Assignment on HRM of Bashundhara Group

Group Members
Name Id
Ishtiyak Ahmed Rahat 1710003
Ankon Paul 1730324
Saima Sharmin 1821141
Md. Riaduzzaman 1722128
Md. Risatul Islam 1821989

Submitted To
Ms. Bushra Sanjana
 Letter of Transmittal
Date: 18 Nov, 2019

Ms. Bushra Sanjana

Lecturer

School of Business

Department of Human Resource Management

Independent University, Bangladesh (IUB)

Subject: Submission of assignment on HRM of Bashundhara Group.

Dear Ma’am,

We, the student of section 6, Hrm301 have completed the assignment on Bashundhara Group. The
assignment has been completed by the knowledge that we have gathered from the course
“Introduction to Human Resource Management”.

We, would, also like to draw your attention that we have tried our level best to complete this
assignment correctly, and gather appropriate information as much as possible. We have tried our
best to live up to your standard.

May we, therefore wish and hope that you would be cordial enough to our hard work and oblige
us thereby.

Yours Sincerely,

Infinite Resources
 Acknowledgment

Independent University, Bangladesh (IUB) must deserve our thanks to give us an

opportunity to gather practical experience. It is impossible to gather professional
experience if we did not participate in this course (HRM 301). Our respected faculty
Ms. Bushra Sanjana deserves our greatest gratitude. Under her kind supervision, we
were able to complete this report. We could not have imagined having a better
advisor and mentor like her.

We are especially thankful towards Bashundhara Group for allowing us to visit the
company. It would not have been possible without continuous support of many
individuals. We would like to show our deepest gratitude to them. They supported
us through all our work phases without interruption so that we can focus on solely
on our project.We would like to say “Thank You” to everyone.

Thank You.
 Executive Summary

The globalization of business is forcing managers to struggle with complex issues as they seek to
gain a competitive advantage. Bashundahara Group is one of the large Group of companies in
Bangladesh.

Recruitment and selection from the process of hiring the employees. Recruitment is the systematic
process of generating a pool of qualified applicant for organization job.

Selection is carried from the screen applicant during the recruitment process. There is also some
specific process is involved. Bashundhara Group adopts different approaches and techniques for
their employees.

Every organization needs to have well trained and experienced people to perfrom the activities that
have to be done. Moreover, Bashundhara Group uses two training methods: on-the-job training
and of-the-job training. Currently, Bashundhara Group focuses more on on-the-job training and
online training called learning portals. These employees are reward with cash compensation which
is an increment for a year and festival bonus. For non-cash benefit, they receive subside for lunch,
hospital and free transport. Bashudhara Group uses Three performance appraisal method to ensure
the objectives and communicated and achieved. For the safety of the employees, they have a
compliance department where the employee complaining will remain confidential and actions will
be taken based on the written complaint. Finally based on these analysis an observation and
suggestion has been made. It can be concluded that Bashundhara Group has an efficient human
resource department.
 Table of Content

Company Profile ......................................................................................................6

Organogram .............................................................................................................7

Recruitment and Selection ......................................................................................7

Selection process of Bashundhara Group ............................................................10

Benefits and Compensations .................................................................................12

Benefits ....................................................................................................................13

Performance appraisal ..........................................................................................14

Training and Opportunities for the Employees ..................................................16

Compliance .............................................................................................................19

Labor Law ..............................................................................................................20

Bashundhara Group Centralized or de Decentralized.......................................22

Observation and Suggestion..................................................................................23

Reference.................................................................................................................24
 Company Profile
Background: Bashundhara Group (founded by Ahmed Akbar Sobhan and present
Chairman began in 1987 as real estate venture. Shafiat Sobhan Sanvir is the Vice
Chairman of Bashundhara Group. After its first successful project, Bashundhara
invested in new fields, including manufacturing, industry and trading. More
enterprises were established in the early 1990s; these included cement, paper, pulp,
tissue paper and steel production, as well as LP Gas bottling and distribution.

On 4 February 2014, The Bangladesh Supreme Court ordered Bashundhara Group

officials to surrender before it on a tax evasion case filed by the caretaker
government. On 19 December 2011, Bashundhara chairman Ahmed Akbar Sobhan
was sued for 'fraud' by Mohammad Shahjahan over the price of land in Bashundhara.
Bashundhara received permission from Bangladesh Economic Zones Authority to
set up two specialized economic zones in Keraniganj, Dhaka, Bangladesh.

All of the group’s activities are the common threads of change, flexibility and
fostering closer ties with the Government, the City Corporation and their clients.
Most of its projects have been success stories- this fact alone is enough to justify a
sense of confidence in the Group’s future.

Enterprises: The Group now has over sixteen major concerns. These enterprises are-
1. East West Property Development Ltd
2. Meghna Cement Mills Ltd
3. Bashundhara paper Mills Ltd
4. Bashundhara LP Gas Ltd
5. Bashundhara City Development Ltd
6. Bashundhara Steel Complex Ltd
7. Bashundhara Industrial Complex Ltd
 8. Bashundhara Steel and Engineering Ltd
9. Bashundhara Logistics Ltd
10. Bashundhara Foundation
11. Bashundhara Convention Center
12. Bashundhara Dredging Co. Ltd
13. Bashundhara Technical Institute
14. Bashundhara Food and Beverage Industries Ltd
15. Sundarban Industrial Complex Ltd
16. Bashundhara Cement Industries Ltd
17. East West Media Group

Location: Corporate Office : Plot # 125/A, Block# A, Bashundhara R/A, Road No - 2

Baridhara, Dhaka-1229,

Industrial Headquarters : Plot# 3, Block# G Umme Kulsum Road, Bashundhara R/A, Dhaka-1229.

Employees: The Group has currently 8100 employees. Besides direct employment they are going
to generate some new system of employments.

Organogram
 Recruitment and Selection
Recruitment:

Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and
onboarding employees. In other words, it involves everything from the identification of a staffing
need to filling it. Depending on the size of an organization, recruitment is the responsibility of a
range of workers.

We know, Recruitment is the process of discovering potential candidates for actual or anticipated
organizational vacancies. It is a process of discovering the people for vacant
posts which involves recruitment planning, job analysis and matching between supply and demand
of human resources. Recruitment Process of Bashundhara Group is described briefly below:

a) Human Resource Planning:

This is the first step in the recruitment process of Bashundhara Group (BG). Every year BG
determines the number of employees to be recruited and what qualification they must possess
to avoid H R s u r p l u s Or deficiency.

b) Specific Request to the manager:

After a successful HR planning The HR department than sends a requisition to the concerning
manager for its upcoming HR needs.
c) Job Openings Identified:

Here HR department identify the job openings from the historical data, Statistical analysis, new-
venture analysis and budget and planning analysis.

d) Job analysis:

In this step HR department defines the duties, responsibilities and accountabilities of the jobs it
has identified.

e) Recruitment:

In the fifth step they select the sources of recruitment i.e. internal or external for recruitment.

f) Satisfactory pool of recruiters:

Among the applicants applied for the vacant post eligible candidates are selected.

Some Source of recruitment:

Job openings can be filled internally or externally by the HR department. When job openings
cannot be filled internally the HR department fill it from external sources, i.e. from paper Ads on
BD jobs, job agency, educational institutions etc.

Bashundhara Group (BG) prefers outsourcing its employee. We see that out of its 8000 employees.
Bashundhara Group recruits majority (95%) of the people from the external sources

It has been found that majority 6400 (80%) peoples we’re recruited form the job advertisement
given in the Daily Newspapers, followed by
800(10%) from other sources and 400 (5%) from both job agency and employee referrals.
 Selection process of Bashundhara Group
Selection is the process of gathering information for the purposes of evaluating and deciding who
should be employed in particular jobs. There is a basic
distinction between recruitment and selection.Recruitmentsis to create a talent pool of candidates
to enable the selection of best candidates for the organization, by attracting more and more
employees to apply in the organization WHEREAS the basic purpose of Selection process is to
choose the right candidate to fill the various vacant positions in the organization. Selection process
of Bashundhara Group is shown in the following figure.

a) Preliminary reception of applicant:

The initial reception of the application of the candidate. The HR department sometime arranges a
preliminary interview as a courtesy.

b) Employment tests:

In the second step, the candidates have give some tests(Ability, knowledge etc) through which
they compare applicants capability and skill level for the required job vacancy.

c) Selection interview:

A formal, in-depth conversation is conducted to evaluate an applicant's acceptability Two broad

questions for the interviewer:

• Can the applicant do the job?

• How does this applicant compare with others who are applying?

d) Verification of references:

Verification of references is done in order to seek the answers of the following questions like:
What kind of person is the applicant? Is the applicant a good and/or reliable worker?

e) Medical evaluation:

Generally a health checklist provides them information

about the history health and accident (if any) of the applicant. It is used to determine whether the
applicant can handle physical or mental stress.
f) Supervisory interview:

The ultimate responsibility for a new hired worker’s success fall to the worker’s immediate
supervisor. So the supervisor often evaluates the applicant’s technical abilities. So, the supervisor
decides whom to hire and whom
to fire. Sometime supervisor leaves his decision making authority to the HR department.

g) Hiring decision:

This is the end of the selection process. After selecting the desired candidate HR department
notifies both successful and unsuccessfulapplicants. They also file applications of unsuccessful a
pplicants and retainapplication of successful applicants in the employee's personnel file.
 Benefits and Compensations
Compensation and benefits refers to the compensation/salary and other monetary and non-
monetary benefits passed on by a firm to its employees. Compensation and benefits is an important
aspect of HRM as it helps to keep the workforce motivated.

Fixed Pay

It comprises of the Base Salary which is the foundation of total remuneration. In most cases, the
other elements of remuneration are built on or linked to it. Regular surveys are used as a benchmark
to determine our competitive positioning in the marketplace.

Cash Compensation

Performance per pay- Based on the appraisal,

performance, the bonus will be made. If the
employee performance is “very good”, the reward
will be an increment for a year. However, if the
performance is below this, there will be no
increment. This will encourage employees to
improve their performance and skills.

Festival Bonus

The Bashundhara Group has started operation as a real estate venture known as "Bashundhara"
under the aegis of the group's first concern - the East-West Property Development (Pvt) Ltd in
1987. Moreover, a payment which is equal to one-month salary will be paid as a bonus to the
employees on two designated festivals. However, the management staff has to be the employment
of the company for three months. The major festivals which are recognized are:

 Eid-ul-Fitr
 Eid-ul-Azha
All workers of the company, regardless of their religion, will draw one celebration reward during
the time of Eid-ul-Fitr. The other Celebration reward will be only given to the Muslim workers
which is Eid-ul-Azha. Employees, other than Muslims will receive the other festival bonus.

Benefits

Employee get others benefit such as, quarterly benefit, and health insurance through that employee
get subsidy from different hospital, employees, also, get transport benefit and subsidies lunch in
cafe. Moreover, Bashundhara Group has provident fund where the company contributes 10% of
basic salary to all permanent employees. The company also provides retirement benefit in the form
of gratuity.
 Performance appraisal

The basic purpose of performance appraisal is to identify an employees worth and contribution to
the company. Important factors include – attendance, efficiency, attitude, quality of work, amount
of work are just a few important factors.
The physical factors can be easily measured by the records maintained by the Human Resource Department
Manager.

Process: They are using five stages of performance appraisal process. Performance appraisal
process helps the managers to properly identify the performance of employees in a systematic
manner and their areas of talent and areas where they are lacking.

 Establish job duties: Managers of organizations create job duties which enable
employees to know the jobs to be performed and what is expected of them. When this is
done, employees tend to know the performance levels required of them and how they will
be appraised.
 Establish and communicate performance standards: Also performance
standards against which employee’s performance will be measured are made clear to
 them so that they get a fair idea of the performance levels required of them and how they
will be appraised.

 Inspect Performance: Employees’ performance levels are inspected at all times to

ensure that they are kept on track to prevent them from deviating in the course of
performing their job duties.
 Record Performance: Employees’ performance levels are recorded at all times so
that managers keep track of how employees are performing and to make appraisals easier
and avoid errors.
 Rate Performance: After the overall performances of employees have been recorded,
employees are rated for them to know how they performed. Rating may be defined as
the classification or ranking of someone or something based on a comparative
assessment of their quality, standard and performance.
 Set up meeting with employees:
Managers meet with employees to discuss
their performance levels and how they
were rated. This helps employees to become
aware of their shortfalls and how to improve
the next time

Method: Bashundhara Group always focuses on the performance of their employees. They
use 3 methods to evaluate the performance of their employees in the organization. The methods
are:

Behaviorally Anchored Rating Scale (BARS)

This method has been added recently in this organization. In this method the employee’s
behavior and performance are analyzed and used for evaluating overall performance of an
employee. HR department is involved in this process. Based on the performance and behavior
of an employee, they are faithful as good, average, or poor.
 Critical Incident Method

They are also using critical incident method. In this method the employer or manager evaluates
an employee on the basis of “certain events” known as critical incidents where the employee
did something really great or something not so great things. This s method is extremely useful
for the growth of an employee since it gives detailed information unlike other performance
appraisal methods.

Graphic Rating

This method is most often used by HR managers. The graphic rating scales require an evaluator
to indicate an employee’s overall aptitude and attitude towards a particular job trait, behaviors
at work, skills and performance output.

Training and Opportunities for the Employees

Bashundhara Group helps workers by giving openings and support for proceeding preparing and
improvement. Staff preparing includes the securing and making strides of job-
related abilities and information.
Staff improvement includes individual development, arrangement for advancement and develop
ment of work obligations. Advancement speaks to acknowledgment of a
person's capacity to accept more prominent duties.

Among the greatest property of the Company is the achievable of its personnel members.
Recognition and development of body of workers individuals advantages the Company, as nicely
as the individual.
On-the job: The Company encourages coaching and development in order to facilitate the
success of the institution's objectives and to help staff contributors to recognize their potential.
Department heads and supervisors are encouraged, with the advice and help of the Employment
Services Department, to formulate approaches and practices that create and foster a climate in
which workforce contributors are challenged and motivated to learn.

Off the job training: full-time and part-time personnel are motivated to increase their
academic background and education through learning things to do inner or backyard the institution.
The supervisor and the group of workers member share responsibility for the workforce member's
success in obtaining extra skills, taking on a new and more responsible duties, and certainly
identifying dreams and new interests. Supervisors, in
consultation with the Employment Services Department, will
furnish useful on-the-job education and perceive tactics that
can improve a person's abilities and talents. When possible, the
Employment Services Department will supply assistance with
extra coaching or restructuring of jobs.

Duration: The company maintains suitable working hours and plenty of holidays to help their
employees get enough rest from the duties and responsibilities. This in turn motivates and boosts
the performance of the employees.

Safety Drill: Safety drills are practiced and rehearsed from time to time in case of any sort of
accident or emergency. (fire, earthquake, etc.) The company maintains necessary safety equipment
and instruments and safe premises for the employees to work. This creates a sense of safety and
security in the employees and they can work without having to worry about any sort of safety
issues.

Requirements: Before enforcing any employee training and development effort, it is important
to verify the desires of the individual and the institution. The worker performance evaluation
technique needs to consist of discussion about employees' needs, pursuits and motivations. The
supervisor and employee have to become aware of any coaching deficiencies that might also be
inhibiting the employee's productivity, or areas in which fabulous extra coaching would make
viable significant extra productivity.
Such coaching would possibly take the shape of additional teaching from the supervisor, self-
study, a direction in the Company curriculum, a expert affiliation workshop or one of the education
possibilities presented thru the Employment Services Department. Training and development
desires have to be a section of a team of workers member's annual overall performance evaluation.

Enrollment Procedures: A worker may also obtain monetary assistance for a course,
seminar, or workshop that relates at once to his or her job not available inside the Company
curriculum regularly off campus. A job-related mastering exercise is one in which the content
material would immediately enhance the employee's productivity and achievement in performing
his or her generally assigned obligations and responsibilities.

Arrangements for attendance at a course, seminar, or workshop inner or outdoor the Company
should meet registration cut-off dates and be authorized 30 days in boost by way of the body of
workers member's supervisor and the Employment Services Department. The Employment
Services Department administers a coaching and development budget to help in defraying
backyard training costs. Applications for Staff Development and Training are on hand from the
Employment Services Department.

Getting away from one's workplace or work station can be hard and can have an effect on the work
of others or the degree of provider furnished with the aid of the workplace or branch the place one
is employed. Therefore, a reasonable, flexible arrangement must be arranged to balance the
hobbies of all parties.
 Compliance
HR compliance is a process; and there are several rules, laws and acts to consider, such as the Fair
Labor Standards Act (FLSA), Occupational Safety and Health Administration (OSHA), sexual
harassment, antidiscrimination laws, employee welfare, working hours & leave and more.

Compliance Process: Allegation lands to the department

Show cause notice issue

Reply of show cause notice

Enquiry Meeting

Report prepare

Hearing of final decision

Allegation lands to the Department: It is the first step of the compliance process which starts
with a written complaint against a certain employee. This complaint may be conveyed from an
employee, internal line function or even to some extent the external sources.

Show Cause Notice Issue: A show cause notice is issued to an employee asking him/her why
he/she has done so.

Reply to Show Cause Notice: Accused employee need to reply on that show cause notice in a
given period like 7 days after the issuing of the show cause notice about/against the allegation.
Enquiry Meeting: Then, an inquiry panel and committee are created by the compliance
authority and a meeting has been set up in a decisive time with the employee to judge the
allegation against him.

Report Prepare: After allegation is discussed with details and evidence, a summery s prepared
for making the final decision by the compliance authority.

Hearing for Final Decision: This is the last step of the compliance process. The final decision is
given depending on the employees’ innocence. This can be a verbal warning, written warning or
dismissal of the employee. This disciplinary action is done by the significance of the issue.

Labor Law

Statutory Compliances in Bangladesh:

 Labor Law
 Labor Law 2013 (amendment)
 Labor Law 2018 (amendment)
 Wages Act

Sec: 3 – Based on Sec: 3, Bashundhara Group follows the conditions of service and
unemployment.

Sec: 4 – Based on Sec: 4, Bashundhara Group follows the classification of workers which are:
probationer, apprentice, temporary and permanent.
Sec: 5- Based on Sec: 5, Bashundhara Group provides employees identity card with photograph
and a letter of appointment.

Sec: 6,7,8- Based on Sec: 6,7,8, Bashundhara Group has Service Book of each employee.

Sec: 10- According to Sec:10, Bashundhara Group follows the procedure of leave.

Sec: 11 – Based on Sec:11, Bashundhara Group flows the procedure of unveiled leave.

Sec: 13- Based on Sec:13, Bashundhara Group allows the workers stoppage of work.

Sec: 19- Death Benefit.

Sec: 20,21- Retrenchment, where the Bashundhara Group dismisses worker not as a measure of
punishment.

Sec: 22- Discharge employees due to mental incapacity or physical ill health.

Sec: 23- Bashundhara Group will take some action, if misconduct takes place.

Sec:27 – Bashundhara Group terminates employees written notice before terminating employees.

Sec:28- Bashundhara Group follows retirement procedure.

Sec:29- Bashundhara Group follows the payment of procedure fund.

Sec: 34- Bashundhara Group does not hire any employee aged fewer than 18.

Sec:45-50: Bashundhara Group provides maternity leave.

Sec: 51- 60 - Bashundhara Group ensures ‘Health and hygiene’ for every employee.
Sec: 89- Bashundhara Group provides First-Aid appliances to all employees

Sec: 100 - Bashundhara Group follows the guidelines in case of daily working hour limit for every
adult employee.

These laws ensure that Bashundhara Group provides a safe and healthy environment for the
employees.

Bashundhara Group Centralized or de Decentralized

Bashundhara Group is centralized. Because their management structure where decision making
is done at higher consolidated levels by those with a broader perspective that includes having
amassed considerable knowledge and information about what needs to be done. In a centralized
organization, decisions made by higher management are typically communicated to lower
organizational tiers who are then expected to accept and move forward in a way consistent with
those decisions.
 Observation and Suggestion
There is no doubt that Bashundhara Group is the reputed corporation in our country. They enhance
their employee ability and motivation through their worthy training, appraisal and compensation
methods.

Recruitment: Bashundhara Group (BG) prefers outsourcing its employee. We see that out of
its 8000 employees. Bashundhara Group recruits majority (95%) of the people from the external
sources

It has been found that majority 6400 (80%) peoples we’re recruited form the job advertisement
given in the Daily Newspapers, followed by 800(10%) from other sources and 400 (5%) from
both job agency and employee referrals.

Training System: Training new and existing employees, and managers is a mandatory process
in the HR aspects. The training process is one of the main reason which distinguishes Bashundhara
Group from other organizations in Bangladesh. There are mainly 2 types of training are used. One
is on-the-job training and another one is off-the-job training.

Compensation: Compensation is one of the main reasons which made getting jobs in
Bashundhara Group so beneficial. If an employee gets a very good review, then his/her salary is
increased for the year and when the execution rating is not so good then no increase of salary
occurs. Bashundhara Group gives festival bonus (e.g. Eid-ul-Fitre, Eid-ul-Azha, Durga Puja,
Christmas, Buddha Purnima etc.). Everyone gets bonus on Eid-ul-Fitre, and another one regarding
their respective festivals. Employees also get a quarterly benefit, health insurance, transport
benefits, lunch in café etc.

There all activity is good in present, but there has some problem in some department planning,
working process. If the corporation can remove those problems then the corporation will be role
model in the business sector of Bangladesh. And also they could create more popularity than
previous.
 Reference

 Bashundhara Group. (2019). Retrieved 17 November 2019, from

https://en.wikipedia.org/wiki/Bashundhara_Group

 Lawjuris. “THE RECRUITMENT AND SELECTION PROCESS OF BASHUNDHARA

GROUP (BG).” Issuu, issuu.com/lawjuris/docs/report_1193682b3cfe1d.
 B, Bhaswati. “5 Effective Performance Appraisal Methods.” Keka, 16 Nov. 2017,
www.keka.com/effective-performance-appraisal-methods/.
 “Performance Appraisal System.” Assignment Point, 25 Feb. 2015,
www.assignmentpoint.com/business/management/performance-appraisal-system.html.

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