A Case Study on Tech Valley solution Ltd.

HUMAN RESOURCE MANAGEMENT PRACTICES

OF BANGLADESH

Presented byRebeka Sultana

Id#F-20911111074Khandoker Badrul Alam

Id#M-20911111047Mahmudul Hassan Sohag

Id#M-20911111062MD.Maruf AhmedId#M-20911111077

MD. Moshiur RahamanId#M-20911111071

Importance of HRM department in Tech Valley

Solution Ltd The term human resource refers to the people in

an organization. Human resource management is concerned with people dimensions in management. When managers engaged in human resource activities as a part of their job, they seek to facilitate the contribution; people make to achieve an organizations strategies and plans.

Human resource management encompasses those activities designed to provide for and co-ordinate the Human efforts, so that they can contribute to achieve the goals of the organizations.

Importance of HRM department in Tech Valley

Solution Ltd Employers are realizing that the success of an

organization relies on more than hiring qualified candidates. Effective human resource (HR) planning and management is required at all stages of an employee’s corporate lifecycle to help ensure employee growth and satisfaction. Employee satisfaction is vital to the success of an organization because of its direct impact on productivity. When employees are satisfied, they are more likely to produce high quality work, optimize performance, and exercise more critical thought and creativity.  

This combination of high satisfaction and maximum productivity amounts to employee engagement.

Recruitment & Selection Process

To ensure the most appropriate methods of sourcing and attracting qualified candidates to the organization

Using this information, the company determines which job boards, communication channels, and advertisement strategies are best for targeting candidates with the required skill sets

A key component of this process is having an in-depth understanding of the variety of job boards in the market and what types of candidates they attract. Depending on the position, the company will either choose to advertise using a niche job board or employ a mass recruitment strategy that utilizes a variety of job advertisement services.

Source of recruitment

There are two kinds of source TVSL uses for recruitment

Internal sourceExternal source

Internal source

TECH VALLEY SOLUTION LIMITED (TVSL) thinks that current employees are a major source of recruits for all but entry-level positions.

Promotions and transfer are typically decided by operating managers with little involvement by HR department.

Job-posting programsDeparting Employees

External source

The HR department of TVSL not only seeks internally, they must look outside the organization for applicants.

Walk-ins and Write-insEmployee referralsAdvertisingInternet

Screening and Short-listing Applications

Screening applications is the verification of applications against the predetermined requirements of job given in job description and job specification. Based on such comparison, many applicants can be screened out for their inability to meet the criteria specified in the job specification.

Written testInterview Reference checking Medical check-up

Training Policies of Tech Valley Solution

Limited

Training is a learning process that involves the acquisition of skills, concepts, rules, and attitudes to increases the performances of the employees in the organizations. On the other hand development is more future oriented, and more concerned with education, than is employees training or assisting a person to become a better performer.

Training and development program of TVSL include orientation activities that

Inform employees of policies and procedure of TVSL

Educate them in job skills

Develop them for future advancement

Types of Training

TVSL Train employees in three ways, these are:

TheoreticalPracticalField site

Training Need Assessment (TNA)

Need assessment of training is a diagnosis of present problems and future challenges. In this phase it is determined which employees need to be trained and what they need to be trained to do.

The assessment phase addresses three key areas:

1.the organization2.the job and the task 3.the individuals.

Performance appraisal System of Tech Valley

Solution Limited Performance appraisal information can provided

needed input for determining both individual and organizational training and development needs. Another important use of performance appraisal is to encourage performance improvement.

In this regard Performance appraisals are used as means of communicating to employees how they are doing and suggesting needed changes in behavior, attitude, skill or knowledge.

Performance appraisal System of Tech Valley

Solution Limited

For apprising the performance Tech Valley Solution Limited (TVSL) consider the different criteria of the employee, such as attendance, attitude, cooperation, initiative, dependability, quality of work, overall output, honesty, personality, ready to take challenge etc.

Performance

Rating

Ratings are assigned as follows:

OutstandingVery goodSatisfactoryNeeds improvementUnsatisfactory

Performance Criteria and their

MeasurementWhich employee in which month how many

assignmentcompleted, is the employee services properly to theclients, are the clients satisfied with that employee’sservices on basis of these factors TVSL measure theemployees performance.

Who Are the Appraisers?

TVSL arrange board meeting where they selected

Which employees improving their servicesAnd gained clients satisfactions day by day

and howmany employee should get promotion and

howmany employee should not.

The Appraisers are:

GMAGMMANAGERAnd some management members

Responsibility of the employee

The responsibility of the employee is to getAssignment from his immediate supervisor

andprovide services to the clients properly. Andobviously all the employee has to maintain

thedisciplines of the organization.

Responsibility of the Supervisor

IT sectors are updating day by day so the responsibilitycome to the supervisor to train his employee for updatewith the IT operations, otherwise the organization

couldnot cope up with other IT organizations.

The responsibility of the supervisor is to take theassignment from the clients and give it to the rightperson (employee) who can solve client’s problems.

Work SchedulesThe effective working

daysof this organization is

6days per week

Top levels employee are

working 8 hours per day

The effective working days

of this organization is 6

days per week

But technicians who are

working 14 hours per day.

Compensation Management

Tech Valley Solution Limited usually paid their salaries to employees within 10 days of the next month.

They try maintaining to continuous development of the human resource through appropriate training and motivation.

TVSL offers an attractive compensation package within the limits of its financial resources, attract and retain persons with the qualifications and expertise best suited to the requirements of the job, as well as to the organization as a whole.

LeaveFor festival leave, usually the employee

can get the vacation of 13 daysThey also get the public & government

holidays.

Maintenance

SafetyWelfare

DisciplineEach employee of TVSL is supposed to

obey theCompany discipline.

Termination of Services

The service of any permanent employee mayBe terminated without assigning any reasonwith 30 days salary in lieu of notice.

Discharge Discharge from service takes place when anemployee/worker found unfit for service

because ofphysical or mental incapacity, or of

continued illhealth (12 month+) again because of grossmisconduct may take place at any time.

Resignation

An employee leaving the service of thecompany is required to give 30 days’

notice orsurrender 30 days salary in lieu of notice.

RetirementAn employee who has completed his 60 years of age getsretirement. In an exceptional Case, however, expertsmay be employed afresh for a period not exceeding 2years from the date of retirement on contractual basis.Such a contract is awarded only once. This is only for thetop levels employee. But the ordinary and technicalemployee who has completed his 50 years of age anddoesn’t provide services properly the employees have togets retirement.

Promotional StrategyPromotion is an upward advancement to a

position in the next higher grade with same or additional responsibilities. All promotions are made on the basis of merit of each case.

In general, who has satisfactory service record and consistent good performance scores in the annual appraisal and worked in his/her present position for at least 5 (five) years is eligible for promotion.

THANK YOU