Imranul Islam Robin, a Bachelor of Business Administration (BBA) majoring in Human Resources Management from Daffodil International University. This letter is to confirm that "Human Resource Practices: A Study of AJI Group" has been submitted to fulfill the requirements for the Bachelor of Business Administration (BBA) degree from Daffodil International University.
Introduction
- Introduction
- Background of the study
- Scope of the study
- Objectives of the study
- Methodology of the study
- Limitation of the study
In addition, it can be challenging to gather the right people and make a choice of the best candidate within a reasonable time. My first real work experience outside the confines of a formal education comes in the form of my dissertation report.
Company Overview
- AJI Group Profile and History
- Overview of the company
- Mission statement
- Vision statement
- Core values
- Code of conduct
- Objective of the company
- Management organogram/structure
Maintain full customer satisfaction by delivering the highest quality products and by ensuring the continued viability of the business through the implementation of effective business practices. The company is aware of its social responsibility as a responsible member of business and intends to make an effort to participate in community activities with the aim of strengthening society as a whole.
Theoretical Background
Introduction of HRM
The problems that arise for employees while performing their jobs are the responsibility of the human resources department of a company. Human Resources is concerned with certain work practices and how these practices affect the functioning of the organization. This results in improved production of goods and services, which contributes to the overall success of the organization.
When we talk about a company's workforce, also known as its employees, and the talents and energy these individuals bring to the table, we are referring to what is known as human resources in a business context. Both attracting new workers who provide unique skills to the organization and effectively managing existing staff are major concerns of human resource management (HRM). It contributes to the success of each department and helps improve their work.
Objectives of HRM
The function of Human Resource Management (HRM) extends to determining the level of success and/or productivity of each department in an organization or company. If a company has valuable, unusual, or otherwise unique human resources, it will always have a competitive advantage over other organizations in a similar position. To redistribute income and wealth in an effort to improve social and economic problems such as unemployment, underemployment and inequality.
Recruitment and selection
Recruitment process
Only current employees of the company are eligible to be considered by the company as candidates. It is possible to recruit individuals who are suitable for available positions in the company by encouraging the current workforce to make recommendations for qualified candidates. As a result, the sense of teamwork and synchronization among the workforce would improve.
On the other hand, it can also lead to employees choosing family members and friends who are not qualified for the position they are applying for. External recruitment, on the other hand, provides access to a more extensive candidate pool. The morale of existing employees suffers when opportunities are given to people outside the company instead of themselves.
Selection process
Interview for a position: The employee interview is the next part of the selection process to be completed. The purpose of an interview is to determine whether the candidate is suitable for the position and to provide the candidate with information about the work profile and responsibilities expected of the potential employee. Job interviews are an essential part of the recruitment process because they help employers choose the most qualified candidates for open positions.
The judge will be able to provide information about the individual's capabilities, previous business experience, management and leadership skills, etc. Medical Examination: The next step in the selection process is the medical examination which is also a very important step. Based on medical examinations, employers can determine whether any of the potential candidates is physically and psychologically capable of performing tasks related to their profession.
Training and development
High Quality Training - In most cases, companies that actually manufacture their own products are the ones that provide quality training. Skills Training – Employees are provided with skills training to better prepare them to perform the duties associated with their jobs. Professional Development – Professional-level training is necessary for careers in fields such as medicine and research that are characterized by work that is in a state of perpetual flux and development.
Team Training – Training helps build a degree of trust and synchronicity among members of a team, which ultimately leads to higher productivity. It reduces the amount of time and money needed to achieve the company's objectives. It provides executives with an understanding of the latest practices and developments in their respective sectors.
Training process and development
As part of this approach to employee training, the company will gather its staff for a meeting or workshop in which they will be briefed on a real-life challenge facing the company. Because of this, it results in the firm's employees developing traits such as teamwork and leadership among other attributes. There is a risk that accidents will occur with factory machinery if the corporation decides to start training employees in the factory or at the workplace itself.
This gives employees the opportunity to improve their skills by working with the same equipment and machines. This gives them the opportunity to examine the situation and come up with solutions that will be effective. In the first step of this process, the organization establishes a register of actual incidents that have occurred in the past.
Performance appraisal process
Managers can then use this data to provide feedback to workers on how to improve their performance.
Overall compensation
These are the two types of salaries that need to be controlled and each has its own contribution to the growth of the organization. Components of Compensation: Compensation consists of many components that benefit an employee upon retirement or in the event of an accident or injury. Wages and Compensation: Wages represent hourly rates of pay, while salary represents an employee's monthly rate of pay.
Allowances: Allowances are the amount of something that is allowed, typically within a set of limits or for a specific purpose.
Current scenario HRM practices
Recruitment and selection process
Face-to-face interview: This stage of the process involves the interviewer having a face-to-face conversation with the interviewee in a conference room, during which the interviewee is asked a series of specific questions. Assessment: It is a form of predictive assessment or measurement rate by which it is possible to easily measure whether or not the candidate is suitable for the specific post. Follow-up face-to-face interview: This is the second time the interviewer meets the interviewee and he or she will continue to ask questions and ask for some sort of general explanation.
Job shadowing: At this stage of the process, you will assess whether or not candidates are able to embrace the firm's culture and communicate effectively with other employees. Verify the source: Reference checking is required as anyone referencing a particular candidate needs to know if that candidate's background information is accurate, authentic, or both. Job offer: The final stage in the recruitment and selection process is to make an offer of employment to an applicant who demonstrates sufficient qualifications for the position.
Recruitment
This stage of the process involves the interviewer having a face-to-face conversation with the interviewee in a conference room, during which the interviewee is asked a series of specific questions. It is a form of predictive assessment or measurement fee by which it is possible to easily measure whether or not the candidate is suitable for the specific position. At this stage of the process, you will assess whether or not candidates are able to embrace the firm's culture and communicate effectively with other employees.
The final stage of the recruitment and selection process consists of offering a job to an applicant who demonstrates that he has sufficient qualifications for the position. In addition, the company will promote an employee if he has done well enough in his role to deserve it, taking into account both the amount of work he has put into the company and the extent to which he has improved as a result of his employment there. . Check the resume database: Check an applicant's qualifications to determine whether or not he or she qualifies for the position before inviting him or her for an interview.
Selection
Or before a job offer is made, a company may conduct a criminal background check on the applicant. A blank application will be given to the candidate in the event that he or she has no objections to the terms and conditions of the work, as well as the organization, which were raised and discussed at the final interview. Along with a curriculum vitae, the candidate must fill in this field and send it to the company.
Upon completion of the required paperwork and medical examination, the candidate is presented with an offer letter detailing the compensation package, employment responsibilities, and aids that will be provided by the firm. Already at this late stage, the candidate who was chosen for the position has the opportunity to back out of the job offer. After the candidate has passed the medical exam and reference check, a verbal offer of the position will be made to them.
Training and development process
Compensation and benefits
It is necessary to participate in the preparatory program to increase the knowledge related to work and, in addition, to develop specialized or administrative talents. Prolonged absence due to illness: The first three months are paid in full and the following three months are paid a basic salary equal to sixty percent of the gross salary. In case of a temporary illness, a maximum of 14 days can be taken off each year.
Findings, Recommendations and Conclusion
Findings
In addition, there is a shortage of HR professionals who are properly trained and capable of performing HR duties. The person responsible for HR does not have full authority and control over the selection and recruitment process. Since they are sometimes unable to predict how much manpower will be needed, HR does not have a recruitment strategy that is neither specialized nor methodical.
Recommendation
Conclusions
