Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Prepared for
Ms. Laboni Ferdous
Prepared by
Tawhidul Alam
Program: Master of Business Administration (MBA)
Subject: Human Resource Management
World University of Bangladesh
Batch: 06.
ID/Roll: 121.
e-mail: tawhid789@yahoo.com
Human Resource Management (HRM) is the function within an organization that focuses on
recruitment of, management of, and providing direction for the people who work in the
organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues related to
people such as compensation, hiring, performance management, organization development,
safety, wellness, benefits, employee motivation, communication, administration, and training.
HRM is important even in this age of automation & globalization. This is natural as updated
technology provides information & data, but managers take the decisions. Quality
consciousnesses, cutthroat competition, impact of technology are some factors responsible for
growing importance of HRM.
In the present business world, manpower is a valuable asset of every business organization. Its
stability, growth, & prosperity depend on efficient, loyal & creative people. Every
organization must attract, maintain, develop, motivate, & utilize such manpower in a
purposeful manner. This has lead to growing importance of HRM.
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1.3 ‘Tex Heart Ltd.’ in context with HRM
Our group will be explaining the human resource management of the company ‘Tex Heart
Ltd.’ originated in 1994 which provides the best readymade garments product.
Tex Heart Ltd. has a very well defined and structured department and it’s various policies of
keeping each employee productive part of the organization are intoned with the corporate
worlds requirement.
Employees in the company are largely committed to their organization and have shown
progress in the company. Employees are satisfied with the HR department of Tex Heart Ltd.
Job description, a written statement of what a jobholder does, how it is done and why it is
done.
Job specification, a statement of the minimum acceptable qualifications that a job incumbent
must possess to perform a given job successfully.
Career with
Tex
Heart Ltd.
Tex Heart Ltd., one of the fastest growing readymade garments manufacturing company,
wishes to recruit professionals who have a result oriented and proactive mind set for the
position listed below.
Sl. Name of the post Number of Job specification
No. vacancy
1 Assistant Manager, 2 Reporting to the Manager, Operations; the
Operations aspirant will plan & supervise the
operation of the factory & carry out
manpower planning of the operation
department. The aspirant should have a
Master’s degree in any subject. Minimum
3 years experience in related field.
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Application in plain letter with complete resume and 2 passport size photographs should
reach the corporate office, Tex Heart Ltd., 133, Senpara, Mirpur, Dhaka – 1216 on or
before January 15, 2010. Please mention the post applied for on the top of the envelope.
Only short listed candidates will be called for the interviews.
Human Career
resource Performanc
developm
planning e appraisal
ent
Performanc
e
Recruitmen HRM managemen
t
t
Training/
Orientatio Developm
Selection
n ent
1. Human resource planning: Human resource planning is essential to meet the staffing
needs that result when complex and changing organizations encounter a dynamic business
environment. The planning process involves forecasting HR needs and developing programs
to ensure that the right numbers and types of individuals are available at the right time and
place.
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2. Recruitment: Recruiting is the process by which organizations locate and attract
individuals to fill job vacancies. Most organizations have a continuing need to recruit new
employees to replace those who leave or promoted.
3. Selection: In this stage organization, select the candidates through CV of the candidates.
The process of assessing candidates and appointing a post holder to ensure that the most
appropriate candidates are hired.
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4.0 Employees performance management and appraisal
Assessment and feedback can occur informally, as when a supervisor notices and comments
on a good or poor performance incident. A more formal method is the structured annual
performance review, in which a supervisor assess each employee’s performance using some
official assessment procedure. Larger organizations tend to use both formal and informal
methods, whereas many smaller organizations use only informal supervisory feedback.
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4.2.1 Methods of performance appraisal
Performance can be measured in many different ways. Most of the performance measures
currently in use can be characterized as either objective or subjective. Objective measures are
typically results-based measures of physical output, whereas subjective measures can be used
to assess traits, behaviors or results.
Objective Measure:
Objective measures assess performance in terms of numbers, such as the amount of a product
an employee produces or sells, the number of defective product produced, the number of times
an employee is absent or late to work. While some job measures are more objective than
others, nothing is truly objective. For an example, the number of defective products produced
may be the result of a machine defect or the quality of raw materials received from the
supplier.
There are five major types of objective measures, i.e.,
i. Production Measures
ii. Dollar Sales
iii. Personnel Data
iv. Performance Tests
v. Business Unit Performance Measures
Subjective Measures:
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Several different types of subjective measures can be used. Generally, they can be classified as
either Comparative Procedures (ranking) or Assessments Against Absolute Standards
(rating).
Management by Objectives:
i. The employee meets with his or her superior and agrees on a set of
goals to achieve during a specified period of time. Goals should be quantifiable
and should include an agreed upon target.
ii. Throughout this period, progress toward the goals is monitored, though
the employee is generally left free to determine how to go about meeting them.
iii. At the end of the period, the employee and superior again meet to
evaluate whether the goals were achieved and to decide together on a new set
of goals.
MBO can lead to performance improvement, particularly if goals are specific, moderately
difficult and accepted by the employees and if the procedure has top management
commitment.
At Tex Heart Ltd., our belief is that "our people are our greatest asset”. We take great pride in
acknowledging the contribution each one of us makes.
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• Build a team of professionals who deliver expertise by participating in business
decisions.
• Develop performance management and reward systems underlying our business
strategy.
Our company provides a formal review program to evaluate work performance and to promote
communication and discussion of job performance.
In Tex Heart Ltd., employees’ performance appraisal is done on an annual basis (from January
1st to December 31st). To give a chance to subordinates to evaluate their seniors a 360-degree
evaluation is conducted at the time of the performance evaluation.
The immediate supervisor prepares an annual report in December of each year of each
employee. Increments are also given at the end of the year (increments are percentage of
salaries).
Promotions are given on good performance after completing two years in the current grade.
Bonuses are given but the employee must have to complete 6 months in the company service.
Tex Heart Ltd. supports the development of its employee’s skills and abilities with an aim to
achieve their potential.
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Step: 2 Candidates are evaluated and assessed through test.
8.0 Conclusion
The human resources department is critical for employee well being in any business, no matter
how small. This has meant a shift in the focus of HR departments from routine activities to
playing a more proactive role of constantly motivating and retaining employees.
Tex Heart Ltd. always takes proactive steps to ensure employees satisfaction and also
recognized the key role played by the employees in winning the battle of the marketplace. A
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motivated and innovative employee can work wonders for a company. To be meaningful, an
appraisal system must be,
• Reliable — provide consistent results across time
• Valid — actually measure people on relevant job content
In this point of view Text Heart Ltd. is honest to their employees, company always appraise
their employees correctly & reliably. Moreover, company always keep in mind that
measurement errors can threaten the reliability or validity of performance appraisals.
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