With due respect, I thank you for your help in preparing the internship report. Please note that this Internship Report on (Organizational Innovation with HRM at Headquarters) has been submitted for the Bachelor of Business Administration (BBA) degree at Daffodil International University by S.M. Sadat Mahbub Sunny, Major in Human Resource Management (BBA Program), Department of Business Administration and Faculty of Business and Entrepreneurship.
Sadat Mahbub Sunny, ID NO Declare that the internship report I submitted on (Organizational Innovation with Human Resource Management) at the head office of M.K.
List of Figure
Chapter- 01 Introduction
- introduction
- Origin of the study
- Scope of the study
- Objectives of the study
- Methodology
- Limitations of the study
With more than 30 years of experience and over millions of satisfied customers, the name M.K. Electronics has become one of the most prestigious names among households and businesses in Bangladesh. All our showrooms are located in the most strategic and popular locations in the respective cities. Electronics is a multinational company that imports products from world-renowned brands, which has been operating in principle since 1983 and now has 10 branches across the country with two subsidiaries – M.K. Electronics is really the definition of an importer and distributor design market in the 21st century.
This study will not disclose information about M.K. Electronics marketing strategy, how to get to know your customers or how to build and maintain relationships with potential and existing customers.
Chapter- 02
Organization Literature overview
- Overview of M.K. Electronics
- Importing from Bangladesh’s Perspective
- Vision of M.K. Electronics
- Mission of M.K. Electronics
- General Operations Activities of M.K. Electronics
Electronics is a leading retailer of world renowned brands of electronic products in Bangladesh, which started its journey in 1983. This organization is based on the principles of. The core values held by The Company are honesty, transparency, efficiency, accountability, reliability, innovation, flexibility, security and technology. In addition to modern technology, Electronics has efficient and experienced staff to provide better service to its customers.
Electronics is now focusing on consolidating its business in areas that are much more concentrated, such as sales. Electronics uses state-of-the-art banking software to provide branch services to its customers through real-time operators. In addition to being a key factor in promoting the development of capital in the country, services to its customers are the products of the import industry.
The electronics vision statement and mission statement were intended to bring the company to the forefront of technological development. Elektronika began its journey with the idea of a corporate mission of the 21st century, which defines the goals of the organization as the main influencer of industrial development. Electronics has a standardized competitive advantage strategy that ensures the company's growth in local markets along with aggressive growth strategies.
In some general activities that will receive only one service from the company, there is no relationship between importers and buyers. Electronics has partnered with many world-renowned brands to provide only the best services to customers.
Key strengths
Corporate Social Responsibility
Chapter- 03
Discussion of the Study
- Introduction
- Types of innovation at M.K. Electronics
- Human Resources Practices of M.K. Electronics
- Human Resource Practices and Organizational Innovation
- Culture of organizations
- Training & Development
- Performance appraisal & Career management
- Employee Engagement & Reward system
In the light of the discoveries, it is found that there is a need to investigate a number of HRM methods and consequences that have a significant influence on organizational change & impacts that affect hierarchical development that include a significant impact on organizational innovation. Creativity is certainly one of the basic ingredients in the competitiveness of the company and is essential to increase the value of the company. Organizations work in a dynamic environment where the implementation of new solutions in the overall functioning is important for survival and prosperity.
The connection between the timely adoption of administrative and technological developments and their effect on organizational efficiency in successive periods of time, improvements in the social structure, represented by the adoption of administrative innovations, lead to changes in the technical process, expressed by technical innovations. being adopted. HRM practices are the real HR projects, procedures and systems that are actually executed in the association or specialty unit, revealing that in a vibrant business climate, there is a need for a way to deal with the realization of an execution better, to start and update HRM practices. At the end of the day, the high level of preparation execution and employee recognition, valuable data transmission and learning that will improve authoritative information and support creative considerations, article advancement control, form development and advancement main manager.
For this paper, innovation is described as "creativity transformed into the response to problems for the benefit of the buyer or for the benefit of the seller, creating value that is rewarded in terms of accelerated revenues or revenues; with either increased profits or expanded resources. HR appears to have been best, and that is in the more extensive zone of hierarchical condition and culture.Continuous change and support of heightened expectations for valuables, administrations and procedures have become essential to association performance in today's focused world.
Career management builds the skills and competencies of employees to pass on the tasks assigned to them to achieve the organization's goals, making a clear path for workers to also grow a new goal-achieving process. It is concerned with the definition and application of systems and strategies that should reasonably, impartially and reliably reward individuals according to their contribution to the association.
Chapter- 04
Analysis & Problem Findings
Theoretical Framework for the definition of Innovation
After proposing a meaning of innovation, the following issue is the means by which systems are delineated to frame the advancement within an organizational context. The connection between development and board as applied to the improvement of articles and administrations is moderately immature. Organizational structures intended to maintain consistency of output must be sufficiently adapted to force change; in general, the association will oppose and suppress innovation.
Review of the writing recommends that development preparation should not be limited to the R&D department but should be encouraged throughout an organization. Breaking the barrier to thought improvement is the ability to represent those thoughts, whether on paper, on a computer, or through the development of a model or prototype. The work of perception to make an association increasingly proficient cannot be overstated, and is a recognized practice in numerous businesses from development to item promotion.
Research has shown that perception methods can help managers better understand raw information when making decisions.
Analysis Level of Employees’ in Organization innovation
Benchmark responses here are in the 70-75% range, and scoring deeply is usually an intense study. If there is a chance that the degree of understanding of the company falls below this level, take a look at how the internal communication of relationships is done and where there are open doors for growth. In the best organization, it is difficult to make all frameworks and procedures work flawlessly.
As a result of the overall problems in achieving powerful frameworks and procedures, the benchmark for this study is in the lower range of 55%-65%. This is the highest point in the progressive system of requirements in terms of arrangement. At the time the company first put together this query, groups of designers were at the top of the company's priority list.
The most important thing someone needs to be in line with the organization at large is to understand what they need to do to be fruitful. This significant degree of view should be set up with the goal of individuals building their arrangement with the organization further. Benchmarks for this query are largely the better quality, in the range of 80%-90%.
Lower scores are a sign that there is a mismatch or misinterpretation at the individual level about what moves individuals can make to be effective. This query may also vary depending on the individual's group or residence within that organization.
Problems Findings
Chapter- 05
Recommendation & Conclusion
Recommendations
Human resource managers must recognize the importance of career planning, especially for the improvement of the work of employees in the performance of their duties, which the management of the organization has arranged. The data should flow successfully from the administrative staff to the top directors, central level administrators, lower level supervisors, high level officers and administrators who are in the most restricted situation of the hierarchical order. Values are things that are thought to be important in the way individuals live and work.
They should determine organizational priorities and deep down and continue to work through the list comparing each value to each other until the organizational list is in the correct order. This is also the most important step, because when they have to make a decision, employees have to choose between solutions that can satisfy different values. Personnel managers should realize the essentials of career planning, especially for improving the activity of workers to carry out their errands, which were decided by the core administration of the company.
Increased motivation in all sectors, which will encourage to improve the inspiration of employees to create inventive intuition to upgrade legislative progress. Individuals should not be viewed restrictively based on gender, race, culture, behavior and mind and so on, they should be viewed solely in the light of being human and the incredible and significant resources of the Association. The workers must be perceived for what they do, rather than what they do not do on site.
Research has shown again and again that organizational culture is very important for employee loyalty to the organization. If company values are not respected, company culture can become poor, leading to high turnover rates.
Conclusion
Questionnaire On
