Human Resource Management Activities of SARP

 Introduction:

In a world increasingly characterized by globalization of product markets, the importance of human capital as a resource that can potentially provide competitive advantage has become more important. Because a firm’s people are integral to its success, researchers interested in managing human capital have increasingly focused on HR practices as the levers through which firms might build the human capital that makes up resources and capabilities. 

A recent stream of thinking in this area has focused on the ways in which HR practices can elicit organizational commitment from employees, a construct which is argued to impact their motivation and desire to stay with the firm. However, recent advances have been made in the conceptualization of both HR practices and organizational commitment. The purpose of this chapter is to provide a more detailed analysis of HR practices in SARP Bangladesh.

Definition of Human Resource Management (HRM):

Human resource management (HRM) is a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations.

Human resource management involves all management decisions and action that affect the nature of the relationship between the organization and its employees – its human resources. (Beer et al, 1984)

HRM comprises a set of policies designed to maximize organizational integration, employee commitment, flexibility and quality of work. (Guest, 1987)

Human resource management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. (Storey, 1995)

HRM is: ‘The management of work and people towards desired ends.’ (Boxall et al, 2007)

HRM is concerned with how organizations manage their workforce (Grimshaw and Rubery, 2007).

Classification of Human Resource Management (HRM):

HR Practice brings together HR philosophies that describe the overarching values and guiding principles adopted in managing people, HR strategies that define the direction in which HRM intends to go, HR policies that provide guidelines defining how these values, principles and the strategies should be applied and implemented in specific areas of HRM, HR processes that comprise the formal procedures and methods used to put HR strategic plans and policies into effect, linked HR practices that consist of the approaches used in managing people, and HR programs that enable HR strategies, policies and practices to be implemented according to plan. [14]

Human Resource Planning:

Human Resource Planning is the process of determining an organization’s human resource needs. David A.DeCenzo & S.P. Robbins

As defined by bulla and scott (1994), human resource planning ‘is the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. [15]

Importance of Human Resource Planning:

Human resource planning is process that by which an organization ensure that

• It has the right number and kinds of people
• At the right peoples
• At the right time
• Capable of effectively and efficiently completing those tasks that will help the organization achieve its overall strategic objectives.

Key Issues in Human Resource Planning:

• HR planning must have direct linkage to the organization’s strategic direction.
• Overall plans and objectives must be translated into the number and types of workers needed.
• Senior HRM staffs need to lead top management in planning for HRM issues.

Steps in Human Resource Planning:

1. Assessing Current Human resources
2.  Determining the Demand for Labor:
3. Predicting the Future Labor Supply
4. Where Will We Find Workers
5. Matching Labor Demand and Supply

SARP Bangladesh follows the proper process of human resource planning for future demand, control of staffs and supply to meet the demand of organizational framework and strategic goals.

Vision: SARP visualizes a just and advanced society with difference in Bangladesh, established on moral and human values, popular participation and sound environment where people of the societies enjoy an equal opportunity for actualization and self-development.

Mission: To improve economic status of the destitute of the society through income generating activities and to ensure participation of the poor in such activities or programs so that they may be able to stand on their own feet.

To provide assistance for generating income and /or employment opportunities for the landless and the asset less for alleviating poverty, in various forms and manners, including financial, institutional, advisory and training.

Goal: Improved socio-economic status of the rural poor and underprivileged people, emphasizing the women and children and also empowerment through undertaking appropriate and sustainable programs.

Organizational Management: The General council of 35 members of the organization is the highest policy formulation body and meets once in a year to, review and budgets, expenditures and progresses and also formulates policy decisions and elects Executive Committee for 2 years. The Executive Committee (EC) of 7 members meets quarterly to approve and review the quarterly plans, budgets expenditures and progresses and makes policy decisions.

Officers& Staff: To execute the tasks of SARP efficient and hardworking group are engaged. They are dedicated for the organization and spend their labor and time for the well-being of the organization. SARP’s activities and daily operations are at present carried out by 33 management staff.

Job Analysis: 

A job analysis is a systematic exploration of the activities within a job. This is procedure used to define duties, responsibilities and accountabilities of a job and the skills, knowledge, and abilities needed to perform the job.

Job analysis determines the duties, responsibilities, skills, abilities required to perform the job successfully. Job analysis generates three tangible outcomes:

Job Description: A job description is a written statement of what the job holder does, how it is done, under what conditions and why. It describes the duties, responsibilities, reporting, relationships and working condition of a job. It should accurately portray job content, environment, and conditions of employment.

Job Specification: The job specification states that minimum acceptable qualifications that the job holder must possess to perform the job successfully. Job specification identifies knowledge, skills, education, experience, certification, and abilities necessary to perform a job.

Job Evaluation: Job Evaluation specifies the relative worth/ value of each job. If an organization wants to have an equitable compensation program, employee compensation should be determined based on Job Evaluation

SARP Bangladesh has ample of program to full fill the NGO (Non Governmental Organization) code and conducts. For each program has identical job analysis and specification of the employees.

A) Job Description used in the SARP:

Here we discuss about the program of SARP Bangladesh and the job analysis as well as the job specification.

• Health program department:

Health program department operates their program under below designated position.

1. Regional Manager (Health Program department)
2. Trainer
3. Branch Manager
4. Supervisor/Field Organizer
5. Field Staff

•  To improve the health condition of its group members in particular and poor people in general.
•  Health awareness rising is important program of SARP.
• Expecting mother and child health care program.
• Vaccination program-HIV/AIDS prevention program.
• Breathing awareness about medicine, nutrition, immunization.

• Child and Education program department:

Child and Educational program department operates their program under below designated position.

1. Regional Manager (Child and Educational program department)
2. Trainer
3. Supervisor/Field Organizer
4. Field Staff

SARP has undertaken the literacy program for the illiterate adult male and female and also for children.

• Relief and Rehabilitation program department:

Relief and Rehabilitation program department operates their program under below designated position.

1. Regional Manager (Relief and Rehabilitation program department)
2. Trainer
3. Accountant
4. Branch Manager
5. Supervisor/Field Organizer
6. Field Staff

Provide dry food saline, medicine, drinking water for flood/Sidr affected area.

Provide relief and rehabilitation.

• Women development program department:

Woman development program department operates their program under below designated position.

1. Regional Manager (Woman development program department)
2. Supervisor/Field Organizer
3. Field Staff

SARP tries to address the women issue and establish their rights to the society.

Women education, awareness, economic activities are also included this program.

• Agricultural and Fisheries department, Environment and deforestation department also working under the supervision of SARP Bangladesh.

These programs are given by the respective program officer under the designated department of SARP Bangladesh. And the job evaluation of these designated program officer under these program.

B) Job Specification of SARP:

The respective program officers and other employee’s required qualification for operating these programs are given below.

• Health program department:

For Regional Manager-

B.Pharm/ M.Pharm/MBBS (preferably) or Masters from science background with 5 Years Experiences.

For Trainer-

B.Pharm/ M.Pharm/MBBS (preferably) or Masters from science background with 2/3 Years Experiences.

For Branch Manager-

B.Pharm/ Graduation from science background with 2 Years Experiences.

Supervisor/Field Organizer-

Minimum HSC passed from science background with 1 years Experience.

Field Staff-

Minimum SSC passed with 1 years experience will get preference

• Child and Education program department:

For Regional Manager-

Masters from any discipline with 5 Years Experiences.

For Trainer-

 Masters from any discipline with 2/3 Years Experiences.

Supervisor/Field Organizer-

 Minimum HSC passed with 1 years Experience.

Field Staff-

  Minimum SSC passed with 1 years experience will get preference.

• Relief and Rehabilitation program department:

For Regional Manager-

  MBA (Major in HRM) / Masters from any discipline with 5 Years Experiences.

For Trainer-

  MBA (Major in HRM) / Masters from any discipline with 2/3 Years Experiences.

For Accountant-

  BBA/Graduation from any discipline with 2 years.

For Branch Manager-

  Graduation from science background with 2 Years Experiences/ Fresh Candidates may apply.

Supervisor/Field Organizer-

  Minimum HSC passed from science background with 1 years Experience.

Field Staff-

  Minimum SSC passed with 1 years experience will get preference.

KEY Qualification:

  Strong desire to work in different environment.

  Good Academic background.

  Ability to adjust in different rural environment.

Recruitment:

Recruitment is the process of identifying and attracting a pool of qualified applicants for the vacant positions of an organization. It aims to attract a pool of candidates to apply from which qualified candidates can be chosen for the vacant positions in the organization. Recruitment concerns to provide a pool of candidates with minimum qualifications to fill the vacancies.

A Usual Recruitment Process:

Recruitment process generally involves the following steps:

•   Determining Vacancies
•   Considering Sources
•  Preparing & Publishing Information
•   Processing Applications
•  Notifying Applicants

Recruiting Sources:    

•   Internal Searches
•   Employee referrals
•   External Searches
•   Recruitment alternative

Advertisement Policy of SARP:-

• For Staff and Officer:

All recruitment will be made following circulation of internal and external advertisement.

Preference will be give to internal candidates. However if no suitable candidates are available within the company, then recruitment of external candidates will be undertaken. Newspaper and online job search, websites will be preferred.

• For Worker/Office Assistant:

For labor/office assistant recruitment, management gives job advertisement notices at the Daily Newspaper. On the other hand the known persons of existing workers are also a source of labor/office assistant recruitment.

Application Collection Process of SARP:

After giving advertisement management collects the applications. Applications come from both internal and external source.

Application Selection Process of SARP:

Management selects the best applications from the all collected applications based on the following criteria: educational background, experience, physical fitness, talent etc.

The purpose of short listing is to reduce huge number of applications to a manageable size in a way that is reliable, fair and cost-effective.

Applicant Selection Process of SARP:

The short listed candidates are then called for a written test. After successfully completion of written test, only passed candidates are eligible for face interview board with the recruitment committee. The recruitment committee has been formed by the HR dept and is focused towards hiring and selecting employees based on.

Internal employee referral worker/office Assistant candidate get priority to the selection committee. For the post of worker/office assistant only interview will take by recruitment committee.

Selection Process:

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. 

The selection process typically consists of eight steps:

1.       Initial Screening interview
2.       Completing the Application Form
3.     Employment Tests
4.       Comprehensive Interviews
5.       Conditional Job Offers
6.       Background Investigation
7.       Medical/Physical Examination
8.       Job Offers

SARP Bangladesh after taking the necessary steps of recruitment they select their new employee through proper way. After scrutinized all resume with proper verification, written test and interview called by the executive board of SARP. They finally selected a desirable candidate to their services in the responsible way to the organization.

The final selection is done on the basis of the virtues of the candidates interviewed. The interview board also puts special attention towards the personality attributes of the individual & whether or not the person will fit into the SARP Bangladesh culture. A census also needs to be reached by the interview committee and a unanimous decision needs to be made for the selection of the candidate.

After successful completion of recruitment process SARP Bangladesh offers the candidate of probation period offer. And committed to the candidate that, after completion of probation period candidate performance must evaluate and they take responsible for permanency of the employee.

After recruitment process the selected candidates have to submit their educational record, previous work experience (if applicable) for verifying. After proper verification of these documents selection committee verifies the criminal record of the candidates, legal status of work.

Orientation & Socialization of Employee:

Orientation:

Orientation may be done by the supervisor, the HRM staff or some combination. It depend formal or informal size of the organization. It covers such things as:

1.      The Organizations objectives
2.       History
3.       Philosophy
4.       Procedures
5.       Rules
6.       HRM policies
7.       Fellow employees

In SARP Bangladesh after selection of right candidates of the vacant position, an orientation is given to selected candidates to their respective job in different areas of project. This orientation was given by the presence of Chairman and Executive director and staffs of top level management.

Learning the organization’s culture of SARP Bangladesh

• Culture includes long-standing, often unwritten rules about what is appropriate behavior of SARP Bangladesh.
• Socialized employees know how things are done, what matters, and which behaviors and perspective are acceptable.

The CEO’s role in orientation of SARP Bangladesh

• CEO’s are moderator of the orientation program of SARP Bangladesh.
• CEO’s are welcoming employees, provide a vision for the company, introduce company culture cares about employees, allay some new employee anxieties and help them to feel good about their job choice.

HR Department Role in Orientation of SARP Bangladesh

• HR Department of SARP Bangladesh instructs new employees when and where to report; provides information about benefits choices.
• HR Department of SARP Bangladesh offers its assistance for future employees needs (career guidance, training, etc.)

In orientation program SARP Bangladesh are providing personal introductions, factory rules & regulations, H&S rules PPE introduced as compulsory, benefits & provisions, salary, environmental concern & fire safety.

Socialization:

It’s a process of adaptation to a new work role. Adjustments must be made whenever individuals change jobs. The most profound adjustment occurs when an individual first enters an organization.

• The process of Socialization:

Pre-arrival stage

En-counter stage

Metamorphosis stage

SARP Bangladesh belief that strategic goal of the organization depends on the dedication of employees. So if the employees are motivated with their respective responsibility organization can reach the strategic goal successfully. To motivate the selected employee and gave guidance of the services in remote areas SARP Bangladesh arrange a “Uttan Boitok” to accumulate the women and children in the selected areas of SARP.

Employees of SARP Bangladesh have to face different kind of situation which is unwanted to them. In this perspective SARP Bangladesh always give proper support to their employees through various kind of meeting, sharing experience of running employees and thus recruited employee get knowledge and idea how to overcome those situations.

Training & Development of Employee:

Training:

It refers to a planned effort by a company to facilitate employee’s learning of job-related competencies. During this training period employee has to understand the entire work system including the relationship among; their jobs, their work unit, the entire company. Training is used to improve employee performance and this leads to improved business results.

• The goal of training-

1. Master the knowledge, skill and behaviors emphasized in training programs.
2. Apply them to their day-to-day activities.
3. Linked to strategic goals and objectives.
4. Uses an instructional design process to ensure that training is effective.
5. Compares or benchmarks the company’s training programs against training programs in other companies.

To acquire basic knowledge of the selected employees of SARP Bangladesh gives a one moth training program. This training program is given to enable their duties in organized way to the remote area of the country successfully.

SARP Bangladesh provide training program to their new employee in two categories. At first category is only basic of SARP Bangladesh activities which are given as a theoretical training program. And the second program is practical program where employee can acquire the knowledge for field level activities.

SARP Bangladesh thinks a worker will become more efficient and productive if he is trained well. That’s why management arranges training programs for worker and also contract with others training firms for giving training to the worker of this company.

SARP Bangladesh committed to train the fresh workers. When fresh workers come to the factory at first we arrange training for them.

Pre-lecture & pre test for 2/3 hours of Training.

As SARP Bangladesh is one of the pioneers NGO’s in Bangladesh. In this part of training basically give an overall idea of SARP activities.

The pre test assessment is done on the basis of pre-lecture.

On-the-job training 1 month.

After introducing training SARP place the fresh worker to the definite departments & their on-the-job training is being started.

During on-the-training, new workers’ performance will be evaluated and improved through the following cycle:

Other Training:

SARP Bangladesh management always tries to organize different types of training. Such as: waste management training, productivity, leadership, quality & pattern making etc.

Developments:

It refers to formal education, job experience, relationships and assessments of personality and abilities that help employee’s perform effectively in their or future job and company.

• Importance of employee Development-

1. Improve quality.
2. Retain key employees.
3. Meet the challenges of global competition and social change.
4. Incorporate technological advances and changes in work design.

After completion of training program the successful candidates receive an incentives and promotion from the report of local chairman, UNO etc. So that, those employees can perform to his duties to the subordinate group member of the unit.

Employee of SARP Bangladesh participated in development program after successful completion of their training program. This program is for to upgrade the skill, duties and responsibilities of trained employee of SARP Bangladesh.

Comparison between Employee Training and Development:

Training is a process of learning a sequence of programmed behavior. It improves the employee’s performance on the current job and prepares them for an intended job.
Development not only improves job performance but also brings about the growth of the personality. Individuals not only mature regarding their potential capacities but also become better individuals.

Table : Comparison of Training and Development

Performance Appraisal practiced in SARP Bangladesh:

Employees generally see performance evaluations as having a direct effect on their work lives. Measurement of performance using information from:

• Personal observation
• Statistical reports
• Oral reports
• Written reports
• Comparison of actual performance with standards

The performance appraisal process follows three approaches:

1. Absolute standards:

An employee’s performance is measured against established standards. Evaluation is independent of any other employee.

2. Relative standards:

Employees are evaluated by comparing their performance to the performance of other employees.

3. Objectives:

Include mutual objective setting and evaluation based on the attainment of the specific objective. Effectively increases employee performance and organizational productivity.

To ensure the potential performance of the employees engaged in SARP of different areas, generally a certified in SARP is required to obtain from local UP Chairman and members of those areas. After that he/she will be enlightened for his/her respective job.

• Appraisers of SARP Bangladesh write narrative describing employee performance & suggestions.
• Based on key behavior anecdotes illustrating effective or ineffective job performance.
• Appraisers of SARP Bangladesh checks off behaviors that apply to the employee.
• Appraiser of SARP Bangladesh rates employee on a number of job-related factors.
• Appraisers choose from sets of statements which appear to be equally favorable, the statement which best describes the employee.

Performance Appraisal Strategy of SARP Bangladesh-

• Performance reviews are one method by which the Company builds a case for each employee’s attitude, strengths and areas of improvement. Performance management is a part of SARP Bangladesh strategy to improve the overall performance and skills of the Human Resources.

Performance Appraisal Process–

• The CEO and the employee will agree on the date for a performance appraisal meeting. This must be within the allowable time frame for each role. The frequency of performance appraisals is noted on position descriptions.

• The HR Department will prepare a written performance appraisal in the approved format and provide this to the employee at least 48 hours before the meeting.

Outcome Performance Appraisal-

• HR department will issue increment, promotion or any other letter as the outcome of the performance appraisal and endorse copies to personal file and any other department where necessary

Promotion-

The objective of the promotion policy is to ensure that high performance levels are recognized and rewarded.

Promotion Process-

A promotion is a career opportunity for an employee that involves greater

• Responsibilities, and may also involve an increase in salary, and a change in title. Promotions are intended to be non-interim. Promotions may occur only within the employee’s unit; an employee may be promoted to a position outside his or her unit provided the employee has required skills or education prerequisite for the post.

Employee has to complete his/her probation period to being eligible for any kind of Promotion.

The criteria of evaluation are as follows:

• On Bases of performance appraisal scores
• Attendance
• Competencies
• Education
• Honesty and sincerity
• Behavior with subordinates, colleagues, peers.
• Ability to finish tasks on time and up to the desired level of efficiency

SARP Bangladesh believes that, an organization success always depends on performance of employees. In this regard all the employee works under a specific target or goal to achieve individually. And their performance is evacuated after a certain period of time. The executive board of SARP Bangladesh evaluated the individual performance of the employee and increases the faculties also with other incentives.

Compensation and Benefit:

Compensation means what the employees receive in exchange for their work, it is the monetary plus non-monetary return paid to employees for the work done by them. ”Compensation includes direct cash payments, indirect payments in the form of employee benefits and incentives to motivate employees to strive for higher levels of productivity”.

Components of compensation:

1. Wage and Salary–

Wage and salary are the most important essential component of compensation and these are essential irrespective of the type of organization. Wage is referred to as remuneration to workers particularly, hourly-rated payment. Salary refers to as remuneration paid to white-collar employee including managerial personnel.

1. Incentives–

Incentives are the additional payments to employees besides the payment of wages and salaries. Often these are linked with productivity, wither in terms of higher production or cost saving or both. These incentives may be given on individual basis or group basis.

1. Fringe benefits–

Fringe benefits include such benefits which are provided to the employees wither having long term impact.

1. Perquisites–

These are normally provided to managerial personnel either to facilitate their job performance or to retain them in the organization.

Compensation Package of SARP Bangladesh:

Salary Package:

Salary range of SARP Bangladesh for junior executive to higher position is 15,000.00 BDT. To 20,000.00 BDT for the program Officers.

Salary range of SARP Bangladesh for field level worker/ office assistant is 7000.00 BDT. To 9000.00 BDT.

Incentives:

Incentives are given like mobile set with a connection and increment of salaries (occasional/ annual bonus) in every year.

Loan:

Some reasonable time will be required to build up fund to allow loan to the employees. However loans after raising the fund to a reasonable level can be allowed to the number of the provident fund from their self contributed amount maximum up to 80 % of their deposited money. The paid loan is being collected monthly and the installment amount is selected by the employee.

Festival bonus:

Festival bonus is paid to each employee who has completed probation period on the basis one basic salary per principal festival in a year. The principal festival will be count Eid-Ul-Fitre and Eid-ul Azha.

Annual and weekly holydays:

 Total annual leave is thirty days of SARP Bangladesh. Friday is our weekly holiday. It is applicable for all employees.

Casual Leave:

An employee can use maximum 7 days casual leave in a year. No one can precede with Medical leave after completion of his/her casual leave.

Medical Leave:

An employee can use maximum8 days Medical Leave in a year. Employee can precede Medical Leave from Casual Leave after completion of his/her Medical Leave.

Extra-allowance for overtime:

Overtime is paid at the rate of twice his ordinary rate of basic wage. Non-worked Lunch, sick, holiday or vacation time is not included in calculating overtime. Overtime is not allowed for officers.

Retirement Policy:

For retired employee considering his performance to the different job and after receiving best performance certificate, six month salaries in advance are given to them.

Transportation Policy:

Officers of SARP Bangladesh are get 50 C.C motorcycle for their Transportation. For female officer microbus are given from the organizations.

Daily allowance and Transport allowance are available for Field Level worker of SARP Bangladesh.

Food Policy:

Pantries are available at the all branch and the head office of SARP Bangladesh.

Health and Safety:

An organization should provide and maintain a safe and healthful work environment for health and safety for employee.

• Develop and maintain safe systems of work, and a safe working environment.
• Provide information and training at all levels in the organization to enable all employees to support this policy.
• Written instructions for safety given where needed.

An organization demands a positive attitude and performance with respect to health, safety and the environment by all employees, irrespective of their position.

• Identifying practices and conditions which could injure employees, clients, members of the public or our environment
• Implementing steps to control such situations
• For female staffs are eligible for maternity leave up to maximum ninety days during their pregnancy.

Safety training is one of our ways to reduce to unsafe acts and making sure that employees are motivated sufficiently.

In SARP Bangladesh always concern about the employee health and safety.

Medical Allowance Policy:

Medical allowance is given to the officers after submitting the proper documents of medical report. It includes medical cost, medicine cost etc.

Maternity Leave Policy:

The maximum leave benefit under maternity leave will be 6 months with pay.

The employee has to apply for maternity leave minimum one month in advance before proceeding on leave.

The applicant gets 1 month salary maximum in advance. After joining the applicants will receive rest of 3 months’ salary by submitting her medical documents and application.

Hospital expenditure for pregnant employee and her new babies are given from SARP Bangladesh.

This benefit will be given up to 2 children.

Accident Policy:

If an employee is bodily injured by accident arising out of and in the course of his employment while that particular employee is directly engaged job by his authority and losses his working capability for more than three (3) working days. The employee will also pay hospital payment is needed for accident purpose.  He or She will pay only bed charge and medicine. Food cost is not allowed here.

The company has car facility for emergency accident.

SARP Bangladesh employs a non-smoking policy. Smoking is not permitted on organization property or offices at any time. Smoking is accepted to be harmful to the health who smoke and those around them. Consequently, smoking while on company premises will be considered as misconduct.

SARP Bangladesh will take disciplinary actions and sanction drug rehabilitation for any person found to be in violence of this policy.

Employee relation:

 Every individual shares a certain relationship with his colleagues at the workplace. The relationship is warm, so-so or bad. The relationship can be between anyone in the organization – between co workers, between an employee and his superior, between two members in the management and so on.

No individual can work alone. He needs the support and guidance of his fellow workers to come out with a brilliant idea and deliver his level best.

To motivate employee an organization should give maximum effort to the work on employee relations. Top level management should keep good relation with their employees.

Employees of SARP Bangladesh work as family members. They follow a chain of command from top level employee to bottom level employee maintaining a good relation.  The executive committee of SARP, after their meeting resolve to give a decision for sending abroad for higher training with their spouse.

An individual spends his maximum time at the workplace and his fellow workers are the ones with whom he spends the maximum hours in a day. No way can he afford to fight with his colleagues. Conflicts and misunderstandings only add to tensions and in turn decrease the productivity of the individual. One needs to discuss so many things at work and needs the advice and suggestions of all to reach to a solution which would benefit the individual as well as the organization.

Separation of Employee:

In this section of human resource management discuss about the benefits after retirement and termination for employee.

If any violence occurs by an employee against the code and conduct of the organization, SARP Bangladesh takes immediate action to terminate or suspend of the employee.

Serious misconduct:

Management are expected to investigate misconduct and proceed through the following steps:

• A verbal warning should be given to an employee for minor misconduct. A record of the warning must be kept by the management and should be signed by the employee. The employee must be given the opportunity to respond.
• If the unacceptable behaviour continues, a written warning will be issued, and signed by the employee as being received and understood. The employee must be given the opportunity to respond.
• Employees who have been disciplined three times are subject to terminate /dismissal.
• Details of disciplinary actions should be recorded on the employee’s personnel file and removed after six months if further disciplinary action is not required.

If a management considers the allegation to be serious, and it requires further investigation, an employee should be suspended while an investigation takes place. The individual must be informed, in writing, of the details of the allegation and advised he/she is under investigation. The employee must sign this notice as being received and understood.

This letter should invite the employee to present his/her version of events to the investigating officer and inform he/she may be accompanied by a representative.  The only purpose of the representative’s visit is to observe – they are not participants.

For any termination action of employee SARP Bangladesh gives a notice with in advance of one month salary to the employee.