With all due respect to declare that I hereby submit my report on “HUMAN RESOURCE MANAGEMENT PRACTICES OF TITAS GAS TRANSMISSION & DISTRIBUTION CO LTD.”. I am Kamrun Nahar Mazumder, the student of Business Administration, ID major in HRM from Daffodil International University and would like to explain the presented report. This is to confirm that Kamrun Nahar Mazumder, a student of Daffodil International University in the BBA program, ID has successfully completed her internship program titled on.
As a BBA student I had the opportunity to do my internship at Titas Gas Transmission & Distribution Company Ltd. The company has more than 50 years of experience in the operation and maintenance of the gas transmission and distribution system. The Human Resources Department is one of the most important supporting components of Titas Gas T & D Co.
This report summarizes the Human Resource practices followed by TGTDCL and how important it is to improve their manpower. Here an attempt has been made to examine the HRM practices of Titas Gas T & D Co. to evaluate and analyze. In this report, an attempt has been made to find out more about Titas' HRM practices.
Chapter: 04 (Evolution and Analysis of HRM Practices) 26 4.1 Evaluation and Analysis of HRM Practices of Titas 27 4.2 Evaluation and Analysis of the Overall HRM System 28-29.
Introduction
Background of the study
Objectives of the study
Scope of the study
Methodology of the study
Limitation of the study
The annual reports of Titas for the last five years and various publications of Petro Bangla made it possible to provide the latest information about Titas. The company's primary objective was to build, own and operate natural gas transmission and distribution facilities in the Middle East region of Bangladesh viz. in October 1975, the Ministry of Energy and Mineral Resources was established and TGTDCL was placed under administrative control. of the newly formed ministry together with Peter Bangla.
কোম্পানির গ্যাস সরবরাহ এলাকা বৃহত্তর ঢাকা, বৃহত্তর ময়মনসিংহ এবং ব্রাহ্মণবাড়িয়ার নতুন এলাকায় সম্প্রসারিত করা হয়েছে যার মধ্যে রয়েছে ঢাকা মহানগরী ও শহরতলী, টঙ্গী, জয়দেবপুর, গাজীপুর, মির্জাপুর, টাঙ্গাইল, সাভার, ধামরাই, মানিকাগঞ্জ, আরিচা, নারায়ণগঞ্জ, সোনারগাঁও। , রূপগঞ্জ, আড়াইহাজার, জিঞ্জিরা, কেরানীগঞ্জ, মুন্সীগঞ্জ, মিরকাদিম, ব্রাহ্মণবাড়িয়া, ভৈরব বাজার, আশুগঞ্জ, নরসিংদী, ঘোড়াশাল, মাধবদী, শ্রীপুর, ময়মনসিংহ, নেত্রকোনা, জামালপুর, শেরপুর, কিশোরগা, বি. বর্তমানে তিতাস গ্যাস সিস্টেম বাংলাদেশ গ্যাস ফিল্ডস কোম্পানির অধীনে তিতাস, হবিগঞ্জ, নরসিংদী ও বাখরাবাদ গ্যাসক্ষেত্র থেকে গ্যাস গ্রহণ করছে। কোম্পানিটি ঢাকা মেট্রোপলিটন শহরের কেন্দ্রীয় ব্যবসায়িক জেলায় অবস্থিত কাওরানবাজার সি/এ, তিতাস ভবনে অবস্থিত তার সদর দপ্তর কমপ্লেক্স থেকে কাজ করে।
The office is also equipped with a secure security system with modern digital telephony, fax, SCADA and e-mail. The main goal of the company is to provide natural gas to customers of various categories within the Titas franchise area and thereby reduce dependence on imported liquid fuel. Therefore, establishing a vision statement is very necessary for any business, which should be quick and simple.
Promotion of domestic natural gas to various categories of end-users of natural gas within its franchise area through pipelines;. Structure, renovation and maintenance of pipelines and gas stations for gas advertising activities.
Core Values
Core Strength
Corporate Culture & strategies
Titas Franchise Area
Titas At a Glance
HRM Practices at Titas
This study suggests that strategic HR planning, effective HRIS and formal job descriptions require thorough job analysis to be developed. The recruitment and selection process, training needs assessment, training manual, career planning, effective and updated promotion policies, performance appraisal systems, transfer, employee discipline and grievance redressal procedures and employee welfare policies need to be improved by the policy makers to improve their productivity. company. Human Resource Management is the process of recruiting, training, evaluating, and compensating employees and addressing their employment relationship, health and safety, and fairness issues.
The policies and practices involve the execution of the HR aspect of a management position, including planning, recruitment, selection, training and orientation, reward/compensation, appraisal, communication, building employee commitment, etc. If an organization's human resource is not managed properly. , it will hire the wrong person for the job and will experience high turnover. TGTDCL is one of the largest state-owned public limited gas companies operating in energy sectors of Bangladesh.
Among the five gas transmission and distribution companies, TGTDCL's market share is 63% (Annual Report 2011-12). The HRM system of this organization follows Bangladesh Service Rules (BSR) and uniform service rules of Bangladesh Oil, Gas and Mineral Resources (Petro Banglas) various companies and its own service rules viz. although it is the largest revenue generator, income generator and poverty alleviator of the country, there is hardly integrated, comprehensive and modern Human Resource Management policy and practice in this organization.
Although there is an opportunity to change HR management policy through approval by the board, traditional, outdated Human Resource Management systems are followed. However, it has three departments like Human Resource Department, Administrative Department and Establish Department which formulate, maintain and implement HR plan. It is most important for all organizations for sustainable management, efficiency, effectiveness and ever competitive business environment in the organization.
Hardly any studies have been conducted in this area to explore the development and management of human resources in a sustainable manner in government organizations like Titas Gas Transmission and Distribution Company Ltd (TGTDCL) and to provide suggestions for the improvement of the human resource management systems of this company.
HRM Function
Functions of HRM
Managerial Functions Operative Functions
- Major Focuses of HRM Policies
- Recruitment & Selection Process
- Job Description & Job Specification
- Training and Development Policy
- Performance Appraisal & Management
- Compensation & Benefits
- Organizational Development & Welfare Activities
- Workplace Environment & Employee Relation
- Evaluation and Analysis of HRM Practices of Titas
Their recruitment and selection system followed the Bangladesh Service Rule (BSR) and their own service regulation. The competent authority will form one or two selection committees for the selection and promotion of the candidate in accordance with the confirmation organogram. Confirmation of the employed worker is done with a satisfactory medical report and police report on verification and successful completion of the probationary period.
The recruitment and selection of this organization is a lengthy process and takes 2-3 years to fully complete the formalities. However, there is no focus or even any recent research has been conducted to develop a modified job description of each employee to manage the organization in changing and competitive circumstances from both domestic and global perspectives. The director is responsible for deciding on training issues for the bank's employees.
For training/education inside or outside the country, the decision can be taken by Managing Director in consultation with Heads of the Divisions/Deputy Managing Directors. The AKR contains the medical examination report, CV of the employee, personal characters and work performance. There is no consultation with supervisor/appraiser on assessment about his problem, prospect, disadvantage and recovery of performance.
Most of the world's country wages of this sector is more than any other government sector. TGTDCL maintains strict safety, health and environmental rules and regulations for gas transmission and distribution, pipeline construction etc. Company doctors provide health services to all employees and their dependents.
At the company's expense, employees and their dependent family members receive outdoor treatment and emergency medical care services at the BSMMU in accordance with the contract between the company and the BSMMU. Given the size and diversification of the TGTDCL organization, the topic is a vast issue. But with my limited knowledge and information, I tried my best to evaluate the effectiveness of the company's HRM policies.
Healthy Work Environment
It might have been better suited for a group of researchers to study this large topic. I have already mentioned that the report is based on secondary data analysis; in that the data extraction from the annual reports was a great source of information.
Non-discrimination & Gender Neutrality
Work-Life Balance
Competitive Salary & viable Benefits
Satisfactory Employee Engagement HRM Policies are quite good
- Evaluation and Analysis of The Overall HRM System
- Major Findings
- Recommendations
- Conclusion
Less authority for HR: A unique department for Human Resource Management (HRM) should be established. Identify the missing: Proper HRM performance and lack of proper HR management of the organization should be quantified. Proper and effective succession should be introduced in the organization for long-term sustainable organizational development.
Periodic job analysis: Based on job analysis, Human resource planning, Recruitment and selection, Training and Development, Job evaluation, Compensation, performance appraisal and safety and health policy should be undertaken;. Must arrange modern and fair recruitment: All the process of recruitment and selection system should be expedited. Recruitment and selection system should be fair, transparent, impartial, regular and free from political and trade union pressure;.
Promotion policy should be updated: The promotion policy of this organization should be improved and updated with the approval of Titas Board to attract excellent, skilled and efficient employees. Promotion discrimination in direct recruitment and promotion and education criteria should be avoided during promotion. The evaluation system should be two ways, the 360-degree evaluation system, and the evaluation should be included in the evaluation process.
Modified Compensation Policy: Compensation, wages and employee benefits should be updated and modified for skilled and efficient employees. Independent pay scale and more fringe benefits (monetary and non-monetary) should be introduced as per the approval of the Board of Directors. Improvement of disciplinary measures: Disciplinary measures and complaint handling procedure should be modified and updated.
Disciplinary measures must be fair, transparent, impartial, swift and free from political and trade union pressure; Careful handling of employees: Employee separations such as resignations, retirements, layoffs, terminations must be carefully handled and managed. To overcome these problems, the upper segment of HR should be managed according to the aforementioned recommendation.
