Organizational Behavior

Internship Report on Renaissance Consultancy Ltd

Internship Report on Renaissance Consultancy Ltd


MBA is a professional degree. This degree is different from other degrees in the extent that it requires to achieve practical experience with relation to the theory. For this reason MBA students require to undergo internship program where they match practical knowledge with that of theoretical knowledge which the acquired throughout the degree. The degree doesn’t complete unless a written report submitted to the faculty, basing on what have the students learned through the internship program. Being a student of MBA (major in Human Resources) in The University of Asia Pacific, I had the opportunity to work at Renaissance Consultants Ltd from October 28, 2009 to December 30, 2009. This report is prepared based on by observation during the tenor I was with them. This program consists of three phases:

  • Orientation to Organization: To accustom the internee with the structure, functions, and performance of the organization.
  • The Project Work: Pertaining to a particular problem matching with the internee’s capacity and organization’s requirement.
    • The Report writing: To epitomize the internee’s analysis, findings and achievements, in the proceeding one phase.

In this connection, I was assigned to Renaissance Consultants Ltd. all departments for my practical orientation. The topic Application of Human Resource Concept ‘was selected the organization.  I, prepare this report under the supervision of Shahriyar Anam, Head Department of Business Administration, and The University of Asia Pacific.


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 


The duration of the study was a very short span of time. It Is three month long internship program (September 28, 2009 to November 30, 2009). It was very much hard to complete a report as well as assigned tasks by organization. So I had to complete this study facing very much time presser.


The scopes of this project are-

      It is a life time experience to work in such human resources activities.

      As HR Sector is now one of the most emerging sectors of our country, it was great to know about this.

      From this report, the readers will have an idea about the services provided by a consultancy firm.


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:

Sources of data

        Figure: Sources of data

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.


There were certain limitations regarding the study that is summarized below:

  • The main hindrance behind preparing this report was time. The tenure of the Internship program is only three months. So, it is not possible to go through in depth within this short span of time.
  • Deficiencies in data required for the study.
  • Contradictory information.
  • Field practice varies with the standard practice that also created problem.
  • Sufficient records, publications were not available as per my requirement.
  • Information is not processed through computer.
  • Due to the shortage of time and workload, we could not concentrate on our report that much as we wanted to.
  • Lack of professionalism sets the barrier for producing a quality document and sometimes restricted by our capability.
  • Although the above limitations are present, we are grateful to submit our report because this is the outcome of our hard work, creativity and dedication.


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.

Corporate Headquarter (CHQ):

Corporate Headquarters of RCL is now located at the following address:

 Renaissance Consultant Ltd.

           (A Member of Renaissance Group)

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

Gulshan – 2,  Dhaka- 1212, Bangladesh.

 Tel: 88028852494, Fax: 88025857929



Logo of the Company:


‘HR Development for Better Bangladesh’


  • Offer the state-of- the-art
  • Modern look of the organization
  • Maximize effectiveness

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.

Organogram of RCL- Renaissance Consultants Ltd

Organogram of RCL


Inditex S.A.

Inditex is Spain-based Apparels & Lifestyle Company. It is one of the largest fashion distributors in the world with eight major brands -Zara, Pull and Bear, Massimo Dutti, Bershka, Stradivarius, Oysho, Zara Home and Kiddy’s Class- boasting 3.344 stores in 68 countries.

  1. Conflict resolution between trade union leaders & management. The objective of this assignment was to reinstate dismissed trade union leaders and improve interpersonal relationship.
  2. (possible project) CSR projects and regular Social Compliance Audits and manage corrective actions procedures for over 50 apparels manufacturers in their supply chains in Bangladesh.


International Trade Center (ITC – UNCTAD)

Since 1964, the International Trade Centre (of the United Nations Conference on Trade and Development) has been working to increase the share of the Least Developed Countries in world trade and thereby lifting scores of people out of poverty. In 2006, ITC has assisted businesses in 153 developing and transition economies with USD 25.3 ml.



:On the job training and process improvement for the Supply Chain Management of Agro-based food processing businesses in Bangladesh.

Cairn Energy

Cairn Energy PLC is an Edinburgh based oil and gas exploration and Production Company listed on the London Stock Exchange. Their oil and gas interests and activities are focused in South Asia (in India, Bangladesh and Nepal), where they have built up a world class portfolio of assets over the last decade.

Assignment:Workshop on TeamBuilding.

Grameenphone is the largest cellular service provider in Bangladesh- with over a million subscriptions. It is a joint venture between Telenor (62%), the largest telecommunications service provider in Norway with mobile phone operations in 12 other countries, and Grameen Telecom Corporation (38%), a non-profit sister concern of the internationally acclaimed micro-credit pioneer Grameen Bank.

Assignment:Training on Excellence in Communication.

JohnsonDiversey is a leading global provider of commercial cleaning and hygiene products and solutions for food safety, food and beverage hygiene, floor care, housekeeping and room care, laundry, hand hygiene and industrial cleaning. Additionally, they offer a wide range of value-added services, including safety and application training, consulting, and hygiene auditing.

Assignment:Head Hunting

Save the Children USA

Save the Children USA is the leading independent organization creating lasting change in the lives of children in need in the United States and 40 other countries in Asia, Africa, Latin America and the Middle East.



:Facilitation for their Asia area and Tsunami regional HR Planning and Learning Group Meeting. It included training sessions on Staff Development and Performance Management System.

Pan Pacific Sonargaon Hotel is a part of Pan Pacific Hotels and Resorts Company-a leading 5 Star luxury hotel management company. It has a portfolio of 19 of the best luxury hotels throughout Asia, the Pacific and North America.



:Data entry and translation of employee satisfaction survey as a third party. We also provided a summary of the findings to the top management.

Expolanka Group is a Sri-Lanka based conglomerate with businesses in Transportation, Aviation, Manufacturing, and International Trading & Strategic Investments. It has its presence in number countries across Asia and Africa.



:Training on – Time Management

–          Customer Care Excellence

–          TeamBuilding

–          Developing Leadership Skills

–          Managing for Effectiveness

–          Versatile Thinking

A Qatar-based group of companies involved in advertising; soft drinks bottling; printing; film processing; wholesaling and retailing of food products, watches and jewelry, home appliances, electronic equipment, hospital equipment, office equipments, photographic materials; etc..

Assignment:Head Hunting

Meghna Group of Industries is one of largest conglomerates in Bangladesh. The  group, with its 23 companies, produces FMCGs, construction and building material, commodities, industrial raw materials; etc.



:Selection of consultants for Corporate Restructuring. After assigning the consultants, RCL will continuously monitor the progress of the consultants and conduct final evaluation.

Eastern Bank LimitedBangladesh is a renowned private bank in Bangladesh. It provides services like Online banking services, e-commerce Banking, EBPP Services, etc.



:Benchmarked Salary Survey

Bangladesh Enterprise Institute

The Bangladesh Enterprise Institute (BEI) is an independent non-profit research centre that has gained a reputation for excellence in its research and advocacy work focusing on private sector development in Bangladesh



:Developing Corporate Governance self-assessment methodology and matrix for the Non Government Organizations in Bangladesh.

Bangladesh Freedom Foundation

The Bangladesh Freedom Foundation (BFF) is a non-partisan, independent, non-government, and non-profit national philanthropic institution committed to promote fundamental freedoms of the citizens of Bangladesh by providing funding support to programs that will catalyze and strengthen civic initiatives and citizen’s participation. It provides grants to community based organizations, non-profit organizations and  well as civil society initiatives that promote the three core freedoms – freedom from poverty, freedom from ignorance, freedom from oppression.

Assignment:Development of a Policy Paper on advocacy on Donation-friendly Tax Regulation
  Headhunting Assignment.

Hotel Radisson (5-Star) is a part of Radisson Hotels & Resorts which is a part of Carlson Hotels Worldwide.

Assignment:Training for Effective Business Frontier

KATALYST is a multi-donor project working with the Government of Bangladesh in promoting the Small and Medium Enterprise sector. It is one of the largest projects of this sort and is responsible for hundreds of success stories across the country.



  1. Conducting a vision-building workshop.
  2. Developing business development plans and detailed implementation plan for a district municipality and a business association.


Homebound provides quality global and local transportation services. It has over 30 years of experience in international and domestic service with a comprehensive range of offerings that include Freight Forwarding, Consolidation, Break bulk, Custom Clearance, Warehousing, Distribution, Project Cargo, and Leasing of Heavy Equipment.



  1. Training on Customer Care Management.
  2. Developed Standard Operating Procedure as a training manual for new employees. Ltd. is the first and leading career management site in Bangladesh which works with an in-depth understanding of the needs of job seekers and employers in the country’s context.



  1. Regular training courses on HRM and HRD.
  2. Developed HR policies for BDJobs..
  3. Continuous development of target audience through various seminars and interventions.


Global Online Services Limited (GOSL), a concern of Texas Group Bangladesh, is a Corporate Internet Service Provider (ISP) offering Internet connectivity nation-wide.



  1. Developing Standard Operating Procedure and Job Description.
  2. Developing HR policies and Performance Management System.


The first organization of this sort in Bangladesh and an authority in their area of work, ASF works with victims of acid violence. They also work for eliminating acid violence, and the protection, promotion of acid survivor’s rights including access medical, legal, social and economic services.



:Organization Restructuring, Developing Job Descriptions and Specifications, and Designing Salary Structure.

KDS accessories is a Bangladesh based garments accessories producer.

Assignment:Training on Customer Care Management and Time Management.

NGO Forum

It is a national level NGO working for health and safe drinking water and sanitation in Bangladesh.

Assignment:Job load analysis.

Interstoff Apparels

Member of Renaissance Group; produces readymade garments. It is the Bangladesh Country Office for the Fielding Group, UK.

Assignment:Head Hunting

Pride group is engaged in the manufacture and export of knitwear products to the European Union, the USA, & Canada.



  1. Conducting organizational GAP analysis.
  2. Developed Job Description and HR policies.
  3. Developed Incentive-Based pay system.

Remex Corporation

It is an internationally reputed chemical indenting firm.



  1. Head Hunting assignments.
  2. Training on customer care management.
  3. Developed Performance management system.
  4. Infant formula market survey.

Save the Children Sweden-Denmark

Assignment:Training on Performance Management System implementation

Center For Business Development Service (CBDS)

Assignment:Organization diagnostic of a Chamber of Commerce & Industries funded by South Asian Enterprise Development Foundation (SEDF).

Services of Renaissance Consultants Limited (RCL):

RCL services can be categorized into 5 types. These ares-

IRS         : Industrial Relation Services

HRO      : Human Resource Outsourcing

TRY       :Training Resource and You

HRM     : Human Resource Management

SCAN    : Services for Cranium Anthology thru Networks

3)    IRS:

(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

4)    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.

5)    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 & TeamBuilding for AMC (a buying house for TARGET) – organized  by
  • Improving Organizational Effectiveness for REMEX Corporation (a chemical indenting firm)- organized by
  • Customer Care for Global On-Line services (ISP service Provider)
  • Work prioritization and Self Organization for Huawei (Telecom Technology Solution Provider)- organized by
  • 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
  • How to make more TIME for Expolanka (freight forwarding company)
  • Effective Budgeting Techniques for Navana Group
  • Supervisory Management for La Farge Surma Cement (Proposed)

List of Some Public Training Programs Organized by

  • Work Prioritization and Self Organization
  • Customer Care Management
  • Effective Customer Care for Front Desk Professionals
  • Performance Management systems
  • HR Accounting
  • Modern Concepts of HR Management
  • Basic Human Resources Management

 Benefits of Using TRY

  • The clients receive the advice and support of skilled training specialists who dedicate themselves to employer and the company’s success.
  • The clients instant access to a pool of training specialists who can provide a full range of training skills.
  • The clients can shift the company’s training load to meet short-term needs.
  • The clients can avail world class training facilities- without having to maintain a full fledge training venue, and minimize his/her headache in arranging the training support facilities needed to organize a program.

6)    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
    • § TeamBuilding
    • § Competency Mapping & Framework Development

7)    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.

Financial Arrangements for RCL SCAN:





Down payment

Will include at actual costs of sourcing candidates

Will range between US$ 100-500 based on the sourcing requirements of the clients


For top level positions

Two month’s Take

Home pay

Will be based on cost to the company when the salary structure of the company is lower than industry average


For mid level positions

Two month’s Take

Home pay



For entry level positions

One month’s Take

Home pay



For cluster recruitments


Based on the number of positions, level, number of tests to be conducted etc.


For Virtual Facilities

At Actual

Based on the country specific telephone rates, internet facilities etc.


For successful landing

At Actual

Based on the country specific regulations, company policies, tests requiblue etc.

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.



Requisition Form

Client’s Name 
Required Position Title / Designation 


Number of Positions Vacant 
Minimum Educational Qualification

(Please Specify)



Graduate / BBA

Masters / MBA

Other (s)






Required Experience

0-1 yrs.

1-3 yrs.

4-6 yrs.

7-9 yrs.

10+ yrs.

Specific Training Required

(Please Specify)

Preferred Gender



No Preference

Preferred Age Range

16-25 yrs.

26-35 yrs.

36-45 yrs.

46-55 yrs.

55+ yrs.


Possible Salary Range

5,000 – 10,000 Tk.

10,001 – 20,000 Tk.

20,001 – 30,000 Tk.

30,001 – 50,000 Tk.

50,000 + Tk.


Work Location

(Please Specify)


Outside Dhaka

Outside Bangladesh




Brief Job Description and any other remarks about the position vacant(Please keep adding texts in this box regarding the job until you are fully satisfied with the description, and have added all the remarks you wanted to make to clarify your expectations from this position.)
Expected Joining DateImmediatelyWithin a weekWithin two weeksWithin a MonthAs soon as Possible
Requisition Received on / by:Date:Name:


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.


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:

1. 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.

2. 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.

3. 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.

4. 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:


Developing Care Skills

Implementation etc

Long term planning is about:


Organizational Development


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

  1. Recruits workers as per law.
  2. There is no discrimination in the recruitment procedure for religion, sex, complexion, political opinion or so.
  3. For recruiting in the vacant position we provide circular in the Daily News Paper, Notice Board and/ or in the local community
  4. 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.
  1. Do not recruit any people who are not comply local    law of the land.
  1. 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
    1. 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.
    2. 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.
    3. 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.
    4. Personal profile maintained for all workers individually.
    5. No workers are recruited bye force. We do not take the main papers or any bond of the worker.
    6. All recruited workers are provided their appointment letter. In the appointment letter we mentioned the salary and other benefits in details.
    7. To identify, all worker are provided ID card
    8. After three months form recruitment we permanent them if they can satisfy the management.


    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

    1. The Head of HR and Admin Department will submit the complete and signed form to head of the Department.
    2. 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
    3. 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)


      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




      1. Learn specific behaviors and actions
      1. Understand information, concepts, context
      1. Demonstrate techniques and processes
      1. Develop judgment; expand capacities for assignments
      1. Shorter term
      1. Longer term
      1. Improves techniques not application
      1. Qualified people available when needed
      1. Cost benefit relationship unclear
      1. Positive economic benefit
      1. Immediate reaction
      1. Prolonged reaction
      1. May not be directly transformed into better performance
      1. Directly related to performance, promotion from within possible
      1. Technology based competitive advantage
      1. HR based competitive advantage

      Needs Assessment Defined

      A needs assessment is the process of identifying performance requirements and the “gap” between what performances is required and what presently exists.

      WHAT IS TNA?

      Training Needs Assessment (or Analysis) is the process of Identifying and Measuring the Improvement/Modification Opportunities in the Knowledge, Skills and Attitudes of the employees, which will improve individual and (eventually) organizational performance and therefore fulfill the organization’s goals and objectives.

      Frequently Used Terms:


      Awareness or familiarity gained by experience or education; the theoretical or practical understanding of a subject.

      • SKILL

      A learned capacity or talent to carry out pre-determined results often with the minimum outlay of time, energy, or both.

      • ATTITUDE

      The preference of an individual towards or away from things, events or people. It is the spirit and perspective from which he/she approaches work

      • BEHAVIOR

      The conscious or unconscious, overt or covert, and voluntary or involuntary expressions of a person’s knowledge, skills, attitude and beliefs.


      Areas of personal capability that enable employees to successfully perform their jobs


      Enduring characteristics of a person that result in superior on-the-job performance


      • Financial Implications
      • Organization Time And Effort
      • Participant Selection
      • Selection Of Proper Solution
      • Training Methods
      • Selection Of Solution Provider


      • “Not more than 6-10 % of expenditures in training actually result in transfer to the job.”
      • Broad and Newsroom
      • Are the Training Costs Justified?
      • There are both
      • DIRECT costs and INDIRECT costs
      • VISIBLE costs and HIDDEN costs


      • Fear Of Wastage
      • So if you’re sending the wrong person for the wrong training and that eventually (and obviously) doesn’t improve performance, can you blame your Management and Finance if they think training is a waste of money??


      • How much time, knowledge and energy are managers, experts, in-house resource persons and executives spending in developing and coordination the Training?
      • How much of the trainees’ productive work hours are you investing in the training?
      • Does the training eventually result in Outputs/ Savings/ Revenues that are greater than value of time and effort invested in them?
      • An unsuccessful training interventions means
      • the loss is DOUBLE
      • Not only have the trainees failed to benefit from it…
      • …but the productive hours of the trainees and everyone involved have also been lost!!


      • Are you selecting …
      • People whose performance is suffering for reasons other than lack of KSA?
      • Poor health, personal issues, poor motivation, unsupportive bosses/ colleagues/ policies/ procedures.
      • People who don’t require training in the particular topic/area of training?


      Are you sure it’s TRAINING?? Maybe it’s not required!!

      Instead, you may need to…

      • Rethink your Mission, Vision and Values
      • Do a SWOT Analysis and rethink your strategies
      • Conduct a Staff Satisfaction Survey
      • Hire the Right people in the first place
      • Or simply give your exhausted, de-motivated employee a pay raise and send them on a vacation!


      Is your Training intervention the Right One…?

      • Sending an inexperienced employee for a Diploma when they really need more On the Job Training?
      • Assigning someone to Job Rotation when they need more Coaching/Mentoring?
      • Soft Skills training for a tech support staff who needs to read all the Manuals first??


      If you’re hiring external experts or specialist organizations…

      Each trainer has their own approach and style

      • Some are good at transferring Concepts and in-depth knowledge
      • Some make things simple and relate theory with practice
      • Some encourage participation and motivate teams to better use their combined knowledge and skills
      • Some inspire individuals to reach new heights

      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?


      • 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

      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

      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


      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?


      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?
      • Finally…

      Remember, training is not what is ultimately important… PERFORMANCE is.”

                                                  —- Marc Rosenberg

      “Remember, THE MAGIC QUESTION of TNA –


      Major Problems:

      1. 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:

      1. Setup a generator for continues power supply.
      2. We can use alternative database likes,,, and so on.

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

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

      Gulshan – 2, Dhaka- 1212, Bangladesh

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

       Other Solution For Manage Our Time:

      1. 10 mints standing meeting every day in morning for share information and update all the team members about our activities.
      1. To-Do Lists. Write a list of things that need to be done and then do them in that order. They can be distinguished from Checklists that are wonderful for breaking a project down into smaller tasks that can be ticked off regularly. Also a suggestion that instead of writing everything on the to-do list and making a big list – write down what is Important that needs to be done.
      1. Prioritization. This is pretty simple – you write down the list of things you have to do and then put them in order of priority. Then you do them in that order. What you may do is have priority for office tasks, home chores, emergencies and make separate priority lists for different projects.
      1. “Do it now”. A journey of thousand miles begins with the first simple step. So Act NOW. A favorite with people who handle a lot of paper – this is basically a preventative measure for procrastination. If you need to do action something, you do it now. It’s very good for procrastinators, routines and tasks which are vital for function. Be Cautious where there are a lot of different aspects which need equal attention, as here you can end up spending all your time on one area as you have to “do it now”!
      1. “Do the thing you fear most first”. “Do the things you fear and the fear will disappear?” A form of prioritization, this is also good for procrastinators as it has a great kernel of truth in it, in terms of the fact that once the most-feared thing is done, the rest will be easier in comparison. Very good for personal growth and conquering fears and phobias.
      1. Scheduling. Prepare to put things in your list with time lines attached and then you take action on them according to the time. At times it may be difficult to estimate the exact length of time something will take, and doesn’t take interruptions, delays and other unexpected issues into account, so you need to also take some time for contingencies or failures.

      While all of these are very useful in particular situations, and for particular people, they often work best in combination with each other. Individual tools just don’t work on a consistent basis.

      Alternative Solution:

      1. Talent mapping.
      2. Build a Network with HR Professional.(like join a HR-ADDA)
      3. Build an own categorize based database for quality CV’s throw e-mail address & upload system, not fill up the form.


      I have done my internship period in Renaissance consultancy Ltd and seen many events that have helped me to achieve practical experience about doing a particular job in any HR consultancy firm. It is an excellent opportunity to have an idea/knowledge a practical work in HR consultancy firm. There is a huge gap between the studying in a particular discipline and implementing it is the practical field. Every thing is not maintained according to the books. Renaissance consultancy Ltd. does have their own system to rum their business which sometime may very with the actual system written in the books.

      Renaissance consultancy Ltd. is also trying of follow human resource management and regulates the human resource planning in their operation. In this regard Renaissance consultancy Ltd. is also trying to setup the strong and independent HRM system.

      Renaissance Consultancy Ltd