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MGT351

Human Resource Management

Sec: 13
Submitted To: Farin Daulah (FD)
Submision Date -24.8.17
Group members :

Name ID
Md. Zayedul Haque 1420881030
Logic Karmaker 1421149030
Bhuiyan Ziauddin Amit 1510975030
Tanvir Rahman 1411754030
Md. Shovie Hasan 1421041030
Table Of Contents

EXECUTIVE SUMMARY .................................................................................................................................. 2


Introduction .................................................................................................................................................. 3
Methodology ................................................................................................................................................ 4
Background information about the company .............................................................................................. 4
Culture of interpersonal relationship ........................................................................................................... 5
Recruitment .................................................................................................................................................. 6
Selection process .......................................................................................................................................... 8
Training and Development ......................................................................................................................... 10
Types of Training and Development ................................................................................................... 10
Implementation Process of Training and Development Program .......................................................... 11
Performance Appraisal ............................................................................................................................... 12
Benefits Offered.......................................................................................................................................... 12
Leave System .............................................................................................................................................. 13
IMPLICATIONS OF STRATEGIC MANAGEMENT ........................................................................................... 14
HR POLICIES OF UNION GROUP .................................................................................................................. 15
Recommendations ...................................................................................................................................... 17
Conclusions ................................................................................................................................................. 17
EXECUTIVE SUMMARY

This report mainly concerns on the Human Resource Management issues of Union group. The report
illustrates the culture of interpersonal relation in the organization. The Project mainly explains the
current HR system of Union group. This includes the recruitment and selection process for the
applicants, training and development for the employees, benefits offered. Union group existing
employees. This report further explains the implication of strategic HRM where it describes the
various policies of human resource management department. Later recommendation was given of
how it can improve its Human Resource Management System.
Introduction

Organizational In recent times Union Group is one of the largest business in the country. They are
dedicated to do business differently to devote their talent, technology and time to create superior
products and services that make everyday lives better and contributes to a better society. They are
benefitting the country in as many aspects as possible. The one major contribution towards the
country is the number of jobs they are offering.

The few sectors where Union Group is mainly operating are given below:

1. Textile and manufacturing division

2. Mobile and distribution division

3. Aviation, service and hospitality division

4 .Real estate and engineering division

5. Retail and lifestyle and division

At present 14 companies are operated successfully under Union Group which is a Flagship of this
group. They have highly qualified and experienced Chief Operating Officers who are proactive and
work under the guidance of Board of Directors to achieve the goals.
Methodology

For our research we have conducted both a primary and secondary research. For
our primary research we have personally met with Saifur Rahman who is the Sr. Executive HR of the
Department Human Resources of Union Group. He and his junior HRM team members have discussed
about their recruitment process and all the benefits that they are offering to their employees like
compensation and bonuses. He had also discussed how they offer job as in what sites are
they using to reach out to their potential candidates. For our secondary research we have
mainly taken help from Google to find out all the necessary details that was required in order to
complete it.

Background information about the company

Union group was established in 003. The Art view was their first project and has since
Become Bangladesh’s leading outdoor signage company. The Chairman of this Group is Mr.
Shafiullah, a Bangladeshi renowned businessman. Union has employed more than 3,000 people in
its different industries. It provides products and services to Wal Mart, Nokia, Otto and more.
In our textile and manufacturing division portfolio we have Dyeing, Spinning, Sweater and HP
chemical production units. We have two world-class dyeing factories, one spinning unit and one
sweater factory providing international buyers with top-notch products. These factories have world
renowned certification standard and are fully compliant with international standards.
Union group is working very hard to be the first company who have their own private port. Union
Group’s mission is to make dream reality, where their vision is to contribute to the society and
build a better tomorrow.
Culture of interpersonal relationship

Interpersonal relationships are connections, social relations and affiliations between two or more
people. In organizational concept it is the association between individuals working together in
the organization is known as interpersonal relationships.
The culture of interpersonal relationship in Union groups is very much friendly. Employees are
very careful and open minded to their colleagues. They stand by their colleagues when needed.
Employees have created a healthy atmosphere at their workplace.

The leadership style Union group follows is democratic leadership (interview). Democratic
leadership style involves a team guided by a leader where all employees take part in decision-
making process to verify what needs to be done and how it should be done. Union group allow
their employees to take part in the decision making process. Employees share their ideas about the
topic in the meeting and top level management lists all the ideas, later they analyze and select the
best one (interview). Top level management interacts with the employees more often, makes them
more motivated to work. Employees are given group task. The jealousy among the employees in
the Union group is very low. So the group task seems to be successful. Union group also give
reward for a successful group task and individual task. Marketing employees are rewarded
individually and other department’s employees are rewarded in a group.
Recruitment
Recruitment is the process of attracting, evaluating, and hiring employees for an organization. The
recruitment process includes four steps: job analysis, sourcing, screening and selection and
onboarding. A responsibility for recruitment usually belongs to the HR department. This
department works to find and attract capable applicants. Job description and specification provide
the needed information upon which the recruitment process starts. The functions of the recruitment
office of UNION GROUP are given below:

 Need Assessment

 Requisition collection

 Defining the position description

 Checking the recruiting options

 Advertisement

 Screening and Short – listing Applications

 Employment decision

 Offer letter

 Orientation / Induction

 Placement

 Follow –up
 Source of Recruitment:

The searching of suitable candidates and informing them about the openings in the enterprise is
the most important aspect of recruitment process. Union group is done in three ways recruitment
depending on the job category of the vacant position. Therefore, the recruitment process of this
organization is classified into three types, which are done based on the job grade/ group. These are
as follows:

1. Entry-level Management

2. Mid or / and senior level Management

3. Graded staff / Non- Management staff

 Internal Source:

There could be a person competent for the required job working within the organization. If there is,
the existing manpower is then shuffled to place the selected person in the new post. If there is no
such person inside the company, then the management goes for the second steps best employees can
be found within the organization. When a vacancy arise in the organization. The employees can be
informed of such a vacancy by internal advertisement.

 Employee referrals:

This is another source for UNION GROUP. Employee referral means using personal contacts to
locate job opportunities. It is a recommendation from a current employee regarding a job applicant.
The logic behind the employee referral is that “it takes one to know one”. Employees
 External Source:

All organizations have to use external source for recruitment to higher positions when existing employees are
not suitable. More person are needed when expansions are undertaken. All the above options being considered,
the company goes for external recruiting if needed. Those who best meet the skills, qualifications, experience
and competencies required for the position should fill vacancies. Therefore, if there is no candidate within
UNION GROUP, Bangladesh who is suitable for the role, external advertisement should be placed to attract
the potential candidates.
 Advertisement:
The Company gives advertisement in national dailies (both Bangla and English) to attract the
talents from the market. It is a method of recruitment frequently used for skilled workers. Bd jobs
is one of the main source of UNION GROUP to collect resumes of potential candidates.

Selection process

 Screening and Short-listing Applications

The responses to the advertisements are sorted and screened. The CVs as well as the Covering letters
are judged.

 Selection Interview

The interview process is a two-tier one. A preliminary interview is conducted which follows the
“elimination method”. After that, the second interview takes place with a very few number of
candidates.

Then the finally selected person is called for the final interview. The interview time is kept
convenient for the candidate, especially if s/he was working elsewhere at the time of interview. The
shortlisted candidates must fill up an employee information form before the interview.

 Reference Check
Reference checks allow obtaining information and opinions regarding the person’s character,
quality of the work and suitability for the position. It is an opportunity to validate the information
received from the candidate via their resume and the interview.
 Employment Decision

If the candidate has no problem with the stated terms and conditions of the job and the organization
mentioned and discussed in the final interview, he/she is offered an application blank. The
application blank is a standard format of employee-information that includes all the
Information the organization needs regarding the personnel. The candidate has to fill this blank
and submit this to the company along with a CV.
 Joining of the Candidate:

After completing all above process the selected candidate requested to bring all their academic
& professional certificates along with their previous job separation confirmation application &
other related documents and follow below criteria.

 Offering the Role:


Once everything above is done, the candidate is given an offer letter specifying the salary package,
job responsibilities, utilities that will be provided by the organization. Even at this stage, the
selected candidate has the chance to withdraw her/himself from the job offer. He/she is always
free to discuss whatever difficulty may arise regarding pay-structure/facilities, etc. the door of HR
is kept open for any sort of relevant discussion.

Training and Development

The performance of the employees can be improved by enhancing the functions of training and development
programs. Human resource management runs the segment of training and development programs in Union
group that leads to an educational process and sharpening of skills, changing attitudes, and gaining useful
knowledge to foster the employee performance. In Union group, training is the set of functions that are
mainly emphasized upon, and evaluated against the job that a person presently holds.
 Types of Training and Development
There are several types of training and development programs offered by Union group that are
essential to enhance the productivity of the employees. Useful types of training and development
programs are explained below.

 Orientation Training

Orientation training is generally an introductory training session that may run for certain
duration; usually the average is a week. There are two portions of orientation training, the first
one is to get introduced with Union group and the second one is about getting familiar with the
rules and regulations of the organizations.
 Product Knowledge

In this session of training, the employees can get access to the information and knowledge
relevant to the products and services offered by Union group. The major purpose of this
training service is to provide sufficient knowledge to the employees about the products and
services given by the company so that they have full information so that they can explain any
delays or improvements to the clients.
 On-the Job Training

Union group provides training by making the employee do the tasks they are expected to do, they
are trained by making them perform the actual tasks. Juniors and senior employees at the sales and
marketing department are given this training. Through on-the-job training, Union group makes
sure that the employees get an exact idea of their job and how they should deal with it. There are
times where conflict arises so the employees are also given training on how to handle the crisis.
They prefer the training type coaching or understudy in which senior employees are assigned for
the trainees.

 Off-the Job Training

Union also provides off-the-job training. Off-the job training is for the top level employees of the
organization. It can be helpful for the leading personnel of Union group who create direct impact
on decision making process of the organizational plans.

Implementation Process of Training and Development Program

The implementation of training and development programs are generally executed by three
major perspectives in Union group that are described below:

 Training Steps

This includes recording the result so that the managers can keep record of the employee
performance during the training and development activities. It also provides the stuffs and
equipment for the training and development programs.
 Result Evaluation
Result evaluation is mainly attempted by two major stages such as deciding whether the training goals
have been achieved, and considering how those results could be achieved more efficiently.

 Aids for Training


There are some common training aids used in the training and development programs such as
multi-media, overhead projector, white board and flip chart etc.

Performance Appraisal
Performance appraisal is completely managed and supervised under the strict guidelines of the
Organization. Union group has been trying to keep record about individual performance to identify
the best employees of the organization. The management also believes that performance appraisal
can help to find out the limitations of the employees and assist them to deal with it in order to
improve the overall organizational productivity. They also maintain a rating process to categorize
the performance level of the employees such as outstanding, very strong, strong, adequate, and
developmental. The evaluation for performance appraisal is mainly done by each employee’s
immediate supervisor so that it gives the best possible result about the individual performance.

Benefits Offered
There are many types of benefits offered by Union Group. We can categorize these benefits in
terms of three major types such as remuneration, reward and recognition and extra benefits.

A. Remuneration of Employees

Basic Pay: It refers to the basic salary ranges that are compatible with the job positions. It is
determined by managing board and recommendation of the managing director.

B. Reward and Recognition

Annual Best Employee Award: There is also an annual best employee award given in union
Group in relation to the best performed employee in a single fiscal year.
C. Extra Benefits
There are some other extra benefits that the employees of union Group can enjoy that are briefly discussed
below:
 Yearly Increment: All employees get this yearly increment such as Muslim employees
get bonuses for Eid-Ul-Fitr and Eid-Ul-Adha and employees of other religions get
bonuses on that time of the year.
 Provident Fund: Provident fund is basically referred to pension fund for the employees
who retire from Group. It will start up soon.
 Foods Subsidy: The Union Group employees also get a food subsidy on each working day
for lunch.
 Gratuity Fund: Gratuity fund is also given as a benefit plan. It is mostly a part of the
Salary an employee receives from the organization in ingratitude for the work the employee has
done for the organization

Leave System
There are few leave systems available for the employees who work in Union Group, those
leave systems are given below:

 Sick Leave or Casual Leave: Employees are allowed to take 12 days of


sick leave or casual leave in a single year.
 Maternity Leave: Female employees at Union Group get four months of
maternity leave during their maternal time.

IMPLICATIONS OF STRATEGIC MANAGEMENT


To implement strategic human resource management, HR Department of Union Group try to find
answer of three questions.
1. What are their strategic goals or aims?

2. What employee behaviors and skills do they need to achieve their strategic aims?

3. Which HR policies and practices will enable them to produce the necessary employee
behaviors and skills?
HR POLICIES OF UNION GROUP
There are different policies that HR of Union Group follows.
 Recruitment policy

They use internal and external both source to recruit employees. For external source, they give
Advertisement on bdjobs.com and different newspapers. But their focus is on bdjobs.com from
the higher level of management to entry level job they use bdjobs.com. Paper they use for their
entry level job for only higher level post.
They also attend different job fair to collect their employees.

For internal recruitment, they mainly focus on internal reference. They usually use internal
recruitment for sales employees. The team leader of a sales team can suggest employees of his
previous organizations or someone they know are good at sales to sort out their sales team.
For entry level job, they do not ask for any experiment. But for higher level post, they ask for 3 to
5 years of experiences.
 Components and benefit
Basic salary of the employees of Union group, depend on the level of responsibility of their job.
They have food subsidies for their employees what is mainly lunch. They give two festival bonuses
on two Eid. They get performance bonuses. There is a special bonus for the best employee of the
year. They select their best employees of the year using different factors like sales, performance
etc. Also, they give award to the best employee from the support department. They are working
on the provided fund system, soon it will be available for the employees. Union group also provides
loan and financial aid facility for their employees. Employees of Union group get 15 days of annual
leave excluding the holidays

 Performance Appraisal

They have some specific format to appraise their employees. They have paper forms where they
try to give review about their employees. They give emphasize on performance and dedication.

 Employee and Labor Relations


The Employee and Labor Relations function of the Human Resources Department is commonly
associated with matters such as investigations, counseling and disciplinary actions. Line
managers work with staff managers. The employee and labor of Union Group are friendly. They
follow participative leadership style. Every employee can five suggestions. Managers listen to
term and take decisions who will take decision depends on the level of decisions
 Workplace Diversity
Workplace diversity refers to the variety of differences between people in an organization. That
sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive
style, tenure, organizational function, education, background and more. Union Groups supports
workplace diversity. They take employees based on merits. Sometimes they take it based on
expertise, sometimes they consider both.

 Health, Safety and Security

Union Group consults with workers on work health and safety. They monitor workers health
and workplace conditions. They have insurance for their employees on health, safety and
security issue. They also have hospital facilities for their employees where employees get
discounts on hospital bills. They also train their employees to fight worst possible scenarios
like a earthquake.

 Training and Development


They usually train sales employees. They only use on the job training. To new employees, they
introduce their products, what will be their working policies, what will be their approaches etc.

Recommendation
In the recommendation proses we would like to express some recommendation for the union group
about Human Resource Department .They try to improve their selection process so they can attract
and get potential employee. union group provide confidential information to their employee if
employee get information about their work and product level of innovation that time they become
more motivated and increased their productivity .union group can provide foreign training and
establish high performance checker software so that they can easily appraise employees to select
the correct employee for the promotion .the last but not the least, they can increase the increment
for the employees to increase motivation
Conclusion

Human Resource management should be seen as a strategic function of an organization. It helps to build
a competitive edge for an organization by positively engaging its employees. Key ingredients of effective
Human Resource management are having in place an appropriate leadership style and effective two way
communications with employees. Union Group depends on its people because of their skills contribute
to achieving its business objectives. Within the union Group, every employee has a valuable role
to play. The emphasis is on helping individuals to work together. Workforce planning is the part
of this strategic process, which looks at the long-term needs across the organization. Personal
development plans enable every individual to grow both professionally and personally within the
business. They also help union Group to create a distinct and important competitive advantage
through selecting and developing highly motivated and skilled staff that are able to perform at
high levels. That time employees are more likely to be proud to work for their organization and
therefore will believe in and live out the values of the organization. In the perspective of
Bangladesh, the HRM of union Group is working great. But they are not the best. Still there are
several things that they can improve.

References
 http://www.uniongroup.com/

 https://en.wikipedia.org/wiki/Union_Group

 http://www.assignmentpoint.com/

 Personal meeting with HR executive – Saifur Rahman, Union Group Ltd.


Task performed by group members

Zayedul: Methodology, Background information about the company.

Zayedul & Tanvir: Introduction, Culture of interpersonal relationship, Training and Development.

Tanvir: Recruitment, Selection process.

Tanvir & Logic: Recommendations, Benefits offered.


Logic: Implication of strategic HRM.
Bhuiyan Amit: HR policies of Union Group
Zayedul & Tanvir: Executive Summary, Conclusion.
Shovie: Table of Contents
Our visit at UNION GROUP: