I am pleased to inform you that my work on "Human Resource Management Practices at Quality Feeds Limited", under your supervision as per the requirements of the University has been completed. It will not do anything that will interfere with the confidentiality and interests of Quality Feeds Limited. It may not be used in the interest of bodies contrary to Quality Feeds Limited.
Quality Feeds Limited is one of the recognized agro-based companies, which stands forward to lead from the front to revive our agriculture. Through this report I have tried to portray the overall activities of Quality Feeds Limited from its early days to its present state and mention all the functions and processes of the organization's strategic human resource management. In the last chapter I have tried to find out the lack of HR policies and practices at Quality Feeds Limited.
The management of Quality Feeds Limited is fully aware of the importance of good HR management. Most importantly, this report will provide a clear picture of the various activities of the Human Resources Department of Quality Feeds Limited in which I was involved.
Objective of the study (f) To identify the recruitment and selection policy of QFL
I tried to identify the HRM practices in this organization and how they work in the progress of the organization.
Scope of the study
Methodology
Sources of information
Limitations of the study
Chapter 2
Company Profile
- About Quality Feeds Limited
- Vision
- Mission
- Milestones
- Product
- Sister Concern
- Factory 2.7 (A) Gazipur Factory
- Corporate Social Responsibility (CSR) Program
- Board of Directors
- Organogram of Quality Feeds Limited
- Contact Address
QFL has deep roots and connections with some of the feed industry pioneers who paved the way for excellence in animal nutrition. Over the years, QFL has become synonymous with quality and a trusted partner as a feed manufacturer in Bangladesh. QBL was established to continue producing high quality Dagoud Chicks (DOC) for the broiler farmers.
The production capacity of the project's vertical dryer (drying & processing) is 4 tons per hour. QIL was founded with the aim of producing high-quality agricultural and food products for the quality-conscious consumer. The production capacity of Gazipur Feed Mill is more than 1,40,000 tons per year.
Contributing to society and its development has always been at the core of the company's policy. 2.8 (A) Subarta Trust runs residential care centers in Dhaka, Savar and Netrokona which provide assisted living arrangements, food and recreation for the elderly. QFL has been working with the organization since 2012 providing donations to cover medicine costs, surgery costs, obtaining surgery table.
Since 2013, QFL has been providing funds to the institute for the acquisition of training equipment and tools such as computers and books. QFL has been working with SPP since 2008 and has helped sponsor several cultural events hosted by the NGO. The funding provided by QFL was spent for the welfare of the blind students such as food, clothing and other daily necessities.
QFL provided Zakat funds to CZM, which were used for basic education and nutrition projects and for the provision of basic health care. To support capacity building in Bangladesh, QFL has so far donated funds to UKBET for the smooth running of their operations and we remain a valued partner in their future endeavours. 2.8 (O) Aid Programs, QFL has established several aid programs to provide support to the poor affected by natural disasters.
Chapter 3
Human Resource Management Practices in Quality Feeds Limited
Human Resource Management
Human resource management (HRM) is a term used to describe the formal frameworks designed to manage individuals within an organization. Basically, the motivation of HRM is to increase the profitability of the organization by rationalizing the suitability of employees. This order is unlikely to change in any major way, despite the steadily increasing pace of progress in the business world.
Gubman observed in the Journal of Business Strategy, "HR's fundamental mission will be to reliably procure, create, and retain talent; to align the workforce with the business; and to be a great supporter of the business. Until the times of of late, an organization's human resources Office was regularly committed to falling down the corporate chain of importance, regardless of how its command is to replenish and support the oft-mentioned - Be that as it may, with late recognition the importance of HR in managing the overall well-being of an organization has developed significantly.
This recognition of the importance of HRM extends to private enterprises because while they generally do not have an indistinguishable volume of human resource needs from larger organizations, they also face staff management issues that can decisively affect business welfare. As Irving Burstiner noted in The Small Business Handbook, "Hiring the right people—and preparing them well—can regularly mean the difference between job losses and steady business growth. Staffing issues are not divided between small and large businesses.
Human Resource Management Process of QFL
3.2. (A) Human Resource Planning of QFL
3.2. (B) Recruitment and Selection Process of QFL
Quality Feeds Limited
3.2. (C) Evaluate the Training and Development Strategy of QFL
It is completed by Quality Feeds Limited so that the worker can give full focus to preparing the program. Vestibule Method: Under this strategy, preparations are made in a room where the real working circumstance is made. Meeting and Seminars: Conference or courses held at the head office, it is only for the best dimension officer.
On the day of the course or meeting, workers come by to implement the program. Leading post-preliminary reviews and rolling out appropriate improvements as quickly as time permits is a definitive key to progress in employee advancement. Post-preparation evaluations include studies and polls that allow T&D faculty to learn more about developing regions and the pros and cons related to preparation.
These additionally provide data on approaches to re-guarantee the exchange of preparation for work, whether through innate or outward rewards. Assessment of preparation ensures that Quality Feeds Limited knows who needs what preparation later and where they can contribute more. It also allows the organization to think about profitability and benefits when preparing, in their own explanatory and important way.
3.2 (D) Analyze the Performance Appraisal of QFL
3.2 (E) Compensation Management Method of QFL
Indirect Compensation
Flexible working hours, child care, pool car, retirement programs, insurance, training programs, cell phone use, phone bill, etc. may consider indirect compensation as benefit to employee and worker of Quality Feeds Limited. The indirect compensation benefits of Quality Feeds Limited are described below:. a) Transport allowance: Payment of transport allowance is mandatory for all employees of Quality Feeds Limited. Transport allowance is paid on the basis of the wage grade of worker and wage earner. b) Medical allowance: In quality feeds, limited payment of medical allowance is mandatory for all employees. Sickness allowance is a subsidy that is paid out on the basis of the wage class of worker and employee. c) House rent: House rent is the 40% of the basic salary, which may increase with an increase in the basic salary for employees and workers in Quality Feeds Limited. d) Food allowance: The food allowance is 750/-, which is provided weekly to the worker and the employees. f) Mobile phone bill: In Quality Feeds Limited gets GM to Jr. Officer mobile phone every two years. All employees get mobile phone bills from g) Accident and Incident Compensation: Quality Feeds Limited has recently adopted a policy to compensate accident and incident compensation to the worker. It will be provided to all supplies and permanent employees for any kind of factory accident and incident during the working period to be implemented with Bangladesh Labor Act 2006. It has also entered into a policy of compulsory health insurance for all workers and employees.
Chapter 4
Findings-Recommendation & Conclusion
- Find Some Recommendations on The Basis of Problem
- No activity investigation direct
- Need to lead work investigation
- Nepotism ought to be stayed away from
- No feedback of training and development
- Get feedback of training and development
- Performance appraisal surveyor
- Be fair in performance Evaluation
- Administrative work by done the HR department
- Reducing administrative work by dividing the HR
- Implementing HR software system
- Safety Problems
- Provide Information regarding safety and security
- Conclusion
- Bibliography
There is no employment screening in the HR routine related to Quality Feeds Limited. The human asset office offers various types of preparation, but they do not orchestrate any refreshments preparing to receive input from representatives and workers. He should organize refresher trainings related to the processing plant and the demonstration of special techniques and systems related to it, so that these trainings prove to be more convincing in the hierarchical improvement.
The practical exam is only graded by the department head or senior administrator during the year. A leader should be fast considering the fact that a fast leader is closely related to his subordinates and experts. Quality Feeds Limited maintains its employee profile in MS Excel so that it cannot meet the best possible needs in terms of compensation movements, engagement and other human resource strategies.
Different kinds of HRIS programming framework should be created in human asset practice for rooted and agile work. Representatives and specialists have an absence of mindfulness and adequate preparation in relation to well-being and safety in the working environment. To provide data and guidance to businesses with the aim of helping them understand their welfare and safety obligations and the means they need to meet them.
The purpose of the investigation was to observe the particular state of practice of the human assets identified with the workers of the association. Key condition variables were the investigation of all human asset work related to regulation, registration and determination, preparation and advancement, payment and execution evaluation. This examination also focuses on organizational advancement, salary, workplace, relations with co-workers, supervisors, administration, hierarchical culture, authoritarian nature and some issues covered or issues identified with the representatives and administration of the association.
The research shows that representatives need aggressive compensation, benefits, preparation and distinctive HR work, including a great workplace, great human asset administration with the best help and connection from administration, the extent to which they can develop their own perspectives showing, pleasant partners, future well-being, good organization, a usual way of working. Legitimacy-based advancement, raises and rewards, organizational development, expansion of organizational altruism, government assistance and administration, government's qualities for employees, and government participation in close-to-home or social events.
