Here is the Internship Report that you assigned to me in partial fulfillment of the entire course of Human Resources Management activities. I have made every effort to gather all the necessary information to complete the report. The project report is about the 'An analysis of the activities of Human Resources Management practices in Aarong'.
This is to certify that the Internship Report on “Human Resource Management Practices in National Bank” has been done by Sonya Akter ID: BBA1801013092 in partial fulfillment of Sonargaon University of Human Resource Management (SU). The report was prepared with my kindness and is a record of the successfully completed part of the internship report. I further undertake to indemnify the University against any loss or damage arising from breach of said obligation.
At the beginning of the post, I want to thank my Almighty God for all the blessings and my beloved parents who have supported me all the way to get to this stage of my life. This report in first chapter, I try to cover the background of the report, origin of the report, rationale of the study, methodology, scope of the report, limitations, objectives, objectives and describe purpose of the report. I have tried to discuss the benefit of the report study of project on Aarong fashion brand in the first chapter.
And in the second chapter I tried to discuss the history of Aarong, Ayesha Abed Foundation and the start of Aarong and what products they convey to the Bengalis.
Introduction
- Background of the report
- Origin of the report
- Objectives of the report
- Methodology
- Scope of the report
- Rationale of the study
- Limitations
The methodology of the project report usually shows that it is a theoretical analysis of the methods used in the report. The project report is used via the company's websites and scientific books. Almost all the organization related to HRM factors has tried to have a detailed discussion through this report.
Other companies work in their places on these of problems and issues, how to the activities or structures of the company. But in this here Aarong has no competitors at the same level of the market. Starting point of the Aarong and presence value of the Aarong, there have been many changes.
This will fully measure and understand all the analytics part of Aarong. Another limitation of the report is the lack of access to up-to-date data and information on Aarong's various activities.
Company Overview
- History
- Logo of Aarong
- Mission Statement
- Vision Statement
- Goals
- Services
- Values of Key
- Ayesha Abed Foundation
- Product Line
- Product and Services of Aarong
- Aarong Retail Outline
Aarong has covered a unique market segment for handicrafts, reviving Bangladesh's rich heritage and impacting the lives of more than 325,000 people through 850 small entrepreneurs and the Ayesha Abed Foundation. The foundation acts as Aarong's production hub, where artisans find employment and access BRAC's comprehensive support, including maternal health care, hygiene awareness and subsidized bathrooms, microcredit, legal aid, day care and education for their children. . Aarong has a wide range of innovative products, backed by a strong supply chain and distribution network makes Aarong truly a household brand in Bangladesh.
This logo of Aarong conveys its products that are eye-catching as well as unique from peacock. There are two colors in the logo of Aarong, one is orange and another one is black. Making "Aarong" is the best in the world in providing a unique Bangladeshi lifestyle experience that promotes Bangladeshi pride while empowering people and protecting the environment.
Aarong" vision is a just, enlightened, healthy and democratic Bangladesh free from hunger, poverty, environmental degradation and all forms of exploitation based on age, gender, religion and ethnicity." And as well as through the innovation, employees can give their creativity in their work. And the other side has products like room decorators show pieces, ceramics must all be well finished and durable.
Aarong follows strong moral policies that through an organization can survive in the long run. And also, these policies help them to understand what is different and how many changes need to be entered. Aarong is conservative in terms of their clothes, but as well as they have a strong position in the market on their handmade products, gift products, traditional products, home decoration products, etc.
In this, these can create value for development in the products of food. As well as selling products to customers, which needs and wants, and must ensure good quality of products. So they tried to maintain this Bengali tradition and even worked for women in Bangladesh.
They made the product design categorization with the perfect cost as if any class of people can buy their products. Aarong has ten outlets in Dhaka in six main parts of Dhanmondi, Gulshan, Uttara, Maghbazar, Wari and Mirpur and outside Dhaka Aarong has two outlets in Chittagong, one in Sylhet and one in Khulna.
HR Practices of Aarong
- HR Practices of Aarong
- Importance and objectives of Human Resources Management
- Recruitment and Selection Process of Aarong
- Planning for recruitment process
- Recruitment and Selection strategy
- Recruitment Method
- Sources of Recruitment
- Need Training for the Employees of Aarong
- Performance Appraisal System of Aarong
- The Annual Performance format of Aarong
- Human Resource Information System of Aarong
- Leave Management Policy of Aarong
Aarong is one of the largest fashion brands in Bangladesh with ten outlets in Bangladesh. For the development of the organization, recruiting and selecting the better employees is the most important part that is required. This hiring policy is situated in the specific needs of the days, such as the month of Ramadan, can be working time for temporary workers.
What is the nature of the work and what type of employee is suitable for the position. Aarong recruits employees on viva face and they don't need to pass written test to recruit employees. They have done an interview that takes place in several steps, in this first step, people who are qualified for the second step of the interview test can be selected.
In the Aarong headquarters there is a collection box for vacancies with the personal data of the recruitment of employees. Through this collection process, employees can therefore send their personal data based on the collection process. Hereby, Aarong HR department is always concerned about their HR policy and HR related all functions.
Just because of the situation, the HR rules and policies and also the functions of the HR departments are the backbone of the organization. So, it is very essential that, without planning and designing the functions and conditions of HR requirements, the development of the organization is really impossible. After collecting the biological data of the applicants will be qualified when the requirements of Aarong such as experiences, qualifications, skills to do work all these must be matched.
So, to judge the skills and knowledge of the applicants depends on the value of the organization. If the higher level positions are more valuable than the current employees and the current employees are evaluated as the middle level of the organization. Aarong has employees who are entered categorized into the highest position level and the middle position level in the organization.
But helper, sales clerk and maintenance staff of the Aarong are already known about their work. Because, from this view of the employees, help will be provided in finding out the problems of employees.
Findings,
And the other thing is their trend and the products are always categorized the same since the beginning of Aarong. So this is the reason they need to understand what types of choices can be best for the customers based on the time and value of the season. With my academic knowledge and the reality of the organized functions of HR departments, the two things are not the same.
As a well-training system of the organization, this is the only thing that is clearly an essential for the company. What will be the trend for the future key skills that will be introduced in employees' work activities, etc. Within the employees what is their need and appropriate or what type of condition of the job.
Due to the competency gap in the organization, the drop rate for doing work and also development is increasing. But in some cases, Aarong is not a good judgment for people who wanted to hire Aarong. Another problem for the candidates who are located outside in Dhaka because they are coming for the exam.
If Aarong decides to take the exam via online, the applicants will benefit greatly from them. It includes in salary for the employees, benefits for the employees, bonuses, other facilities, holiday facilities, rewards and etc. Through succession planning the replacement of the employer, how much it will be strong and suitable for the organization.
Due to the analysis of the determination and planning of the work of human resource development means that the activities of the organization will be more positive. Their products, their services and many things are the highlight and point of view of Aarong. But from Aarong's analytical part, with my academic knowledge I can relate many things to these.
