submited reportreport

A study of Human Resources Operations at Aarong

1.01 Introduction:With the vision of enlightened, healthy and democratic societies free from hunger, poverty, environmental degradation and forms of exploitation BRAC started its journey in 1972 after the liberation war. Aarong established in 1978, Aarong is a fair trade organization. Aarong dedicated to bring about positive changes in the lives of disadvantaged artisans and underprivileged rural women by reviving and promoting their skills and craft. Reaching out to weavers, potters, brass workers, jewelers, jute workers, basket weavers, wood carvers, leather workers and more, Aarong embraces and nurtures a diverse representation of 65,000 artisans, 85% of whom are women. Today, Aarong has become the foundation upon which independent cooperative groups and family-based artisans market their craft, in an effort to position the nations handicraft industry on a world platform of appreciation and acknowledgement. Today, few urban consumers will argue that Aarong is the local Mecca for DESHI handicraft. Aarongs product designs has brought consumer attention back to the products and styles that are indigenous to Bangladesh, its designers blending the traditional with the contemporary in a manner that has won instant consumer appeal, starting a revolution in trends that has now been taken up by countless other boutiques and stores. Aarongs product designs focus on the diverse types and textures of crafts and patterns that have been passed along from generation to generation among weavers and artisans in craft hubs around the country. Aarong also plays the role of protector and promoter of traditional Bangladeshi products and designs. It houses an extensive design library where remnants of our rich craft heritage, such as Nakshikantha art and Jamdani patterns, have been widely researched and archived for present as well as future use and are housed through an extensive design library by Aarong.

Chapter- 01- Organizational Profile Page 1


1.02 Relationship BRAC & Aarong:The women Aarong employs are among the countrys most disadvantaged. Through Aarong they have been offered a way out of destitution and degradation where before they had none. And the benefits that they receive extend well beyond simply the wages they earn for their products, since every single woman who works in Aarong-owned production facilities is also a beneficiary of BRAC's multifaceted development programs. As a support entity of BRAC, a significant portion of Aarongs earnings go directly into financing the NGOs development programs in healthcare, education as well as economic and social development

1.03 Aarong Retail Outlets:Aarong Centre (Head Office) Aarong at Gulshan Aarong at Uttara Aarong in Nasirabad, Chittagong Aarong in Sylhet Aarong in London (Buyer) Aarong at Dhanmondi Aarong at Maghbazar Aarong at Wari Aarong in Halishahar, Chittagong Aarong in Khulna

1.04 Aarong Products:Aarong the leading fashion and craft retail of Bangladesh has been playing an integral role in energizing the traditional Arts and crafts of Bangladesh.By Using the goods and competents of the country Aarong offers a huge range of exciting products from traditional to western attire to house hold goods to shoes bags, jewelry and leather accessories and has become the Mecca of Deshi products . The creativity and quality of the products has promoted it to the leading position in the fashion and craft industry of this country. The range of product offered by Aarong is follows:

Chapter- 01- Organizational Profile Page 2


Men Garments:

Punjabi Shirts Short kurtas Lungi Shawls Sleeping Shuit Women / Ladies Garments:

Sharee Shalwar Tops,Pants Kameez Dopatta Skirts 3pieces Kamiz Fabrics Scarves Shawls Night Wear.

Children Garments: Girls: Pant Tops, Skirts, Lehenga Sets, Boys: Pants Shirts, Fatua, Panjabee-Pajama, New Born Baby: Nima. Panty, Dryaper, Baby sets

Nakshi Kantha:

The wordKantha originally suggests a light quilt of mild winter and cool monsoon nights. Through the concepts exists in almost parts of the world, the form of quilting thats prevails in Bengal is unique and not only serves as functional article but also represents the cultural identity and folk art of this land. The colorful patterns and designs that are embroidered on these articles results in the Name Nakshi Kantha Each of this Kanthas represents the contents of a womans mind and is field with romance , sentiment and philosophy. Cushion covers, Bed covers, tapestry, jewellery boxes, ladies parts.Chapter- 01- Organizational Profile Page 3


Toys:

Staff toy Traditional Toy Paper: Wrapping Paper, Greetings cards, Boxes etc.

Home Textiles/Home Accessories:

There are many types of home accessories. These are block print ,woven, jakard, Naksi kantha, batick, screen print, tye dye etc. Table cloth , Napkins, Tablemats, Aprons, Gloves, Bed cover, pillow cover, curtains, Cushion cover, Cushion, Pot Holder etc. Aarong is the name of differentiation. Its cloth lines are different in designs from any other craft shops of the country. More than 3000 weavers across the country are involved with the production of Aarong clothing lines. Each and every dress has its own significance as they are made by the talented craftsmen which are contributing to the locally manufactured handloom fabric. Every clothing line is exclusive with a variety of shades, textures drawing and trimmings. Aarong Paper products consists stationary, cards books, wraping papers which have their own significance. Jewellery:

Aarong is selling Gold, Silver, Pearl, Beads, Clay & Jute jewelry. Gold Jewelry of Aarong is Guaranteed to be 21 karat Aarong is the first silver jewelry selling outlets in Bangladesh. Silver jewelry from Tangail, Savar, Dhaka, mymensing, Rangpur. Some Jewelry product are Bangles/ Breslets, Earrings, Necklace, Anklets, Nosepins, Rings and newly Diamond Jewelry. Metal/ Brass:

The metal Products are also available for exclusive home decoration and other used Candle stands, Photo frames, Lamps, CD Racks Napkins Holder, Flower Vases, Ashtrays, Wall mirror, Showpieces, & Decorative Wall hanging are the Metal and Brass items.

Leather:

Chapter- 01- Organizational Profile

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Aarong offers the finest quality of leather produced in Bangladesh. It is to be noted that everything is hand done by the artisans. Aarongs leather product includes all kinds of desk, home, gift and personal accessories. The leather is made by small leather workshop situated in and around Dhaka. 10 to 15 worker and some trainees are employed .Sheep and calf leather is generally used, sheep leather can be embossed, embroidered, printed and hand printed. Calf leather is stronger and harder than sheep. However, it can only be screen printed. Some products Ladies sandal, Ladies bag, Gents Sandals, Jewelry Box, Belts, Wallet, Key rings, Optical cases, Jackets, Executive bag, Folder/Files. Terracotta / Ceramics / Clay:

Clay items are produced by family based groups all over Bangladesh. It is traditional skill handed down through generations. Once upon a time all cooking vessels, storage vessels many toys were made with clay. Clay products in are two types: Wheel Based Dice Based Some products are- Dinning ware, Mugs, Glasses, Pitchers, Plates, Bowls, Vases, Lamps, Cups, hot plates. Aarong also provides a huge range of ceramic accessories in different designs and collection to its customers. Bamboo/Cane/Leaf :

Cane & bamboo abundantly found raw material gave rise to traditional industry using this as raw materials. Traditional items include furniture. Aarong makes other products for day to day use decorations, gifts, etc. Bamboo such as trays, racks, baskets, toys etc. Candles :

Such type of candles offered by Aarong. As- Floating Candles, Birthday Candles, Pyramid, Pillar, Valentine, Circle etc. are the candles design.

Jute / 01- Organizational Profile Chapter- Wood:

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Bangladesh products 80% of the worlds jute. Once famous for jute industry. Some of the modern products alongside traditional items are: Bags, Show pieces, Wall hang, Carpets, Hammock etc. Wooden products are Frames, Bowls, Showpieces, Spoon, lamps, Shelves, Mirrors, key rings, candle stands. Tapestry: Tapestry is a nontraditional item developed from the ideas of Nakshi Kanta to frame and hang on wall. The themes are either scene from everyday life or of the mughal court. The designs are nontraditional and fabrics used are silk. Tapestry is also called Bhorat Kantha.

Chapter- 01- Organizational Profile 1.05 Aarong Production Centre (Ayesha Abed Foundation):

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The Ayesha Abed Foundation (AAF) is an organization that aims to provide avenues for employment and income generation for underprivileged rural women. It is an enclave for women, formed to uplift them economically, through their work as producers, and also socially, through their development into entrepreneurs. The Foundation provides an appropriate working environment, financial and technical assistance, and training to develop the womens skills in various crafts. The Foundation was established to commemorate the memory and work of late Mrs. Ayesha Abed, a co-worker and wife of the Founder and Chairperson of BRAC. The work that is done in the Foundation is a testament to her commitment to the issues of education, training and employment opportunities for disadvantaged women. It was she who in 1976 initiated all the present major activities of AAF in Manikgonj. The AAF aims to work with the most underprivileged women in the society. These women are often the most neglected and are in need of much assistance and support. The AAF plays the role of a facilitator. The women are placed in an enabling environment, with other women of similar socio-economic backgrounds. They are trained and then given the opportunity to generate income. One of the major challenges that these women have to face is that they are marginalized and they, on their own, have no way of becoming part of the economic system. This is where the AAF steps in, helping such marginalized women out of their peripheral existence in society, and giving them the opportunity to become involved in sustainable enterprise. The AAF is closely interrelated with other programs, especially BRAC Development Program (BDP) and Aarong. The women workers of the AAF come from the BDP organized Village Organizations. Working at the AAF thus gives the women access to other BRAC programs. All of the AAFs finished products are sold through Aarong, which additionally provides designs, raw materials and financial support to the AAF. Since AAF supplies exclusively to Aarong, it is treated as Aarong Production Centres.

1.06 Mission:


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To make Aarong the best in the world in providing a unique Bangladeshi Life style experience to empower people and promote Bangladesh while protecting our environment

1.07 Vision: Chapter- 01- Organizational ProfileAarong has a vision to establish them as worlds one of the famous fare trade fashion hose. Aarongs vision is to remain market leader throughout its business. Aarong expand its business in international arena. Aarong has a dream to develop more artisans of BangladeshPage 8


and make themselves dependent and attract more and more international customers toward Bangladeshi Culture.

1.08 Overview of the organization:Aarong began as a cause a means to an end for a quiet organization fighting to uphold the dignity of the marginalised. In 1976, when BRAC- a Bangladeshi NGO dedicated to alleviating poverty and empowering the poor, first began encouraging sericulture for women in Manikganj, their only buyers were a few scattered retailers in Dhaka. Weeks,Page 9



even months would pass between supply and payment, until BRAC intervened. Aarong was born out of a need to ensure that the penniless silk farmers of Manikganj were paid for their goods upon delivery, so that they could feed their families. Today, Aarong's reach has spread beyond Manikganj to the rest of the country. It has grown into a thriving international enterprise showcasing ethnic wear to beautiful crafts from silks, handloom cotton, endi to terracotta, bamboo, jute and much more. From a single shop, Aarong has grown into one of Bangladesh's biggest retail chains, with eight stores spread across the major metropolitan areas of the country - in Dhaka, Chittagong, Khulna and Sylhet and one in London, UK. Aarong symbolizes fairness in the global village. The organization has identified three basic constraints for gainful employment of the low income and marginalized people in the rural areas: (a) Lack of working capital (b) Marketing support and (c) Opportunity for skills development In order to bridge these gaps, Aarong provides a wide range of services to its workers and suppliers: Spot payment on product delivery to encourage efficiency and productivity Reach out to producers in remote areas to ensure fair value for their efforts Marketing communication and information for artisans Advances against purchase orders where necessary Training & Education in skills development to raise product quality and marketability Product Design and Support in Product Development Quality Control to increase producer awareness of the importance of quality These values reflect fair trade principles which have been developed by registered Fair Trade Organizations.


2.01 Purpose of the Study:

The purposes of this internship project are to be acquainted with the practical & useful works of the organization. Purposes of the project are as follows:

To apply theoretical knowledge in the practical field.

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To gather knowledge about the overall functions of HR department of Aarong. To have exposure to the recruitment activity of the organization. To check the compliance of practice with the theory. To have an assessment on the HR department of Aarong.

2.02 Scope of the Study:This report is some sorts of case study its mean the illustration of the real scenario of the selected organization. So the scope of this report is limited. The report has the scope to cover different aspects of HRM. I discuss only one organization throughout that is the report at Aarong.

2.03 Limitations of the study:There are some limitations in my study. I faced some problems during the study which I am mentioning them as below2.04.1 Lack of time: The time period of this study is very short. I had only 12 weeks in my hand to complete this report, which was not enough. So I could not go in depth of the study. 2.04.2 Insufficient data: Some desired information could not be collected due to confidentiality of business.

Chapter- 02- Introduction of the study

2.04 Time period of the study:The duration of my organizational attachment was twelve weeks, starting from 1 st November, 2009 to 31st January 2010. As a requirement for the completion of the program I need to submit a report, which included an overview of the organization.

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Chapter- 02- Introduction of the study

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3.01 Methodology of the Study:The methodology of the report is stated below, which was appropriately exercised in achieving the above stated objective.

Sources of Data Collection:

The inputs are collected from two sources: 1.05.1 Primary Sources: Discussion with HR Officers. Personal observation. Desk work 1.05.2 Secondary Sources:

InternetJournals

Published report BRAC Staff Dairy Read the organization HRPP Training sheets of S/A

3.02 Processing & analyzing data:Collected information is processed by the use of computer system. Detailed analysis, working variables and working definitions are embodied in the report. The study followed a certain method to process and analyzes the collected data from Human Resource Management practices of the company: Overall Approach: My analysis is a combination of both current and literature survey with a special emphasis of proceeding. Data source: The study worked with both primary and secondary data. Personal observation, questioners and secondary data by literature survey collected primary data.Chapter- 03- Research Methodology Page 13


Data analysis: Data collected from the company was compared with the theoretical part learned during the course. After comparison a reasonable conclusion is drawn through analysis and evaluation. Report Writing: To prepare this report I had visit to the organization, collected necessary information through interviews and journals. Finally the reports were prepare after detail analysis of the current practices and relate them with the theoretical knowledge.

Chapter- 03- Research Methodology

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4.01 Description of the Job:At Aarong , I had the opportunity to do my three months long Internship program in their Human Resource Department. At first I was made acquaint with their works and responsibilities and HRMS, the software using which they are maintaining their useful work easily. As an internee, I was assigned to do some works that were regular in nature. Those were: Sorting Out CVs Calling interviewees Making Interview & training list Filing File entry Updating Attendance Resister Leave entry Finding out without pay leave

These works were done by me basically lessen the workload from the small number of employees of HR Department.

4.02 Specific Responsibilities of the Job:Through I was not assigned high responsibilities, but the nature of the works were very important to manage the large number of employees they employees they employing. The detail discussion about the specific responsibilities of these works is as follows:

Chapter- 04- Regular Duties as an Internee Page 15


4.03 Sorting Out CVs:The month I entered as an internee in Aarong, was the time to recruit software engineer, HR officer, Executive Accountants for Head quarter, Accountants for Manikgonj & Kurugram. This purposes I was assigned to sortout Cvs from a large number of candidates. The CVs were generally dropped by the candidate in Online (bdjobs.com & Prothom-alojobs.com) and also by post. I had to short out the qualified CVs matching all these criteria. Such as Executive Accountants primarily Who are Graduate from Finance and CA course completed, 4/5 years job experience I had down load their CVs from net. This is how actually the CVs were shorted by me according to my supervisors instruction.

4.04 Calling Interviewees:After sorting out the CVs I was usually assigned to call the candidates for interview. In that time, I was given the information about the information from my supervisors when date and time. Then I was call them and gave time where place. I was also provide candidates place location. Through making phone calls monotonous job, but it is a good experience for working in any Human Resource Department.

4.05 Making Interview:In the mean time of calling the candidates, I was used to give a serial number on the CVs being called and also allocated time of interview. After calling the candidates, my duty was to make the interview list for the candidates of the selected interview. Usually the interview lists had several columns like Name, Fathers name, gender, time, selected not selected & remarks. I was assigned to make and provide the list before the scheduled dates.

4.06 Filling: Internee

Chapter- 04- Regular Duties as an

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In the very beginning of my internship, I was taught how to prepare files of the new employees. Aarong maintains files or each and every employee they employ manually. The files contain Employees CV, photograph of employees, certificates, appointment letter, insurance form , confirmation letter, promotion letter, letter of increment, transfer letter, performance Appraisal and the up to date legal documents about the particular employees. After preparing a new file it was needed to write down the name , pin , joining date, designation and department name of the employee on the file. I also had to prepare and arrange these files in to separate departments folder serially according to the PIN if the employees so that it can be found easily when needed.

4.07 File Entry:The HR department keeps records of all of their employees information in the HRMS (Human Resource Management Software) along with the maintaining the files manually. This is why it is necessary to enter the information into the HRMS immediately after preparation of any new file. They used to assign me to enter the information of the newly entered employees in to the software from their files. Through the HRMS, Aarong keeps records of several categories of employee information likepersonal detai, educational qualification, job status, joining date reference etc. All these information is updated according to organizational decisions and policy. Here is the figure to have a look on Aarong HRMS. Once All the information along with the PIN is added in to the software, the information of the specific employee can be searched any time through their PIN or by name.

4.08 Updating Attendance Register:Aarong maintains separate attendance register for each of its departments and also for the outlets. In the head office there are around thirty departments. Every month they need to update the resisters. That time I stayed there as an internee, It was my duty to write down the names, Pin and the designation of each of the employees in to the attendance register for the upcoming month.

Chapter- 04- Regular Duties as an Internee 4.09 Leave Entry:

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Leave entry is one of the most important tasks that I did at Aarong. Through Aarong maintains attendance of the employees manually, all the employees leave taking information is also entered in to the software. Aarong follows every strict rule regarding attendance. Each employee should come and sign in their attendance register from 8.30am to 8.45am. After 8.45am all register brought back to the HR department and the employee who fails to sign with in this time are marked with a red question mark which denotes that he or she is late for that day. And other who take leave on that day are marked with L which indicates that the employee is on leave. I used to count the number of leave taken by each employee on every month using a red pen. Before giving the entry into the HRMS, I needed to arrange different leave forms submitted by the employees according to the department they belong to. I also field them according to their PIN to get them easily while using the software. After that, I used to match the leave dates mentioned in the leave form by the employees with the attendance register. Finally, I entered the leave information of the employees who have got a PIN onto the HRMS software. At the Aarong there are several types of leave, paternity leave, quarantine leave & extra ordinary leave with two types of payment options With pay & without pay. It is the HRMS of Aarong, which has given the HR department rid from the complexity of calculating the leave pay options, as it is done automatically by the software.

4.10 Finding without pay Leave:Without pay leave occurs when any employees earned leave balance is not sufficient to support his or her further taken leave. At that time the salary of that day is deducted for the leave taken by the employee. Once the leave entry is completed, HR department needs to give the status to the Accounts department, so that they make the adjustment with there salary accurately. I was assigned to find out the without pay leave of the employees. It could be easily done through the HRMS. There is an option in the software called pay deduction slip where I needed to mention the particular department and also the date from which to which I needed them with pay leave information. After printing out the without pay slip, I needed to give the slip to the responsible person of the HR department.

5.01 Introduction: Chapter- 04- Regular Duties as anInternee

The success of an organization depends on the staffs deep devotion, attachment to the goal and objectives of the organization, ability to accomplish works. To execute this endeavorPage 18


perfectly a Human Resource policy is required. HR policy is a significant document of the organization to create a working environment based on fixed rules and regulations, diligence and accountability.

5.02 HR activities of AarongThere are many functions of Aarong HR Department but some basic functions have. These are given below: Recruitment & Selection Confirmation Promotion Transfer Leave Management Salary Adjustment Increment Performance Appraisal Job Separation

General Manager Aarong & AAF

HR

Training

Chapter- 05- A study of 5.03 HR Structure:Human Resources operations at Aarong

Traineer -1 Officer-2

Traineer -2

Here is a Structure of Aarong HR Senior & Training Department to have a look on the positions of Officer-1 Senior HR Officer-2 the employees who are involve in the recruitment & training process:Executive

Officer-1

HR Assistant

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Figure 5.1: Structure of HR & Training Department

5.04 Recruitment and Selection Process: Introduction:

Chapter- 05- A study of Human Resources operations at Aarong

Recruitment is a linking function- joining together those with jobs to fill and those seeking jobs. It is a joining process in that it tries to bring together job seekers and employer with a view to encourages the former to apply for the job with the latter.Page 20


The objective of recruitment is to develop a group of potentially qualified people. To this end, the organization must project the position in such a way that job seekers respond. To be the cost effective, the recruitment process should attract qualified applicants and provide enough information for non qualified person to self select themselves out.

Planning For Recruitment and Selection:The aim of the policy and procedure is to support the recruitment and Selection of the people with necessary ability, skills qualified and competencies to contribute effectively to delivery of Aarong goals.

Recruitment and Selection Strategy:Recruitment and selection is of the most crucial roles of the HR professionals. The level of performance and organization depends on the effectiveness of its recruitment and selection function. Aarong have developed and follow recruitment and selection strategies to hire the best talent for their organization and to utilize their resource optimally. For formulating and effective and successful recruitment and selection strategy, the strategy should cover the following elements: Identifying and prioritizing jobs: Requirements keep arising at various levels in every organization; it is almost a never ending process. It is impossible for fill all the positions immediately. There for there are need to identify the position requiring immediate attention and action. To maintain the quality of the recruitmentChapter- 05- A study of Human Resources operations at Aarong

activities. It is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

Candidates to target: The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the parameters as well:

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Performance Level Required: Different strategies are required for

focusing on hiring high performers and average performers. Experience Level Required: The strategy should be clear as to what is the experience level required by the organization. The candidates experience can range from being a fresher to experienced senior professionals. Category of the candidate: The strategy should clearly define the target

candidate. He/ she can be from the same industry, different industry, unemployed, top performers of the industry etc. Sources of recruitment: The strategy should define various sources (external & internal) of recruitment. Which are the sources to be used and focuses for the recruitment purposes for various positions. Employee referral is one of the most effective sources of the Recruitment. Trained Recruiters: The recruitment professionals conducting the interviews and the other recruitment activities should be well trained and experienced to conduct the activities. They should also be aware of the major parameters and skills to focus while interviewing and selecting a candidate.

The process must be easy to understand for the target audience of the recruitment and Chapter- 05- A study of Human Resources operations at Aarong selection process. The process is not created for employees of HRD, the process is developed mainly for the managers in the organization.

The recruitment process:The sequence of the recruitment process of Aarong is as follows:Job Advertisement

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Collecting & shorting out CVs Taking interviews

Selecting Candidates

Training

Appointment

Orientation

Figure 5.2: Recruitment Process

Generally, Aarong does not follow any written test to select from the candidates. But, they sometimes take practical/ written interview incase of any technical post, where application capabilities of the applicant need to be tested, for example any post for the IT Department and where computer literacy is must. Mostly they take viva voce for selecting people. Other than, the process of recruitment is more or less same all the department and post.Chapter- 05- A study of Human Resources operations at AarongJob Advertisement:

To collect employees for each and every category of employees for any department or outlets and production centers, Aarong basically gives advertisement in the renowned newspaper in the internet. Through this job advertisements they announce the posts for what they candidates, what type of employees they need, their required qualifications etc. before giving the advertisements, they determine the responsibilities or Job description that thePage 23


candidates will require to perform. Prior to the advertisement , they think about the cost effectiveness which is considered as per the post for which the advertisement is given. As the costs very form media to media. If they need applicants for high level posts like as Marketing Manager, they give the advertisement either in news paper or in the internet. On the other hand , for sales associates post they give circulars in their outlets. Collecting and Sorting Out CVs: After giving the advertisements, they start to collect and sort out the CVs. CVs are collected from different source like online CVs are down load and printed, outlet CVs are collected by post, some are collected in the head office and some are through references. As the CVs are collected they to Sort out the CVs as per the post requirement. For example- to sort out the CVs for Executive Accounting, they will check out the educational background and also year of working experience of the candidate. But for the post of sales Associate, they look for required background along with their physical appearance. Taking Interview: The next working after shorting CVs is calling the candidates for interview. At that time, the interviewees are made aware about the date, time and venue of the interview. After that, they decide who and who are going to take the interview. Most of the time there are two or more people in the interview panel. And the departments heads are oblige to take the interviews to recruit people for their own department along with one or two people from the HR department. For the sales associate post, HR people and the respective outlet managers are responsible to take the interviews. As Aarong mostly depends Chapter- 05- onstudyinterview session for selecting from the candidates, the high level A the of Human Resources operations at Aarong positions may require more than one interview with the candidates. Selecting Candidates: After having the interview session, they primarily select the interviewed candidates. Then they finally select them either by taking further interview or by analyzing their qualifications. After finalizing the selection, they let the selected people know that they have been selected for the certain post and what they have to do next. But, in case of the sales associate post, usually the

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selected candidates are short listed and finally selected considering the marks they obtain in their one day training period. Training: The training department of Aarong is accompanied with the HR Department. This department runs over all the training sessions necessary for the new comers of the organization. The time expansion of the training depends on the nature of the job posts. Basically, the training lasts for one day. Normally, at the same time of training the new employees are acquainted with the organization. So, the orientation and the training of the new comers occur at the same day.

Chapter- 05- A study of Human Resources operations Appointment: at Aarong

Once the training session is completed, the candidates are given their appointment schedules according to which they come to the head office of 346, Tejgoan Industrial Area, with the required documents. For example for the sales Associates post the candidates are required to bring the attested copies of all the academic certificates and mark sheets along with the original copies. And they are also asked to bring two references letters from such people who are doing any government or nongovernmental job with their seal and signature. If anyone fails to manage any one of these required papers, he or she is not allowed to be appointed on that day. All categories of

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the employees except the timers are required to fulfill several forms on their joining date. These forms include

Personal information form Joining form Insurance form. Security Bond

The new employees are given PIN which is their own identification in to the Organization. All these papers, the attested copies of the certificates, photo copy of the national ID card along with two recent color photographs are then filed mentioning the respective employees name, PIN, Joining date, designation and department name. After preparing the files they enter the newly appointed employees information in their soft ware HRMS (Human Resource Management Software) at Aarong. Orientation Generally the HRD arranges employee orientation which provides new employes with basic background information of the employer, information they need to perform their job, their job description and so on. It is called socialization process. It helps to cope with new environment very easily and minimizes reality shock.

5.05 Job Confirmation: Resources operations Chapter- 05- A study of Humanat Aarong

Aarong does not give confirmation to its employees from the very beginning they are employed. As Aarong have different categories of workers, they follow several procedures for the confirmation of the employees they employ.

For regular Staff: For the regular employees, probationary period will be one year. After the probationary period, the employees are given confirmation on the basis of thePage 26


their performance appraisal. After 10 month of the probationary period, the appraisal form is sent to the HR Department by the particular department managers.

For the Contractual Staffs: For the contractual staffs, confirmation is given after the fulfillment of the contract time and no additional probationary period will be necessary further. But if the contract time is less than one year, one full probationary period will be required. For all staffs: If any staffs fail to meet the condition to be a confirmed staff of the organization, is suspended before the fulfillment of the probationary period.

5.06 Promotion: of Human Resources operations Chapter- 05- A studyat Aarong

The basis of promotion will be talent, efficiency of work and personal humane attributes. After the specific period promotion will not be considered as right. Promotion is one of the important functions or HR department. Basically the month of November staffs are assessed by his or her supervisors. Supervisors are recommended to be promoted for their outstanding performance. After being recommended by the supervisor, the assessment sends to the Director for Approval. Aarong maintains 20 levels of their staffs. The Director approves the promotion of their staffs up to level 7.Other staffs promotion approved by the managing director of the organization. After all the formalities, the documents are handled by the HR department.

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5.07 Transfer:Any regular staff of Aarong and AAF may be needed to be transfer in case of necessity of the organization. There are rules and regulations are followed by the HR Department of Aarong are as follows: A staff must not be transferred for more than two times a year. In order to transfer for more than two times in special cases, then the employee is given transfer allowance for that. In case of women staff, the transfer order is made in convenient places through consultancy.

Up to level-8 women employees are transferred according to their chosen district and places if any transfer order is placed against the employee for the necessity of the organization by the HR department. The staff will get leave for three days with salary for the transfer purpose. But if the transfer is in the same district the leave will be for a day.

The transfer order is basically made through the following these regulations.

Chapter- 05- A study of Human Resources operations 5.08 Leave: at Aarong

HR department is managing the leave of their Employees. Classification of Leave Earned Leave Special Leave Earned Leave: Earned Leave will refer only to the leave of the working day. That is, weekly, ceremonial or any other leave will not be included in this. This leave will be with pay.Page 28


Special Leave: Special Leaves are of six types: Sick Leave Quarantine Leave Maternity Leave Paternity Leave Higher-Study Leave Extra-Ordinary Leave

All leave is the HRMS of Aarong, which has given the HR department rid from the complexity of calculating the leave pay options, as it is done automatically by the software. Sick Leave: A staff will be able to take this sort of leave on account of

accident, admission to hospital, abortion, operation etc. The authority has to be informed as soon as getting sick by the staff or through relatives. Quarantine Leave: Quarantine Leave is applicable in case of contagious

diseases and will be with pay. In general quarantine leave ofChapter- 05- study of Human Resources operations A fourteen days at a stretch may be granted with pay. But in special cases it at Aarong may be expanded to twenty-days in accordance with the Doctors

prescription.

Maternity Leave: The confirmed female staff served for minimum a year

for Aarong & AAF will get maternity leave of maximum four months at a stretch with pay. The staff will be able to receive salary of four months in advance at the time of going to the leave with pay.

Paternity Leave: The confirmed male staff served for minimum a year

for BRAC (Of Head office and Field office) will get paternity leave of maximum seven days with pay along with the weekly leave at the time of

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the birth of child. This leave may be enjoyed at the time of the birth of two Children.

Higher-Study Leave: The Executive Director/the Chairman may approve

a confirmed, regular staffs Higher Study Leave of maximum Thirty -six (36) months at a stretch.

Extra-Ordinary Leave: The staff must work for Aarong for five years in

order to get Extraordinary Leave. Extraordinary Leave will be without pay.

Chapter- 05- A study of Human Resources operations 5.09 Salary Adjustment & Increment: at Aarong

All staff will be given a fixed monthly salary. The salary will be in accordance with the fixed salary structure of BRAC or with the salary structure mentioned on the appointment letter. Each year in January every confirmed staff will be given an increment according to the specific level. In this situation, all the formalities are maintained by HR department. There are 20 levels of employees. Usually the month of July and all the formalities are done by the HRD of Aarong. After all the formalities and calculation, the HR department sends a letter to each of the department of employees with their name and designation. For that, the employees will get to know about their new salary structure.

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Chapter- 05- A study of Human Resources operations at Aarong

5.10 Performance Appraisal system: Introduction:

After an employee has worked on a job for a period of time, his/ her performance should be evaluated. Performance evaluation is the process of deciding how an employee does his job. Performance here refers to the degree of accomplishment of the tasks that make up an employees job.

Definition of performance Appraisal:Performance Appraisal (P.A) is the process of evaluating the behavior of employees in the work place normally including quantitative and qualitative aspects of the job performance. It is an objective way of evaluating work related behavior of employees. Managers ensure treatment with their subordinates based on their performance, not on the basis of any personal relationship.Page 31


Objectives of performance Appraisal:Overall performance appraisal of employees is done in order to achieve the following objectives. Promotions decisions: Performance appraisal can serve as a useful basis

for promotion or reward. When merit is the basis for reward the persons doing the best job receives the promotion. Training and Developing program: Performance appraisal can serve as a

guide for formulating a effective training and development program. Compensation Decision: Managers need Performance appraisal to

identify employees who are performing at or above expected levels. Under merit system, employee receives pay raises based on performance. Performance Improvement: Through discussions with individual Chapter- 05- A study of Human Resources operations employees aline manager can find out why they perform as they do do at Aarong and what steps can be initiated to improve their performance. Feedback: It tells them what they can do to improve their present

Performance and go up the organizational ladder.

The process of Performance appraisal:Establishment of performance standards

Mutually set measurable goals

Measurement of performence

Comparison of actual performance with standards set Page 32


Discussion of the appraisal with the employee

Identification and initiation of action

Figure 5.3: The process of performance appraisal

Methods of P.A Human Resources operations Chapter- 05- A study ofat Aarong

Confidential Report Method Behavioral Anchored Rating Scale (BARS) Checklist Weighted Checklist Critical Incident Technique Graphic Rating Scale (GRS) Essay Appraisal 360 Degree method Management by objective (MBO) 360 Degree method: 360 degree feedback also known as multi-rater feed

back is the most comprehensive appraisal where the feed back about the employees performance comes from all the sources that come in contact with the employee on his job. 360 Degree appraisal method has four integral components. These are: Self appraisal Superiors appraisal Subordinates appraisal Peer appraisalPage 33


Customers

Superior

Suppliers

Peers

Team members

Subordinates

Figure 5.4: 360 Degree P.A MethodChapter- 05- study of Human Resources operations is participative goal setting, A Management by objective (MBO): MBO choosing, course of actions and decision making. An important part of the at Aarong

MBO is the measurement and the comparison of the employees actual performance with the standard set.Define Organizational Goal

Performance Appraisal (Rewards/ Punishment)

Continuous employee objective

Providing feedback

Continuous Monitoring of performance and progress Performance Evaluation/ reviews

Figure 5.5: MBO Process

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Every person gets evaluate every year at Aarong, after joining. If any employee his or her joining less than six months they wont be evaluate. But is more than six or above they must be evaluate by their superior. Basically Aarong has three types of Performance Appraisal System Top Level Mid Level Lower Level

They also have different format for sales associate. Aarong The reason for having the performance Appraisal system is to evaluate in the same way or considering same aspects and also introducing performance bonus along with the appraisal system. Basically it works the motivator for people to work effectively or to give their best to the organization.

5.11 Job Separation: at Aarong

Chapter- 05- A study of Human Resources operations

Job Separation will refer to the staffs conclusion of job from the organization. Such types of Job separation are as follows: Resignation Retirement and Voluntary Retirement Termination Redundancy Dismissal

Resignation: The staff may resign from the organization. If a confirmed

staff intends to resign, he or she will apply to his or her supervisor before a month. Otherwise did not get salary a month. All type of documents including the release order and final payment transactions are sent to the HRD with a month for further maintenance.

Retirement and Voluntary Retirement: The staff will be reminded

through letter by the Human Resources Department six months beforePage 35


Retirement. For every staff of the organization, the retirement age should be 60 years. If any staff service for about 20 years, he or she would be able to take voluntary retirement and will get every facility of retirement as an employee of the organization.

Termination:The staff will be given warning notice thrice before

terminating and if the staff is proved to be guilty by Investigation, the staff may be terminated. Some reasons given bellow why the employee terminated: if the employee is accused of misbehavior or violating discipline. if the employee is given warning notices thrice. In case of, failure to join work after the completion of the extraordinary leave.

Chapter- 05- study of Human Resources operations or is rejected for which the staff A Redundancy: If the program concludes at Aarong has been appointed. If a staff is considered extra during the progression of

the program. On account of physical constraint. If the post, on which the staff is in, is abolished. Dismissal: If any employee any crime and its investigation proved the

organization dismissal any time.

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Chapter- 05- A study of Human Resources operations 5.12 HR Practices for Sales Associate: at Aarong

Classification of Sales Associate: Regular Sales Associate. Casual Sales Associate. Regular Sales Associate: In regular sales associate are two types: Full Time Part Time For Full time staffs work eight hours each day, for six days a week. For Part time staffs work five hours each day for six days a week. The part time

staffs have two shifts. Casual Staff: Paid by the hour. Three days a week for five hours. Sales Associate Recruitment Process: Candidates send their CV to the HRD or any outlet.

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Candidate s can apply with at least HSC pass. Candidate s should not be below 18 Candidates must submitted the following documents: Educational certificate. 1 copy recent stamp size photograph. Two references letter (employee of Government Service) but if Aarong staff then the Managers signature is compulsory.

Joining of the new staff: Candidates must join on the joining date. (7 days in case of emergency, Unforeseen circumstances) Candidates should report 15 minutes before work time.

Chapter- 05- A Time Table study of Human Resources operations of work: at Aarong

For Full Time staff Morning shift 10:00am to 5:30pm Day shift 12:30pm to 8:00pm For Part Time staff: Morning Shift 10:00am to 3:00pm Day Shift 3:00pm to 8:00pm Job responsibilities of a Sales Associate:

Ensure proper cleanliness and tidiness Counting Item Counting Currency Billing Properly Make sure price along with the product Stock refilling Store keeping Product requisition Information follow Up

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Receive customer suggestion & complain sincerely In form before, if cant come to office.

Record of Attendance: Signing on the attendance register. For three delays in a month a day leave will be deducted. If there is no earned leave salary will be deducted. For seven delays in a month the supervisor of the concerned staff will give the staff a notice of caution.

Period of probation: All regular staff will work as an apprentice for six months from the joining date.

Chapter- 05- A study Confirmation: of Human Resources operations at Aarong

If the regular staff completes six month period of probation satisfactorily, his service will be confirmed. The staff will get an increase of salary with the confirmation. The manager of the outlet will send a recommendation to the HRD and it will be approved by the Director. If a staff is not fit for confirmation he will be terminated during the period of probation.

Performance Appraisal System: After the probation period an employee appraisal form will be filled out by the respected outlet manager. During this time the Sales Associate will be under observation by the manager. It has 4 Grades: A+ APage 39


B C

Salaries are dependent on the above Grades.

Transfer: Transfer can be done from outlet to outlet at managements discretion or when requested by the sales associate. Transfer depends upon availability of opening for the position and approved by the management. A transfer is effective on the date mentioned in a written transfer order issued by Aarong HR Department.

Salary and Benefits:

Chapter- 05- A study of Human Resources operations at Aarong Salary: Sales Associate will be given a fixed monthly salary. The salary will be

in accordance with the fixed salary structure of AARONG or with the salary structure mentioned on the appointment letter.

Festival Allowance: All sales associate will get two festival allowances a year according to religion but after confirmation. Sales Incentives: Sales Associates of Aarong have to complete a full quarter (3 months) to get the incentive. Over time allowance: Only after certain working period is passed the Overtime Allowance will be applicable. Gratuity: The calculation of getting gratuity will be started from the joining date. The gratuity of the staff as sales associate will be according to the final salary as the sales associate. If any sales associate from joining date to three years or more he will be get gratuity.

Leave:Page 40


Earned Leave: Sales associate that work six days a week will get Twenty three (23) full working days earned leave a year. Half Day Leave (Maximum half-day leave of twelve-days maybe taken a year.)

Special Leave: Sick leave- Inform the outlet manger Quarantine leave- Contagious diseases Maternity Leave- 4 months with pay Paternity Leave- 7 days with weekly holiday Unpaid Leave- Special Circumstances such as examination for students. Leave Without pay & seniority operations Chapter- 05- A study of Human Resourcesof the job: at Aarong

In case of the outlet if the sales associate enjoys leave of twenty three days without pay At a stretch she/ he will lose seniority of job for one (1) month.

Disciplinary rules and regulations: Code of conduct: Behaving decently. Dressing properly or in a way, which is culturally acceptable to others in the office and relevant development constituency. A regular sales associate should wear his/her uniform if given by the office. A sales associate should be sensitive and gentle towards a customer. Not talking on the mobile phone while on duty. All sales associate should keep their area of responsibility at the outlet neat and clean

Professionalism:Page 41


Commitment to work Adherence to policy & system Disciplined Refreshing activities Progress Check Learn from mistakes Dependability & responsibility Adaptability Positive Attitude Attendance & Punctuality Time management & follow up Ability to make decision & solve problems

Job Separation: Chapter- 05- A study of Human Resources operations at Aarong

Resignation Termination Redundancy Dismissal

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6.01 Disciplinary Rules and Regulation at Aarong

Chapter- 05- A study of Human Resources operations

General Rules and regulations for all employee: Abiding by the legal orders of the office, method of working and higher authority. Accomplishing the works with honesty and credibility and maintaining confidentiality about the official work. Without approval of the proper authority not remaining absent from work or not leaving the working area. Not accepting bribe or gift from a person or organization. Not involving in to a work, this is against BRAC gender policy. Not showing negligence or impatience to duty. Not involving in works loosening morality Not involving in corruption or maintaining corrupted attitude Giving up leading life inconsistent with the fair income. Not involving in works which are against the country and organization or not being logically doubted of being involved in such works or not remaining close to person involved in such works. Not disobeying the legal and logical order of the supervisor willingly alone or together with another.Page 43


Not neglecting works or habitual or disapproved absence or regular late arrival. Not obstructing on others works.

Disciplinary Actions: If any employee violate above the rules bellow the disciplinary actions: Show Cause Notice Warning, Withholding promotion for a specific period, Withholding or closing salary increase for a specific period Fine Transfer any one to another place. Terminating from the jobChapter- 06- Labor Law

6.02 Service BenefitsAll regular employees get gratuity and provident fund but some rules and regulations as given below:

Gratuity:

The calculation of getting gratuity will be started from the joining date. If a regular staff leaves the job on account of Resignation, Retirement, Redundancy or Termination he will get gratuity. But employee must be his job period 3years or more than 3years.An employee 3years or more than 3years but bellow10 years if he resignation or termination he will get for each complete years service once of the recent basic salary, if he retirement he will get for each complete years service one and half time of the recent basic salary, if he redundancy he will get for each complete years service twice and half time of the recent basic salary, if he dismissal he will not get any Gratuity. An employee his job period 10years or more than 10 years if he resignation or termination he will get for each complete years service once of the recent basic salary (Maximum 25 gratuities), if he retirement he will get for each complete years service twice of the recent basic salary (Maximum 50 gratuities), if he redundancy he will get for each complete

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years service twice and half time of the recent basic salary (Maximum 50 gratuities), if he dismissal he will not get any Gratuity. In case of the staffs death, the nominated person or persons of the staff will get twice of the basic of the final salary for each complete years services and maximum 50 gratuities.

Chapter- 06- Labor Law Provident Fund:

If the staff regular staffs job is confirmed the staff will be able to be the member of the Contributory Provident Fund .The service staff will be able to be the member of it after the joining. 10% of the staffs basic salary will be deducted and equal amount will be given by BRAC. The member staffs of the Provident Fund will be regulated by the Provident Fund law composed by Trust. But employee must be his job period 3years or more than 3years. An employee less than 3 years if he resignation he will get his total Own contribution but he will not get any interest, if he retirement/ voluntary retirement/termination/redundancy he will get total Own contribution and interest, if he dismissal he will get his total Own contribution but he will not get any interest. An employee 3 years but less than 5 years if he resignation he will get his total Own contribution and will get % interest, if he retirement/voluntary retirement/termination/redundancy he will get total Own contribution and interest, if he dismissal he will get his total Own contribution but he will not get any interest. An employee 5 years or more if he resignation he will get his total Own contribution and will get full interest. If he retirement/voluntary retirement/termination/redundancy he will get total Own contribution and full interest, if he dismissal he will get his total Own contribution but he will not get any interest.

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In case of death whatever the duration of the Provident Fund membership be the staffs nominated persons will get the staffs own contribution, BRACs contribution and their interest everything. Loan Facilities: A regular employee gets facilities. Staff Loan Special Loan Withdrawal or Loan from the Provident Fund Housing Loan Motorcycle Loan Higher Study Loan for the child of BRAC Staff

Chapter- 06- Labor Law 7.01 Introduction:

Motivating is often referred to as the dynamic of behavior. The term dynamic means energies or forces which produce motion in physical bodies. In psychology and administrative, it means the mental enraging force or motive that activates the organism. Motivating may be defined as the act of stimulating someone to take a desired course of action.

Motivation:

Motivation is the set of process that moves a person toward a goal. Since motivation influences productivity, supervisors need to understand what motives employees to reach peak performance. Objectives of Motivation To create conditions in which people are willing to work with zeal, initiative interest and enthusiasm.

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To create conditions in which people work with a sense of responsibility, loyalty, discipline and confidence so that the goal of an organization are achieved effectively. Motivation process:Needs / Motives Tension Performance Search BEHAVIOR Reward / Goals

Need satisfaction

Figure 7.1: The motivation process

Chapter- 07- Motivation 7.02 Maslows Need

Hierarchy theory of motivation:

Self Actualization Need

Ego Need Social Need Safety / Security Need Physiological Need

Figure 7.2: Maslows Need hierarchy Model

Physiological Need: These are the basic needs for the maintenance of human life. These are the basic needs of organization- food, water, shelter, clothing, sexual satisfaction and the like. Maslow took the position that until these needs

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is satisfied to the degree necessary to maintain life other needs will not motivate people.

Safety Needs: These are the needs to be free from physical danger and fear of loss of a job, property food or shelter. Social Needs: Since people are social begins them need to belong and to be accepted by others. Social needs are physical association and contract belongingness love and affection acceptance by fellows and the like. Esteem needs: If other needs are reasonably satisfied then ago needs become motivator. People want to be held in esteem both by themselves and by other. This kind of need produces such satisfaction as power, prestige, status and self confidence. Self Actualization Needs: Maslow regards this as the highest need in his hierarchy. It is the desire to become what one is capable of becoming maximize ones potential and to complies something.

Chapter- 07- Motivation

How to employee motivation at Aarong:Aarong has also motivated their employee. Get together, Day Care Centre Vehicle Facility Arrange Picnic etc.

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8.01 SWOT Analysis: Chapter- 07- MotivationSWOT: analysis is a powerful techniques for under standing organizational Strength & Weakness and looking for the opportunities & Threats it may face. This analysis is mainly based on an imaginary situation.

PositiveInternal Factors StrengthCustomer Loyalty Production Quality Leading Brand Reputation Specialist Marketing Expertise Innovative Sales Management

NegativeWeaknes sPoor Access to Collection No direct Market Experience Higher Price Financial Support Vulnerable to producer Sales person need training

OpportunitiesNew distribution Channel Local Events Capture more Market share Cost Advantage International Market New Market Segment

Threats Economy Sudden Surprise More competitors Changing Technology Political Instability Price Wars with competitor

Internal Factors

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Strength: Aarong is the pioneer organization of Bangladeshi handicraft project. They are now capturing more then 68% of total Handicraft market share. Its a local brand and now exporting their products outside of the country. Aarong has good reputation for fine quality products. Aarong has capable Design studio, which has more than40 top class designers, who always trying to provide innovative design to their customer. It has a strong management team who are continuously giving their great effort to make it is a successful one. Another important fact is that, Aarong has almost Zero Production damage rate which reduces their cost.

Weakness: Chapter- 08- AnalysisAarong has a reputation for new product development and creativity.

However, they remain vulnerable to the possibility that their producer may not be able to produce product timely due to their inability. The collection channel of the organization is not that much structured so that they can get the products from the producer on time and it may create problem in future. If any producer is not able to make the product on time due to some personal problem then the company will also not be able to deliver their product on time. Their sales teams with in the outlet are not properly trained up. Sometimes they make customers disappointed by their by their attitude and customer does not feel good to buy from there.

Opportunities: Aarong is very good at capturing the advantage of opportunities. It can go for new distribution channel like it can make some joint venture with some other small Boutique and sales its products in more places. Through that it can capture more market share in the handicraft industry in Bangladesh. Aarong can expand its business globally. New market for handicraft such as Europe and America are beginning to emerge. People are now trendier about local events & functions like Pahela Falgun, Pahela Baishak, Victory Day, and Independence Day they buy new and special products for these events. Aarong can make new products to sell in those special occasions.

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Threats: Aarong does not have any big competitors right now. But they have some competitors like Kaykraft, Anjans, Jattra, Yellow, Banglar Mella, who are taking their 32% Customers and increasing a slow rate. Aarong always face price wars their competitors. But now they are reposition their brand to compete with them.

9.01 Recommendation: Chapter- 08- Analysis Starting from the recruitment process, they are always active and aware about ensuring quality of their human resource. They should update their process in their management system to make their work easier and successful in every step. The HR departments employees should be increasing. EDMS will be started as early as possible because of in accidental case any filling missing it will be very helpful. The website of Aarong should be updated in proper time. Leave entry in software in time to time updated. The training and orientation programs of Aarong should be arrange in new and effective manner to develop their sales associates and other workers. All security Guards leave balance is manually calculating, its waste their valuable time, so they should be used soft ware as like as another staff. They should use electronic device attendance machine thats why all employees were equal position.

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9.02 Conclusion: Conclusion

Chapter- 09- Recommendation and

Aarong is a handicraft project of BRAC and it is also retail enterprise. Aarong will be celebrating 32nd anniversary this year. It had been started since 1978, over the year it has brought positive changes in the life style of disadvantaged artisans and underprivileged rural woman by reviving and promoting their skills and craft. The designers and the innovators of the product range offered by Aarong, have not only established the organization as leaders in deshi handicraft but have also reignited interest and popularity for styles and traditional crafts that are native to the country. Aarong introduces Bangladesh fashion, Culture and tradition to the outside world Working in here I felt the potential employees can be bought up and use for the betterment and towards achieving the goal. Working in HR Department of Aarong is such a learning experience for me. It was really a great journey of my internship in Aarong & AAF. To build a career in HR it is going to be an experience for me because in here I got to learn almost all the basic work needed for HRD. Aarong keeps our tradition table in the gathering of western fashion and make it popular. Moreover Aarong is a name that symbolizes culture and traditional heritage of rural Bangladesh in art and craft. It only make people conscious about the fashion but also makes poor villagers self sufficient.

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Bibliography: Conclusion

Chapter- 09- Recommendation and

Dr. Abdul Awal Khan, 2nd Edition, Bangladesh Open University, Human Resource Management and Industrial Relationship.

T.V Rao (2004) Performance Management and Appraisal System.

Human Resource Policy and Procedure of BRAC, 65 Mohakhali C/A, Dhaka1212.

http: en. wikipedia.org/wiki/aarong www. brac-aarong .com

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Bibliography List of Abbreviation:

PA- Performance Appraisal EDMS- Electronic Device Management System HRD- Human Resource Management

BRAC- Building Resources Across Community

SWOT- Strength, Weakness, Opportunities and Threats HRMS- Human Resource Management System AAF- Aysha Abed Foundation HR- Human Resource HRPP- Human Resource Policy and Procedure S/A- Sales Associate BDP- BRAC Development Program

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List of Abbreviation

Appendix

Appendix 1 Questionnaire1. The layout of the application is good. 1 Strongly Disagree 2 Disagree 3 Neutral 4 Agree 5 Strongly agree

Any comments? :

2. Strategies uses in this thesis are straightforward.

1 Strongly Disagree

2 Disagree

3 Neutral

4 Agree

5 Strongly agree

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Any comments? :

Appendix

3. Changing properties is straightforward. 1 Strongly Disagree 2 Disagree 3 Neutral 4 Agree 5 Strongly agree

Any comments? :

4. Strong materials are used.

1 Strongly Disagree

2 Disagree

3 Neutral

4 Agree

5 Strongly agree

Any comments? :

5. Materials are significant & practical. 1 2 3 4 5Page 56


Strongly Disagree

Disagree

Neutral

Agree

Strongly agree

Any comments? :

Appendix

Any Other General Comments? :

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Appendix

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