Data Processing and Analysis

The informative portion of this report is based on the primary data such as personal observations and interviews with members of staff of Progressive Footwear Ltd and secondary data collected from internal sources. The analytical portion of this report is the outcome of numerous numerical data collected mainly from the external secondary source. Prior to analysis, data collected form the above mentioned sources were classified further for making them suitable for analysis. For analysis purpose different statistical techniques were used such as-

Time series analysis
Correlation and Regression analysis

Layout: All necessary parts of conventional formal report have been followed. The readers are expected to get a different taste from this report.

COMPANY PROFILE

Renaissance Consultants Limited (RCL) is a Service Oriented Organization. It is a unique consultancy provider designed to provide state-of-the-art management support for modern organizations looking to maximize their effectiveness. With the core strength of Human Resource (HR) management and development expertise, RCL offers full services in terms of Human Resources related activities. In addition, RCL has a pool of consultants affiliated with them who can offer a wide range of management expertise, including but not limited to, Supply Chain Management, Office & Security Management, Project Management, and Organization Development for Business & NGOs, Customer Relationship Management, Monitoring & Evaluating, Gender & Equal Opportunity Policies etc.

RCL is a part of Renaissance Group which consists of 9 large manufacturing units & 10 service providers. Renaissance Group has more than 10,000 employees for which they require consistent HR support. The management of Renaissance Group conceived the idea of RCL as a HR support providing unit, which will take care of all the Group HR management & development needs.

Renaissance Group Members:

Araf Apparels
Interstoff Clothing Ltd.
Interstoff Apparels Ltd.
Seam Line Ltd.
Millennium Textiles (Southern) Ltd.
Fashion House (Southern) Ltd.
Pandora Fashion Ltd.
Pandora Sweaters Ltd.
NSN Printing & Packaging (Pvt.) Ltd.
Anam Clothing Ltd.
Renaissance International Ltd.
Renaissance Apparels Ltd.
Renaissance Fabrics Ltd.

Industrial Relation Services

Management has a responsibly to ensure that workplace is free from unnecessary hazards and that condition surrounding the work-place is not hazardous to employees’ physical or mental health. Of course, accident can and do occur on many jobs, and the severity of these may astound the employer. From a moral standpoint, employees also have an obligation to maintain a workplace that will facilitate the operation of the work tasks employees are assigned and will minimize any negative aspects of situation effecting the employees’ health and safety.

IRS provides agenda setting insights and analysis on worker management issues. Through consultancy, conferences, etc. IRS offers comprehensive coverage on training, human resource management at the factories pay and benefits, occupational health, safety, worker productivity improvement and labour laws.

In brief IRS offers-

Employment conditions Review
Equal opportunities Review
Occupational Health and Safety Review
Industrial Law Advice
Worker Management
Improving Relationship Between Worker and Managers
Pay and Benefits Adjustments
Productivity Analysis
Improving Productivity
Restructuring
Work-flow mapping
Bottle neck Analyzing
ISO 9001 Support
SOP Development in Training

HRO:

Human Resource Outsourcing

Whatever a company’s human resources require, RCL’s HR outsourcing services can satisfy those needs. RCL offers HR outsourcing to meet the organization’s general HR service requirement, offering a wide variety of services. At the same time, RCL offers specialist services, focusing on specific areas such as payroll management, contract recruiting, customized training etc. Depending on the size of the business and how much control the organization want to maintain over HR functions, the organization can either outsource all HR tasks or contract for services a la carte to RCL.

The basic services offered by RCL include:

Overseeing organizational structure and HR planning requirements
Recruiting full time or part time employees
Managing training and development services including TNA (Training Need Assessment), outsourcing etc
Tracking department objectives, goals and strategies
Conducting employee and manager training
Benefits administration including PF (Performance Evaluation), Insurance etc.
Designing & Conducting employee orientation programs
Management & legal support in employee relations issues
Providing skilled professionals who are focused specifically on HR
Reduce and manage operating costs
Improving employee relations

If the organizations need to hand off the entire HR function, they can consider RCL as Professional Employer Organization (PEO), RCL is the employer of record, handling employee relations, payroll, benefits, workers’ compensation and all the other areas that fall under the HR umbrella.

If it is not needed the comprehensive services of a PEO, the organization can contract specific projects through RCL to help –

Implement a human resource information system (HRIS)

Create or update employee handbooks and policy manuals

Develop and implement a compensation program

Create or review a performance appraisal system
Write and update affirmative action plans
Provide sensitization training

RCL offers the options of working with an international, national or regional provider all at once based on their wide networks and strategic alliances in Central Asia, Africa and the US.

TRY:

Training Resource and You

TRY was established in 2003 as a Human Resources (HR) training and consulting firm. RCL’s aim is to provide the best training resources in Bangladesh.

TRY (Training Resources & You) is a full-service HR Development support provider, which helps companies – of all sizes, create and execute their training solutions. Since outsourcing often has different meanings, let’s look at different ways TRY support clients:

Clients who need to conduct HR Development Need Analysis for their employees – can TRY in order to get a biased-free, dedicated expert opinion regarding the topics that need to be trained or developed.
Clients, who need to create a large number of Training Manuals or E-Learning Courses, hire TRY as specialists to work alongside the company’s in-house team members to get the project done.
Clients who need one or more Customized Training / Workshop designed and delivered for their employees, hire TRY as their facilitator.
Companies which need to provide Sensitization on subjects like gender awareness, cultural diversity, prevention of sexual harassment, grievance handling etc. type of courses which is best delivered from an external expert, outsource the entire project to TRY.
Companies, who needs trained new recruits on a regular basis, Outsource the Entire Business Process of recruiting, selecting and training of those staff to TRY, so that they can focus on its core business.

List of some customized Training Programs:

Customer Care, service Excellence & Team Building for AMC (a buying house for TARGET) – organized by BDJobs.com
Improving Organizational Effectiveness for REMEX Corporation (a chemical indenting firm)- organized by BDJobs.com
Customer Care for Global On-Line services (ISP service Provider)
Work prioritization and Self Organization for Huawei (Telecom Technology Solution Provider)- organized by BDJobs.com
Performance Management system for REMEX Corporation
Improving Worker- Management Relationship for Interstoff (Garment factory) sponsored by Inditex (Spanish buyer)
“Customer Relationship Management” for Homebound (freight forwarding company) – organized by BDJobs.com
How to make more TIME for Expolanka (freight forwarding company)
Effective Budgeting Techniques for Navana Group
Supervisory Management for La Farge Surma Cement (Proposed)

HRM: Human Resource Management

RCL is a comprehensive HR Management service provider, which helps companies – of all sizes, create and execute their HR systems, policies and procedures. HRM does its works by the following ways-

Clients who need to develop a HR Policy for their employees – hire RCL in order to get a professional policy which takes into account various legal compliances regarding HR and puts in a comprehensive procedural guideline for them in managing their day-to-day and occasional HR related tasks and problems.
Clients who want to hire talents – but do not want to go thru the recruitment and selection hassles – hire RCL to SCAN^© the right incumbents for them.
If clients need to assess their own standing in the Job Market in terms of salary, wages and benefits paid, they hire RCL to conduct Benchmarking of Positions and a Salary Survey amongst similar organizations. Based on the finding of the survey, RCL recommends changes to the salary and benefits.
New organization, which need to set up their Salary and Benefits Structure also take the help of RCL, to develop a comprehensive and market oriented pay package to attract and retain their HR.
Organizations in NAISSANCE or RENAISSANCE, hire RCL to conduct Job Analysis for them – in order to develop or refine their Job Descriptions and Job Specifications.
Existing organizations also hire RCL to conduct Job Load Analysis in order to reallocate / redistribute their work, find out the distribution of authority vs. responsibility and RIGHT SIZE their organization.
Clients, who already have set policies and procedures – but are large and geographically disbursed, sometimes need to Audit HR Systems in order to ensure that the systems are being implemented as per set guidelines. These clients include large MNC (Multinational Corporations) with Head Offices out side the country and need a Third Party Auditor to ensure compliance to HR systems and procedures.

Additional Services of HRM-

Early Retirement Plan Development (Golden Handshakes!)
Outplacement Services
HR Accounting
Designing HRIS (Human Resource Information System)
Developing Medical Policy
Affirmative Action Plan
Women & Minority Development
Stress Management
Employee Relocation
Exit Interview Design
Selection Methods Development
HR Planning
Job Enlargement / Enrichment / Sharing
Career Management & Succession Planning
Designing Induction/Orientation Programs
Performance Management System
MBO (Management By Objectives), KRA, KPI Based PMS
Balance Score Card System
Development of Performance Based Incentive Plans
Sensitivity Training
Organizational Climate Survey
Employee Satisfaction Survey
Staff Development Policy
Work Life Balance Strategy
Implementing Flexible Organization Systems
Leadership Development
Communication Improvement
Team Building
Competency Mapping & Framework Development

SCAN:

Services for Cranium Anthology thru Networks

RCL’s SCAN provides support for two types of clients- the organizations who are looking for the right employees and job seekers looking for the right place to work. It supports the clients throughout the executive-search process, fully utilizing extensive skills, experience and expertise of seasoned Human Resources (HR) professionals comprising a vast global network that ensures confidentiality in completing a successful executive search.

SCAN realizes that organizations are gradually outsourcing more and more of their recruitments because they find it more cost effective to give the total recruitment assignment (e.g. Job designing, advertisement, application receiving, short-listing, and communication, Test or Interview etc.) to a third party. SCAN is qualified in conducting these functions as a specialty skill. At the same time, RCL ensure neutrality, confidentiality, and biased free selection.

Job seekers are also realizing that it is difficult, if not impossible, to get a job of their choice by going through the normal recruitment channels. Today’s competitive job market calls for knowing where the jobs vacancies are, customizing resumes, learning how to face interviews, and having excellent negotiating skills, but at the same time also ensuring that their current job security is not compromised. So, they gradually prefer to seek jobs thru SCAN as we are neutral and help them develop all of the above skills and work as their exclusive agents.

Having a recruitment agent like SCAN provides even more cost effectiveness and leverage – when the job market expands beyond the National boundary for both the Organization and the Job Seekers. SCAN provides recruitment services for their clients, which include international organizations looking to hire HR from Bangladesh, or Bangladeshi organizations looking to hire expertise not available in Bangladesh. It also caters to Job Seeker clients such as Bangladeshis looking for overseas jobs or expatriates looking for jobs in Bangladesh.

Scanning process:

The SCAN process is done by complete understanding of client’s needs. A sound, strategic understanding of the client’s business and strategy – combined with corporate culture – enables SCAN to deliver a successful search. SCAN is driven by a firm understanding of the client’s long-term view on job requirements, including knowledge, skills and attitudes. SCAN also takes into consideration the business environment of the country of operation and the rest of the relevant countries in the world. Most importantly, all arrangements for the executive search are thorough, avoiding any discrepancy between what the client wants and what SCAN needs to do – arriving at a mutual understanding of candidate requirements.

RCL SCAN in Wide Range but with Precision:

SCAN team conducts broad-ranging research on the local and International markets, the relevant industry – as well as on competitors. RCL also provides advertising facilities to clients through various medias including web based job sites and newspapers. Possible job seekers are then determined and presented, along with the results of research, in a feasible executive-search proposal.

RCL actually begin SCAN – in every sense possible – well before the contract is signed with a particular client, as the company do continuous groundwork research on job market variables including job trends, available talents, salary benchmarks etc. The company also has strategic alliances with other professional recruiters, in country and across continents.

RCL Provides Professional Job Placement SCAN

RCL takes pride in seeking and introducing high-potential job seekers. To this end, the SCAN through a team-based, professional approach that ensures close contact with carefully selected groups of job seekers. The company places high value on collecting accurate information, sustaining motivation in qualified job seekers, protecting the confidentiality of invaluable client information, and utilizing our ability to complete coordination and negotiations with the preferred candidate. In order to ensure accuracy of the company’s information regarding a candidate RCL maintain memberships in professional association.

RCL’s SCAN Reports Ensure Objectivity in Decision-making

RCL’s SCAN consultants adhere to the principles of trust and professionalism, and take responsibility in providing the materials used for making a decision, which include profiles on qualified job seekers and evaluations of job seekers in regards to the particular position being filled. The team SCAN and identify job seekers using our database and network of contacts.

RCL conduct a thorough SCAN of the job seekers using Assessment Centre Tools, including but not limited to, written tests for knowledge, simulation tests for skills, psychometric tests for attitude and one-to-one or group interviews. Based on those tests, we prepare detailed profiles and evaluation reports of the job seekers, providing a sound decision making base for the organization. In order to facilitate our International clients, we offer telephone interview facilities and hope to soon offer video conferencing facilities. Our Salary Survey reports also provide a basis for clients to SCAN industry average and negotiate salary and benefits – balancing equity for both parties.

SCAN Supports a Successful Landing

SCAN supports all requirements necessary for successful commencement of the job for the finally selected candidate (s) including reference checking, drug testing, health checks, issuance of work permits and/or work visas, travel documentation & bookings, relocation support, and all other legal / statutory requirements. SCAN also supports by continuously motivating each hired talent, instilling a willingness to meet the challenges of a new working environment and job responsibilities through induction / orientation of the country, culture and organization. The company believes that a successful search also involves supporting an early, smooth and successful landing in a new exciting frontier, ensuring smooth transition and assimilation for the job incumbent and client satisfaction.

SCAN Time Requiblue:

Each SCAN cycle range from 20 to 30 working days from the data of work order. However, the requible time may vary based on the requirements of the position and maybe customized as per urgency of the clients.

Scan Requisition Form:

The usual duration for the process is ¾ weeks based on the level of the require able position(s). If the client requires filling of the position earlier, they should inform RCL in writing. RCL commits to provide the best service for their client, but regrets that it may not be possible in shorter notice.

The actual cost of advertisement as per client’s requirement is charged back to the client account, as soon as it is printed or uploaded. RCL will conduct the initial short-listing of the candidates and arrange all logistics support as per client requirement for conducting assessment test (both written and computer based), interviews (either face-to-face, tele- conference or video conference or via instant messaging) of the final candidates.

The final selection of the candidates is the sole responsibility of the client, it should be noted that RCL is only a short-listing service provider. Based on the final selection by the client, RCL will negotiate with the candidate, it require able.

If require, RCL will support the candidate with protocol and logistics such as visa processing, re-location etc. during and after the selection. The client is not obligated to pay any service charge beyond the actual cost of advertisement and virtual facilities used, if no candidate is finally selected through RCL. RCL will ensure confidentiality of all concern including any company internal material used for the selection purposes.

After the finally selected candidate(s) joins client organization, RCL’s liability ends. RCL can not guarantee job performance and will not be liable to make any compensation if any job related complications arise after joining in the position.

By issuing a work order to RCL for availing SCAN services, the client agrees to all terms and conditions stated above. Any exception should be made and agreed in writing.

SCAN^©

Terms and Conditions for International Client

The agreement will be between RCL (Renaissance Consultants Limited) and the organization, hereafter referred to as the “Client”, looking for appropriate Human Resources to fill up their required organizational position(s). In order to ensure quality applicants, RCL usually does not have separate placement agreements with job seekers.
The work will commence once the Client sends a ‘Work Order’ along with a filled in SCAN^© Requisition Form signed and sealed properly. All administrative expenses should be paid in FULL in ADVANCE.
RCL will conduct the initial short-listing of the candidates and arrange all logistic support as per Client requirement for conducting assessment tests (both written and computerized) and interviews (face-to-face, tele-conference, video conference or via instant messaging) of the final candidates.
If required, RCL will support the Client and candidate with protocol and logistics such as reference checking, visa processing, re-location etc. during and after the selection.
RCL will also ensure CONFIDENTIALITY of all concerned including any company internal materials used for the selection purposes. The candidates are also assured of the highest level of confidentiality in order to be secure in their current job.
The final selection of the candidates is the sole responsibility of the Client, it should be noted that RCL is only a short-listing service provider.
Based on the final selection by the Client, RCL will negotiate with the candidate, if required.
Upon signing of the final job contract between the Client organization and the candidate, RCL will be entitled to their fees as per contract and expect payments to be made within two weeks.
RCL’s liability ends once the finally selected candidate(s) joins the Client organization. RCL will not guarantee employee retention or job performance and will not be liable to make any compensation if any job related complications arise after joining of the candidate(s).
By issuing a Work Order to RCL for availing SCAN^© services, the Client agrees to all the Terms and Conditions stated above. Any exception should be made and agreed in writing.

SCAN^©

Terms and Conditions for Local Client

The agreement will be between RCL (Renaissance Consultants Limited) and the organization, hereafter referred to as the “Client”, looking for appropriate Human Resources to fill up their required organizational position(s). In order to ensure quality applicants, RCL usually does not have separate placement agreements with job seekers.
The work will commence once the Client sends the filled in SCAN^© Requisition Form signed and sealed properly. This document will serve as a Work Order and an effective contract and will indicate the Client’s agreement with these Terms and Conditions. Alternately, a separate agreement can be drawn if the client so wishes; in which case commencement of work is subject to issuance of a separate Work Order.
All administrative expenses should be paid in FULL in ADVANCE.
RCL will conduct the initial short-listing of the candidates and arrange all logistic supports as per Client requirement for conducting assessment tests (both written and computerized) and interviews (face-to-face, tele-conference, video conference or via instant messaging) of the final candidates.

The final selection of the candidates is the sole responsibility of the Client.

Based on the final selection by the Client, RCL will negotiate with the candidate, if required.
Upon signing of the final job contract between the Client organization and the candidate, RCL will be entitled to their fees as per contract and expects payments to be made within two weeks.
RCL will also ensure CONFIDENTIALITY of all concerned including any company internal materials used for the selection purposes. The candidates are also assured of the highest level of confidentiality in order to be secure in their current job.
RCL’s liability ends once the finally selected candidate(s) joins Client organization. RCL will not guarantee employee retention or job performance and will not be liable to make any compensation if any job related complications arise after the candidate has joined the position.

Define HRM:

Human Resource Management is the set of organization activities directed at attracting, developing and maintaining an effective work force. ———-By Ricky W. Griffin

The policies and practices involved in carrying out the people or human resource aspects of a management position including recruiting, screening, training, rewarding and appraising— BY Gray Dessler

Function of HRM:

Human Resource management performs quite a few useful functions in order to achieve its objectives these functions have been categorized be — and Robins al:

Acquisition:

The acquisition function begins with HR planning. Relative to human resource requirements, we need to know where we are going and how we are going to get there. This includes the estimation of demands and supplies of labor. Acquisition also includes the recruitment, selection and socialization of employees.

Development:

The development function can be viewed along three dimensions. The first is employee training, which emphasizes skill development and the charging of attitudes among workers. The second is management development, which concerns – primarily with knowledge acquisition and the enhancement of an executive’s conceptual abilities. The third is career development, which is the continual effort to match long-term individuals and organizational needs.

Motivation:

The motivation function creates an inner urge to perform and begins with the recognition that individuals are unique and that motivation techniques must reflect the needs of each individual. Within the motivation function, alienation, job satisfaction, performance appraisal, behavioral and structural techniques for stimulating worker performance, the importance of linking rewards to performance, compensation and benefits administration and how to handle problem employees are reviewed.

Maintenance:

The final function is maintenance. In contrast to the motivation function, which attempts to stimulate performance the maintenance function is concerned with providing those working conditions that employees believe are necessary in order to maintain their commitment to the organization.

Human Resource planning and policies:

Planning means setting the organizational goals and deciding how best to achieve them. The bridge between HR strategies and HR functions is the formulation of human resource plans that incorporate the desired outcomes of HR strategies, are responsive to continual changes in the organizational environments, and can be operated through efficient and effective HR functions.

Human Resource planning is one of the most important elements in successful HRM program. Human Resource Planning is a little like navigating a ship, it decides on a course and speed towards destinations with the constant need to take further readings and make necessary adjustment in order to reach that destination. The purpose of Human Resource Planning (HRP) is to ensure organizational objectives through the effective utilization of human resources of the organization. Human Resource Planning (HRP) is essentially an ongoing process, focused on the long term, but cognizant of contemporary changes in both the internal and external environments in which the organization operates.

The human resource planning is the process by which an organization ensures that it has the right numbers and kinds of people at the right places at the right time who are capable of completing his/her task effectively and efficiently, and that will help the organization to achieve its overall objectives.

Interstoff Apparels Ltd. does both short term and long term planning for the wellbeing of the organization.

Short term planning is about:

Participation
Developing Care Skills
Implementation etc

Long term planning is about:

Forecasting
Organizational Development

Recruitment:

Recruitment is the process of attempting to locate and encourage potential applicants to apply for existing or anticipated job openings. Recruitment strategies attempt to create a poll of appropriately qualified and experienced people so that selection strategies and decisions can be initiated.

The recruitment process typically yields a number of applicants whose qualifications must be assessed against the recruitments of the job the intent of the selection process is to gather form applicants information that will predict their job success and than to hire the candidates likely to he must successful

An organization can go for internal source or external source or both to meet organization needs of human resource.

Internal sources are like:

Promotion
Demotion
Transfer

And external sources are like:

Employee Referral
Provide circular in the Daily News paper, Notice Board and/or in the local community

Recruitment Policy and Procedure

Should follows a proper rules and policy for recruitment focusing on Bangladesh Labour Law. In some cases factory obeys the Buyer’s Code of Conduct if it does not violets the countries law.

Follows are the Recruitment Policy and Procedure

Recruits workers as per law.
There is no discrimination in the recruitment procedure for religion, sex, complexion, political opinion or so.
For recruiting in the vacant position we provide circular in the Daily News Paper, Notice Board and/ or in the local community

Before recruitment the applicant should submit the following papers (Photocopy).

BIO DATA and Application
Two (02) Passport size and Two (02) Stamp size color photograph.
Birth certificate (Certificate or supporting paper provided by registered doctor)
Education Certificate (if any)
Nationality Certificate (Provided by Word Commissioner or Union Chairman)
Special qualification and Experience certificate (if any)
Other necessary papers may be asked to provide by the office management if required.

Do not recruit any people who are not comply local law of the land.

If any confusion arise regarding age of any worker then management check the age of that particular worker by a registered doctor.

Matters consider during Interview

- Education requirement as per position and expertise
- Skill test (if necessary)
- Salary setting as per skill

Workers who require skills are collected form the main gate on an announced date. Skill test then taken up to 01 PM. Workers have to prove their skill within that period. Otherwise we do not recruit that worker and instantly we let the worker know about it. Workers who prove their skill are recruited on that day. Skill test occurs in presence of the particular department head or work study in charge.

Salary is fixed as per workers skill level, in case of skilled workers salary is fixed by negotiation with that worker. If the worker agrees with the salary and other benefits then we finalize the recruitment and the worker put signature on the appointment letter.

We do not go for skill test for the recruitment of unskilled workers and helpers. Only age estimation is done by the doctor. For unskilled workers we provide minimum wage recommended by BGMEA.

Personal profile maintained for all workers individually.
No workers are recruited bye force. We do not take the main papers or any bond of the worker.
All recruited workers are provided their appointment letter. In the appointment letter we mentioned the salary and other benefits in details.
To identify, all worker are provided ID card
After three months form recruitment we permanent them if they can satisfy the management.

Selection:

Selection activities typically follow a standard pattern, beginning with an initial screening interview and concluding with the employment decision. The selection process typically consists of eight steps:

Initial screening interview
Completing the application from
Employment test
Comprehensive interview
Background investigation
Conditional job offer
Medical and physical examination and
The permanent job offer

Training and development

Many employees may require extensive training before they are ready to make contribution to the organization. A majority, however, will at one time or other require some type of training and development activity in order to maintain an affective level of job performance.

The organization also works for the development of its executives or potential executives in order to enable them to be more effective in performing the various functions of management. Different types of training program are:

On the job training: Places the employees in actual work situations and makes they appear to be immediately productive. It is learning by doing, for jobs that either are difficult to simulate or can be learned quickly by watching and doing, on-the-job training makes sense.

Off the Job Training: Off the job training covers a number of techniques classroom lectures, films, demonstrations, case studies and other simulation exercises, and programmed instruction. The facilities needed for each technique vary from a small, makeshift classroom to an elaborate development center with large lecture halls, supplemented by small conference rooms with sophisticated instruction technology equipment.

Performance Appraisal:

Performance evolutions are an integral part of most organizations. Employee’s performance should be evaluated regularly for many reasons like, it aids the administration in decisions making about pay raises, promotions, and training etc. Supervisors will collect the appraisal from form the HR, Admin & Compliance department

The Head of HR and Admin Department will submit the complete and signed form to head of the Department.
Departmental Head or functional head will evaluate the appraisal and process the appraisal in consultation with departmental/section chief to fill the form as per guidelines of note and will send the form to Factory Manager
Factory Manager will make the final evaluation and shall propose/recommend and will forward the same to Director/Managing Director.

Appraisal Score is given based on the following criteria:

Professional Knowledge & Skill
Record of achievement of daily, weekly or monthly work/ jobs target/ objective
Record of following work instruction
Quality of work (deviation or error free work)
Ability to plan, organize & Supervise of work
Decision making ability
Corresponding/ Communication ability
Character & Behavior
Relationship with colleagues/Team Spirit
Initiative & sense of responsibility
Punctuality (Attendance/absence)
Disciplinary Record (Follow of rules, regulations & Policy)

TRAINING NEEDS ASSESSMENT (TNA)

Why do we need this training?

To understand how HR can be developed to achieve organizational objectives?
To justify training costs?
To identify individual training needs?
To develop organizational training needs?
To identify my OWN training needs?

What is TRAINING?

Aims to improve specific knowledge or skills
Can be achieved, and will show benefits, in the short term
Influences behaviour and improves work performance
Involves anyone in a supervisory position
May also be unconsciously given

What is DEVELOPMENT?

Bringing about capacities that go beyond those required by the current job
Efforts to improve an employee’s ability to handle a variety of assignments
Enhance the ability of an organization to compete and adapt to a changing competitive environment
Adds positive economic benefits to the production of goods and services
The individual’s career also gains focus and evolves

WHY TNA?

Training Need Analysis (TNA) helps you answer these questions…..

Future performance

What are the goals for the future performance of our organization? Profit? Growth? Increased Accountability? Reduced Poverty?

Challenges

What are we concerned about? What’re the challenges today?

What challenges are we likely to face in the future?

Employee performance

In what way our employees should start performing differently to help us meet the challenges and take us to the goals?

New Skills, knowledge and Attitudes

In order for our employees to perform differently, what kind of new Skills, Knowledge and Attitudes they need to have?

Training Needs

Now that we know what kind of new Skills, knowledge and Attitudes are required for our employees, how can we bridge the gap?

BENEFITS OF TNA

Providing learning opportunities to staff enables them to develop and achieve personal and career goals.
Well-planned training is an effective retention strategy, particularly for ambitious and externally mobile employees.
Conducted to determine whether resources required are available or not
Helps to plan the budget of the company, areas where training is required
All training provision should be designed to meet previously identified learning needs in order to be cost-effective.
Highlights the occasions where training might not be appropriate but requires alternate action
Having a clear idea of what needs to be learned and the outcomes expected provides a foundation for training and learning professionals to evaluate the effectiveness of implementation of the learning strategy.

Different Types of Training Needs

KNOWLEDGE ENHANCEMENT
SKILL IMPROVEMENT
ATTITUDE DEVELOPMENT

Knowledge Enhancement

Identifying Gaps through…

Assessment/ Tests
Interviews (formal and informal)
Observation on the job (Work Study; etc.)
Questionnaire

Possible interventions…

Classroom (in-house, diplomas)
Self Study (text books, e-learning)
Job Performance Aid (Guides, Manuals)

Skill Improvement

Identifying Gaps through…

Performance Reviews
Observation on the job (Work Study; etc.)
Advisory Committees ( for changes in work, workplace)
Supervisor Consultation

Possible interventions…

OJT
Coaching
Mentoring
Job Rotation

ATTITUDE DEVELOPMENT

Identifying Gaps through…

Studying trends in performance
Interview/ Feedback Sessions/ Counseling
Investigating the current events in the person’s life

Possible interventions…

Counseling
Motivational workshops
Rewards and Punishments

CONDUCTING TNA

TNA in essence…

Step 1: Define the problem

Describe Discrepancy

Desired Performance (Optimal) -Actual Performance (Actual) =Possible Training Need

Step 2: Is it important?

Why is it important?
What if you did nothing?
How big is it? (Quantify if possible)
Who cares?

Is the cost of the discrepancy high enough that it seems worth pursuing a solution?

If the answer is no…..REJOICE

Step 3: Determine Cause(s)

Is it a problem of skill? or

A problem of will?

Yes, it is a skill deficiency

If it is a skills of deficiency.

Provide training
Provide practice
Provide feedback
Simplify the task
Develop a job aid
OJT
Transfer
Terminate

Yes, it is a problem of will…

And one last question…

Step 4: To train or not to train?

First determine cause (s)
Only then look at possible solutions
Seek integrated solution systems that get to the root of the problem

Evaluation of Training:

Reaction: how did trainees respond to the program? Did they find it stimulating, relevant, and of practical use; or did they find it dull, tedious and of no relevance to their work roles?
Change: were there changes in attitude, or increments in performance or knowledge as a result of attending the course?
Application: have observed changes resulted in improved performance on the job?
Results: has there been a change in work section or organisation performance as a result of the application of learned skills or attitudes to the work situation?

“Remember, training is not what is ultimately important… PERFORMANCE is.”—- Marc Rosenberg

“Remember, THE MAGIC QUESTION of TNA –

WHAT WILL THE TRAINEES BE ABLE TO DO AT THE END OF THE TRAINING?”

Major Problems:

Deprived Time Management (for our SCAN service).

Minor Problems:

1. Electricity Problem
2. Poor Database
3. Incomplete CV
4. Internet Service
5. Media

How to Over Come the Problem:

Firstly we can focus our major problem “Time Management”, so firstly we can analysis “How to manage our time”. If we can solve our minor problem we can easily manage our time. How to solve our minor problem as below:

Setup a generator for continues power supply.
We can use alternative database likes Bdjobs.com, Prothom-alojobs.com, Jobstreet.com, Chakri.com.bd and so on.

We can use e-mail for soft copy & by post hard copy (e-mail: scan.rcl@gmail.com & Address: Renaissance Consultant Ltd.

House # CWN (A) 3B, Flat # 1C, Road # 49

Gulshan – 2, Dhaka- 1212, Bangladesh

Now we can use Broadband Internet Connection (128 kbps full duplex dedicated link, 99.99 up time, 25% VSAT backup).
We build a relation with media sector for our papers add& electronic media add (within a short time).
We have Prepare a Terms and Conditions for Local Client & International Client.
We have Prepare a Requisition form for SCAN service.