“Do you know which company in Banladesh right now can

be treated as a Multi National Company

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?

“PRAN RFL Group

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HRM Practice

in PRAN RFL

Group

Abstruct

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Pran-RFL is the pioneer in Bangladesh to be involved in contract farming and procures raw material directly from the farmers and processes through state of the art machinery at their several factories into hygienically packed food and drinks products. The brand PRAN has established itself in every category of food and beverage industry and can boost a product range from Juices, Carbonated Drinks, Confectionery, Snacks, and Spices to even Dairy products.

RFL Plastics is dealing with different types of plastic products in different categories such as house ware, plastic furniture, industrial ware & garments accessories. The Company has been expanding its product lines day-by-day & achieving diversified product range in the plastic sector.

Company Profile

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Pran started its journey on 1981RFL started its journey on 1992Founder of PRAN RFL Group in Major Gen. (Retd.) Amjad Khan Chowdhury

Pran is the largest food & beverage company in Bangladesh

RFL is the market leader in cast iron, pvc & plastics

Pran has 30,000 employeesRFL has over 12,000 Combined revenue of BDT 123.2 billion (2012)

Note registered as a plc

Objective of the Study

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Recruitment &

Selection Process

Training Process

Performance

Appraisal

Compensation

System

Department

Limitations of the Study

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Shortage of time. Can’t go to field to

collect data. Lack of enough

information in online

HRM Practice

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An organization success depends on its human resources. No matter how much an organization invests on other assets, if its human resource does not have the competence then the organization will be unsuccessful.

Even when deciding on which fixed assets to invest, any organization goes through many industries.

Therefore, when it comes to human resource it has to be even more careful. Pran- RFL group also consider their employees as their best asset.

Functions of HRD

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• Recruitment Process Policy & Procedure• Conformation Policy & Procedure• Human Resource Development

• Career Planning• Job Description

Preparation• Maintaining

Turnover• Conducting Appraisal at the End of Each Year

HRM Departments in PRAN RFL Group

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Recruitment & Selection

SectionTraining SectionPerformance

Appraisal SectionCompensatio

n SectionMIS Section

Source of Recruitment

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Need Assessmen

t

Defining the Position

Description

Checking the Recruitment

Options

Advertisement

Screening & Shot-Listing Applications

Source of Recruitment

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Internal Sources

External Sources

Selection Process

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Selection Process

Screening & Short-listing Applications

Written test & Interview

Reference Checking

Employment Decision

Offer the Role

Verbal & Written

Letter Offer

Training & Development

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Assessing the Training Need of the Group

Developing Training Strategy

Preparing Lesson Plan & Module

Arranging Training in All Areas

Conducting Training Classes

Obtaining Training Feedback & the Result

Types of Training Method

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On the Job Training Method

Off the Job Training Method

Performance Appraisal Functions

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Conducting the evaluation process twice in a year.

Performance appraisal are results-oriented

Objectives are established jointly by the supervisor and subordinate.

MBO (Management by Objective) method process for evaluating the performance of their employees by managers and sub-ordinate;

Create a file for each employee Records employee performance

development and improvement Set a list of criteria by which

they evaluate employee’s performance

Performance Appraisal Functions

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To discuss planning and goals

Begin preparing the performance appraisal document

Collect Performance information

Review the assessments of evaluation

Making plan to begin the next performance period

Communicating performance standards for the upcoming performance period

Human ResourceMIS

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Gather and store current and exact data and information regarding employee and the organization.

Maintaining and updating of employee database

Maintain employee related different statistics any other work which requires updating employee data HR-MIS helps for job analysis

HR demand and supply forecast, measure employee performance appraisal.

HR MIS involves with these factors-

Compensation System

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Direct Compensatio

n

Indirect CompensationSalary

WageSavingsPiece RateCommission

Life InsurancePension

Sick LeaveFree MealsVacatio

n

Components of Compensation System

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Job Descriptio

n

Job Analysis

Job Evaluation

Payment System

Compensation Planning Process

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Developing a Program Outline.

Designing the Compensation Program

Conducting a Job Analysis of All Positions

Evaluating Jobs

Determining Grades

Compensation Planning Process

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Establishing Grade Pricing and Salary Range

Determining an Appropriate Salary Structure

Communicating the Final Program to Employees and Managers

Monitoring the Program

Conclusion

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Proper utilization of asset it the main objective of an organization and to utilize this assets, an organization needs expert employees. Human resource are the most unique and complex part of an organization and PRAN and RFL establish that standard model.

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Do you have any questions