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PRAN-RFL GROUP

Introduction:

Pran-RFL group of companies is one of the leading business institutes in Bangladesh. Pran-
RFL Group provides with good quality products conforming to local tastes, health and hygienic
standards which are of affordable price and within the reach of target consumers. It’s strategic
strengths include strong recognition of brands, highly skilled work force and diversified business
mix. ‘PRAN’ has started its operation in 1981 as a processors fruit and vegetable in Bangladesh.
Over the years, the company has not only grown in stature but also contributed significantly to the
overall socio-economic development of the country.

“PRAN” is currently one of the most admired food & beverages brands among the millions of
people of Bangladesh and other 106 countries of the world where PRAN Products are regularly
being exported. All the PRAN products are produced as per international standards maintaining
highest level of quality at every stages of its production process.

PRAN is currently producing more than 200 food products under 10 different categories i.e. Juices,
Drinks, Mineral Water, Bakery, Carbonated beverages, Snacks, Culinary, Confectionery, Biscuits
& Dairy. The company has adopted ISO 9001 as a guiding principle of its management system.
The company is complaint to HACCP & certified with HALAL which ensures that only the best
quality products are reaches to the consumers table across the Globe.

Mission, Vision, Goal Objective –

Mission-
PRAN-RFL mission reflects that they want to create employment in the nation, through which
they want to eradicate poverty. “Poverty and hunger are curses”

Vision –

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Their vision has a similarity with the work they are doing, diversifying their products and making
employments for the country. Their vision is “Improving Livelihood”.

Goal-
Their aim is “to generate employment and earn dignity and self-respect for our compatriots through
profitable enterprises”.

Objective-

Products of PRAN- PRAN-RFL places great importance on hygienic manufacturing processes.


This encompasses everything from choosing quality materials to the use of storage facilities and
careful monitoring of products using electronic sorting. Skilled and experienced personnel select
finished products which are then examined in a laboratory to verify their quality and to check for
residual substances both before and after the production process.
As PRAN gives highest priority in maintaining international standard and quality in their products,
that’s why they are conquering the best position in Bangladesh and also into international market
in some cases.

Products of PRAN:
1. Juices

-Juice in glass bottle


- Juice in Aseptic Pack
- Juice in hot filled PET bottle
- Juice in tin can

2. Drinks

-In HDPE Shape Pak


-In HDPE Bottle
-In PET bottle

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-Instant Powder drink

3. Mineral water

4. Bakery
-Custard cake
-Pie cake
-Layer cake
-Bread

5. Carbonated soft drink


-PET bottle
-Energy drinks

6. Snacks
-Fried snacks
-Pallet Snacks
-Other Ethnics
-Chutney

8. Culinary
Spice
Mix Spice
Pickle
Sauce, Ketchup & Paste
Jam & Jelly
Mustard Oil
Rice & Allied Products
Musher Dal
Paper
Honey

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Noodles &
Others.

9. Confectionary
Candy
Deposited Candy
Hard-Boiled Candy
Soft-Chew Candy
Chocolate & Toffee
Chewing gum
Loli-Pop
Edible Jell
Fruit Bar

10. Biscuit
Biscuits
Water
Toast

11. Dairy
Liquid Milk
Milk Powder
Milk Drinks
Milk Allied Products

Products of RFL:

RFL achieved remarkable success in plastic sector in Bangladesh and produces 300 household
Products.

Major product category-

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RFL Chair, RFL Shoe Rack, Oval Bucket, RFL Fresh and Natural, RFL premium Bowl, FRESCO
mini square container, Domestic water pump, UPVC pipe, tube well and water, trafficking
activities.

RFL Electronics- LED TV, VISION Fan, CFL Light, CLICK Switch, VISION Kettle.

Export- PRAN, the largest exporter of processed food from Bangladesh, had a vision of
creating a huge demand globally of those agro based products produced by native farmers of
Bangladesh. Starting successful journey to export market in 1996.

Export Inception of PRAN started in 1991 and the first export country is France. PRAN currently
exports there products to 300 million people (approximately) of more than 77 countries.

Some export countries of PRAN products are -

Asia
1.Pakistan
2.India
3.Nepal
4.Bhutan
5.Afghanistan
6.Myanmar

Europe
1.France
2.Spain
3.Germany
4.England
5.Scotland
6.Ireland

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Africa
1.Egypt
2.Senegal
3.Also in many countries of east and west Africa.

 PRAN Also export there products in USA and many other countries of the globe.

Organogram

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Recruiting & Selection process:

In order to increase efficiency in hiring and retention and to ensure


consistency and compliance in the recruitment and selection process, PRAN RFL
Group tries to maintain their own established recruiting & selection process.

Deciding what positions to fill:

The HRM department decides what positions to fill. This decision is made
upon some internal statistics and their analysis.

Requisition:

A recruitment requisition (or job order request) is a document generated by


HRM members of PRAN RFL Group to notify decision makers of a job the
organization needs to staff, the number of openings for that job, and a description
of that job. This job may be a new position, or one that needs staffing due to
retirement, termination, absence, illness, or maternity leave.

When the HRM department receives the green signal from higher position
then the following work begin to recruit and select employee.

Develop Position Description:

A position description is the core of a successful recruitment process. It is


used to develop interview questions, interview evaluations and reference check
questions. A well-written position description. In this position the HRM
department lists all the description of the job the employee need to perform. The
description varies on the basis of the job position.

Identify Duties and Responsibilities: Prior to developing the job description the
hiring manager identifies the following:

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1. General Information
2. Position Purpose
3. Essential Functions
4. Minimum Requirements
5. Preferred Qualifications

General Information: Basic position and pay information will be determined to


assist with the development of the job description and job classification. This
information will be different for each position being recruited.

Position Purpose: Describes the department’s functions, the unit’s functions,


and/or the organizational unit’s functions. The statement summarizes the position’s
essential functions and its role in relation to supporting, administering, or
managing the activities of the department, unit, or organizational unit.

Essential Job Functions: Essential job functions describe the duties and
responsibilities of a position. A job function is considered essential when the
performance of the function is the purpose for the position. Typically, an essential
function occupies a significant amount of time of the employee’s time and requires
specialized skills to perform. By accurately describing the essential functions of
the job, job seekers will have a clear understanding of the role and PRAN RFL’s
expectations for performing them.

Minimum Requirements: The minimum requirements or “basic qualifications”


are those qualifications or criteria which was established in advance and advertised
to potential applicants.

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Preferred Qualifications: Preferred qualifications are skills and experience
preferred in addition to basic qualifications and can be used to narrow down the
pool of applicants. These preferred skills, knowledge, abilities and competencies
can describe a more proficient level at which the essential functions can be
performed.

Develop Recruitment Plan:

Each position requires a documented Recruitment Plan which is approved by the


organizational unit. A carefully structured recruitment plan maps out the strategy
for attracting and hiring the best qualified candidate and helps to ensure an
applicant pool which includes women and underrepresented groups including
individuals with disabilities.

In addition to the position’s placement goals the plan contains advertising channels
to be used to achieve those goals. The recruitment plan is typically developed by
the hiring manager in conjunction with the Departmental HR Coordinator.

A variety of recruiting sources (both internally and externally) utilized to attract


candidates who reflect the diversity values in its workforce. Every effort made to
conduct a thorough search by advertising widely before filling a position. PRAN
RFL Group uses these method to advertise:

1. Internal Job Boards


2. Print Advertisement
3. Social Media
4. Job Fairs
5. Professional Conference and Campus Recruiting

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Select Search Committee: To ensure applicants selected for interview and final
consideration are evaluated by more than one individual to minimize the potential
for personal bias, a selection committee is formed.

Review Applicants and Develop Short List: Applicants are those who apply
during the initial application period. All applicants must be reviewed and
considered.

It is recommended that all search committee members review all Applicants to


ensure more than one person assesses their qualifications and that individual
opinion or biases are avoided. Alternatively, Human Resources may perform this
function. Each committee member may provide comments to each Applicant’s
qualifications as they relate to the minimum requirements of the position.

Conduct Interview:

The interview is the single most important step in the selection process. It is the
opportunity for the employer and prospective employee to learn more about each
other and validate information provided by both. By following these interviewing
guidelines, you will ensure you have conducted a thorough interview process and
have all necessary data to properly evaluate skills and abilities.

Interview Questions:

Questions are relevant to the position and seek information on specific skills and
abilities to perform the job such as “describe your experience working with
students in an academic environment and/or post-secondary degree-granting
institutions”.

Panel Interview:

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Prior to the panel interview, committee members ensures they know which
interview questions each will ask.

PRAN RFL Group always take the panel interview.

After the Interview: Upon completing the interview, committee members


complete evaluation tools and forward to the Committee Chair along with any
interview notes.

Final Applicant: Once the interviews have been completed, the committee will
meet to discuss the interviewees. Committee members will need to assess the
extent to which each one met their selection criteria.

The search committee evaluation tool will be helpful in justifying decisions and
making them as objective as possible.

Reference Checks: The purpose of a reference check is to obtain information


about a candidate’s behavior and work performance from prior employers that
could be critical to your decision, regardless of their skills, knowledge, and
abilities. As past performance is the best predictor of future success, it is
recommended references be obtained from current and previous supervisors who
can speak to the candidate’s on the job performance. A hiring mistake is costly in
time, energy, and money. Failure to check references can have serious legal
consequences. If an employee engages in harmful behavior, which would have
been revealed in a reference check, the University can be held legally responsible
for “negligent hiring”.

Finalize Recruitment: Upon completion of the recruitment process the offer to the
selected finalist is made.

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TRAINING AND DEVOLOPMENT OPPORTUNITYES
OF PRAN-RFL
The fundamental aim of training is to help the organization achieve its purpose by
adding value to its key resource – the people it employs. Training means investing in the people
to enable them to perform better and to empower them to make the best use of their natural abilities.
The particular objectives of training are to:

• Develop the competences of employees and improve their performance;

• Help people to grow within the organization in order that, as far aspossible, its future needs for
human resource can be met from within.

• Reduce the learning time for employees starting in new jobs on appointment, transfers or
promotion, and ensure that they become fully competent as quickly and economically as possible.

Five steps of training and development processes:


To make an efficient and well maintained management and training process a company can follow
five steps which can be key success for the training process of the company, those cores five stages
are:

Step-1 Need analysis: identifies the specific job performance skills needed, assessed the
prospective trainee’s skills, and develops specific, measurable knowledge and performance
objectives based on any deficiencies.

Step-2 Instructional design: this process is a process where we decide on, compile and
produce the training program content, including workbook, exercises, and activities.

Step-3: Validation step: these programs are represented in front of the small
representative audience.

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Step-4: Implementation: this step comprises of actually training the targeted employee
group.

Step-5: Evaluation: management assesses the program’s success or failures

Training processes:
After all the assessment they found that if they provide some facilities they the staffs could be very
efficient and those facilities are:

On-the job training: It’s a training which is operated at the sight of the company or
training is carried out the working is running. PRAN-RFL is giving 6 month on the job training
now. This training is really a effective process played by various well leading company and this
system also played by the PRAN-RFL, but it is also a unavoidable risk because all new staffs can
make a mistake or because a loss to the company, therefore company plays that system when it’s
right to do so. It is effective, when a major leveled employee do a mistake by mistakenly then, for
making an improvement PRAN-RFL company plays that system.

Local training: these trainings are carried out within the country by reputed training

institution from, Bangladesh slavery and labor training institute and consultant from foreign
training institutes are invited to conduct training. These trainings are usually take place at a
different venue other that the office.

In- house training: these trainings are basically held within the office premises and usually
get conducted by the senior managers who are specialist in different field.

Training about the market survey: PRAN-RFL company plays a vital role in the
market survey by sending their staff at market and operate a project by management to get the
fluency and efficiency of the staffs.

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Overseas training: PRAN-RFL provides need based training to the employee through the
usage of appropriate external training in state, which are very often conducted overseas. Most of
the functional trainings are provided by foreign training.

Diversification training: it’s a process of training where staffs work at the different level
and post of the management and identify the efficiency and effectiveness of their work ability.

Off-the job training: this process is also an effective training for internal staffs but it can
be painful and fluctuate staff’s confidence and motivation, because it is quiet time consuming and
costly which bared by PRAN-RFL, but in may stages of the efficiency of a company or to make
an efficient staff company may play this training. Where any temporary staff may work for the
company with or without wages and this is actually not a job but binding for the staff to be full
time staff, which is also depends on the performance of the staff.

Apprenticeship training: it is a process by which people become skilled worked through


a combination of classroom instruction and on the job training. it is widely used to train individuals
for many occupations And PRAN_RFL also using it. It traditionally involves having the learner
apprentice study under the tutelage of a master craftsperson.

Computer based training: now a day all most all companies provide training to their
staffs by computers and projectors, this system is so much effective and time saving device for
company. By this, PRAN-RFL can express their plans, training, what to do and what is restricted
by company and other authorities; it is a total pack of direct communication and training process.

Training and development some employees may have skills from their education or
from previous jobs and therefore need little additional training. Others will need extensive training
how much and kind of training is needed will depend on the type of job involved and the amount
of training that has already been given through education and the coerces and the natural skills of
the person employed. This section will be looking primarily at the type of training provided by
organization to their employee. There are various type of training and those types are:

 Case study involving role play or discussion.

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 Use of internal and external communication system.

 Interactive video where the trainee is required to respond- depending upon the response.
The video will follow different sequence.

 Games and outdoor programs can teach a workforce to work in a team.

 Brainstorming

 Group reading

 Small group discussion

 Case study

Performance appraisal:
The process of monitoring individual and group performance, and giving helpful feedback for
improvement, is generally called performance appraisal. The purpose of appraisals are:

 Helping the employee to overcome any problems or obstacles to performance.

 Identifying where an employee’s potential for improved performance and greater


challenge could be better fulfilled.

 Setting goals and priorities for further monitoring and development.

The process will look at the employee as an individual, but will also ask how the employee help
the organization to achieve its objectives.

Compensation & benefits packages:


PRAN:
PRAN believes their employees are their best resource. They give values to their employees’
creativity and innovation. The culture begins with four values that drive everything PRAN do:
Integrity, Continuous Innovation, Involvement and Self-respect. PRAN helps its employees’

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growth. They give them proper training and development. They encourage employees to ask
questions and make suggestions that they think better.
PRAN is the one amongst the few in Bangladesh who has a culture of profit sharing management.
Their employees are dedicated to the success of our business. PRAN treats its employees as a core
resource and family member.
Incentive Scheme for All Employees:
Besides fixed payment, they have a policy to pay employees based on target, performance,
achievement, cost savings, revenue generated etc. Their revenue is the result of employee’s high
diligence. They do honor their diligence and pay a portion accordingly.
Medical Support:
Employees’ health & life means a lot to them. For employees, PRAN offers a range of services
designed as a safeguard of their health regardless home and abroad. These range from health
screenings to wellness programs.
PRAN Scholarship Scheme:
In order to encourage and patronize meritorious children of employees, PRAN provides financial
support on a regular basis. Starting from class VI to post graduation level, students with good
academic result get scholarship under this scheme.

Transportation & Canteen Facilities:


For convenience, they offer transportation facilities to all factory employees. In addition to that,
employees from head office & factory get high quality canteen facilities as well that make them
highly satisfied.
Recognition & Career Growth:
Based on Key Performance Indicator (KPI), they recognize the performance of employees. They
have a monthly recognition scheme namely “Employee of the Month” that truly motivates
employees to work hard like never before. In addition to that, PRAN offers smooth and long term
career growth to the deserving candidates.
Employee Training & Development:
To make employees more productive, PRAN regularly organizes training and development
session by renowned professionals both inside and outside the country.

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Work Environment:
PRAN do judge work environment as a tool for productivity. At PRAN, they empower their
employees to make any kind of questions and recommendations without any hesitation. Moreover,
here people come up with own innovative ideas and thrive themselves working independently.
Other Benefits
 Attractive Salary package.

 Monthly commission.

 Sales Incentive (as per program).

 Salary increment after successful completion of probationary period.

 Laptop & mobile phone with limited ceiling after Promotion.

 Long career path

RFL:
When it comes to secure and safe working environment, RFL is committed to ensure hazard free
surroundings for our employees. RFL offers dormitory in each of its factories for the officials.
Furnished rooms with modern facilities are ensured in the dormitories. Factory workers and
employees are provided with subsidized food during their lunch time and break in the late
afternoon with an affordable price. Employees who are working in the head office are also enjoying
the facilities of having subsidized food provided by administration in a nice dining environment.
Moreover, pool of car and transport benefits are being provided to the head office employees with
pick and drop facility. Medical facilities, welfare fund etc. are also provided to the employees of
both head office and factories.

 Freedom of innovation
 Ownership of creation
 Accountability of delivering best
 Prospect of unlimited opportunity

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Use of SHRM:

SWOT ANALYSIS

Strength

Threat SWOT Weakness

Opportunity

Strength:

 Human resource
 Wide drinks category

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 They have their own factory, dairy and manufacture
 Large Company
 Experience
 Greater control over sources of raw materials
 Risk pooling
 Huge distribution network

Weakness:

 Disproportionate promotions strategy


 Control
 Lack of first movers advantage
 In house media planning and promotional activities
 Perishable item

Opportunities:

 Export Tie up with multinationals


 Strong brand image
 Competitor’s weak distribution channel
 Franchise business all over the world

Threats

 Aggressive competitors
 Changing consumer behavior
 Availability of foreign product

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