HUMAN RESOURCE
POLICY of
Supervised by:
Mohammed Rejaul Karim Associate Professor, Department of Public
Administration, University of Chittagong.
Field Work Location :
Azim Group Woven Factory, Kalurghat, Chittagong
Team Formation- Team Renaissance
1 Giash Uddin Piyash 17404201
2 Kaniz Fatema 17404007
3 Jannat Jarin 17404145
4 Kazi Tahsin AKhter Emu 17404121
5 Tahsina Marzan Chowdhury 17404149
6 Shahidul Kabir Mahin 17404023
7 Samia Afrin 17404172
8 Mohammad Jonaid 17404011
9 Md. Kamrul Hasan 17404066
10 Safwat Montasir 17404037
Table of Contents
● Introduction
● Objectives & Methodology
● Company Profile
● General Function
● Job Description
● Attendance & Workweek
● Leave Entitlements
● Recruitment & Selection
● Probation, Evaluation, Increment.
● Transfer Policy
● Overtime & COmpensation
● Findings & Analysis
● Recommendations
Company Profile of Azim Group
Started its
journey in 1947, came to current form in 1975
Foreign offices in Hong Kong and New York
Contributing in industries like cement, steel,
textiles, fertilizers, paper, yarn, and apparel, aviation and power
generation
Focusing on sustainable
growth as well as being aware about social
responsibilities.
Factories
• 13
Garments Manufacturing Unit• 4
Backward Linkage Factories• Located in
Dhaka
&Chittagong
• Over
20,000
Employees.• Annual Revenue over $200 million
STUDY OBJECTIVES
Theoretical
To gain theoretical knowledge about
human resource management.
Practical
To gain practical knowledge about
human resource management by visiting the Azim
Group
Observational
Deep observation and findings, plausible recommendations to figure problems.
METHODOLOGY
Hands-on Experience
A visit at the Azim group office helped us having a proper idea about how HR policies are applied in real
life scenarios
ANALYSIS
Collected data and observed findings are analyzed systematically
Interviews
Formal and informal interviews helped building
insights of the study
COMPARISON
Comparing the practical knowledge with the theoretical aspects of
HRM
HR Policy
A guideline on employee management.
Adopted by consensus in an organization to regulate employees, their managers and supervisors.
A statement of commonly accepted
understanding of decision-making criteria in a company regarding human resource management issues.
Objectives of HR Department
● Being of “service” to the operational department.
● Assistance in areas relating to the selection and maintenance of human resources.
● Assisting the individual departments to achieve the optimum results from the Human Resources,
● Driving towards a holistic SUCCESS.
General Functions
Sourcing, Hiring &
Training
Pay, Performance,
& Counseling
Screening of Job Application/Testing/P
ay
Equal
Employment Opportunity
Pre-employment Background Checks
Legal
Compliance
Job Desription
Standard Operating Procedure (SOP): HR will assist in the preparation of SOPs.
Organization Chart / Organogram: HR will draw org chart for the group, and will assist in developing department organogram.
Open Door Policy: All employees can reach out to HR at any time.
Periodic Reviews & Task Calculator:HR monitors performance and distribute tasks in an prganized manner
Attendance & Workweek
● Employees are expected to be at their workstations just in time.
● ONE day of Earn Leave will be deducted for 3 days of late arrival in a month .
● Lunch and prayer breaks must be arranged in such way that all time offices remain staffed.
● Coffee, Tea and Smoking breaks are not specifically authorized;
however, supervisors will use their own discretion in granting coffee, tea, and smoke breaks.
Executive/Manag
ement 9:00 am to
6:00 pm
one hour lunch/prayer break.
Non-
Management 9:00 am to 6:00 pm
one hour lunch/prayer break.
Roster
Employees As per roaster
Office Time General Rules
Leave Entitlements
General Rule
●All leaves must be approved on the prescribed form.
●It is the duty of the employee to know that his/her request for
leave has been granted before s/he goes on leave.
●It is also the responsibility of the employee to work out with the immediate supervisor for
replacement personnel during the period of leave.
Types of leave :
● Earn Leave (EL)
● Sick Leave
● Casual Leave
● Maternity Leave
● Unpaid Leave (Leave Without Pay)
● Festival Holidays/Public
Holidays
Table of leaves
Leave Type # of days / year Maximum carry over
Remarks
Earn Leave 20 60 Calendar, no encashment during
tenure of job, only upon separation.
Sick Leave 14 28 Calendar days, More than two days
must be supported by doctors’
certification or prescription
Casual Leave 10 - Calendar days, 3 days consecutively
may be approved. More than 3 days will be treated as EL.
Maternity Leave 112 (16 weeks) - Up to 2 child births; can be approved before and after delivery.
LWP Management
discretion
- Approved only when other leaves exhausted
Festival/Public holidays
As declared by government
-
Recruitment Process
1 2 3 4 5 6 7 8
Requisition Screening Remuneration Unsuccessful Candidates
Record Keeping Orientation
Reference
Checks
Sourcing
Higher Management Recruitment
Recruitment of Non- Management Personnel
● The Chairman and the
Managing Director are usually in charge of this.
● HR executes the process instructed
● The promising candidates will be forwarded to MD for
interview and selection.
● Alternatively, a selection board may be formed
comprising members of higher rank, board members Chaired by CMD.
●Recruited by the department head / HOP along with a
representative from HR
●HR do reference checks.
●HR handle salary and compensation issues too
Other Recruitments
Probation
● Probationary period: 3-6 months.
● Employees are expected to adapt with the culture this time.
● Any party can terminate the arrangement at will.
Confirmation
● Employee receives confirmation letter upon successfully performing in
probation period.
● After confirmation, a one month notice is required before resigning.
● Company may give a one or four months notice about the termination of contract as per the labor law.
Evaluation & Increment Promotion
● Performance evaluations are held once a year.
● It has a point system, and
increments are given according to the score.
● The management will decide the nature and the amount of the increments.
● No increment for unsatisfactory performers.
●All employees are eligible for
promotion provided they meet the qualifications.
● The salary of the Promoted
employee will be higher than that of before.
● A letter will acknowledge and officiate the changes.
Transfer policy
Lateral
To another position of a
different SBU
Vertical
Transfer with promotion
Geographical
Transfer to any location
of the company
3 Types of Transfers :
Overtime
● Overtime means the number of hours worked beyond the regular day of work which is 9 hours including lunch/prayer break.
● Double of basic hourly wage rate
● Requires prior approval.
● Each department will keep track of the overtime related records themselves.
Compensation
● Applicable for employees who are not recognized as workers by labor law.
● Double of basic wage hourly/daily rate
● Needs approval from designated authority
● Record must be kept in payroll
Analysis : Strength
Maintaining an egalitarian equal opportunity policy.
The policy is structurally sound, with little room for system loss.
Clear instructions about chain of command.
Flexibility
Awareness about making the system cost-efficient
is palpable
Analysis : Weakness
Obscure stance about policy breaching
No clear policy regarding workplace sexual harssment, micro aggression, or most other problems faced by exclusively women
Absence of a policy regarding employees’ online behaviour (i.e a social media policy)
Lack of any exclusive performance oriented incentives.
Over-reliance on discretion
Recommendations
1. To consider adding policies that might be helpful in coping with the ever changing digitized world.
2. To focus more on the human element (i.e arranging more events where employees can socialize among themselves)
3. To add an exclusive performance based incentive system with lucrative rewards to boost the spirit of the employees.
4. To consider a competitive as well as rewarding salary structure to attract talents from the market.