HR Report 2

Company: ACI, RAK Ceramics, AAMRA Tec. and BGIC

Submitted To:
Faisal Wali
Senior Lecturer
North South University
Course: HRM 430
Section:01
Submitted By:
Tasnia Azmeri Madiha
ID:0930151030
Nahian Ahmed
ID:1020205030
Najmus Saaqib
ID:1120109030
Manon Chakma
ID:1120121030
2


Introduction:
In Bangladesh ACI, RAK Ceramics, AAMRA Technologies and BGIC are companies that are
operating their business for certain period and doing very good in their respective markets.
Among these companies all are local companies except ACI was previously an MNC but started
their operation as local from early 90s. Respectively they are trying to maintain their own HR
activities and they are trying to implement successful changes in relevant fields if needed. All the
firms has their own strong HR network that works for different HR related issues and tries to
settle problem if arises.
Bangladesh is a developing country with a very good growth rate and good growing GDP. Scope
of international business is widely open for the corporations. There are a good number of MNCs
entered into the market and trying to expand business in different sector of the market and
creating a very good and healthy competition for the local companies. In todays job market
those companies are doing well who has a rich HR policy for their employees because a good
HR policy is related directly to performance and motivation for the employees. The company has
good practice of HR they are facing less employee retention and producing good performance in
their relevant sector.
Methodology:
For this research we have used the secondary data collection process through direct interview of
the HR officials of the respective organizations. We went through a fixed questionnaire for all
the companies. Among the 4 companies two are producing consumer goods, one is providing
3

technological solutions and the other is an insurance company. From the questionnaire we tried
to find the related existing HR practices of the organizations. Here all interview data was
transcribed in the form of narrative stories. So that it helps the reader to compare between the
companies HR practice.

Here at first we have presented the data of the companies from different HR related topic and
then we compared those data within the companies.

Data of the companies:
About the organization:
Table 1: About the Organizations
Category


COMPANIES
ACI

RAK AAMRA
TECH.
BGIC
Main
Products &
services

Consumer
Good
Ceramics
goods and
tiles
Technological
solution
Insurance
Establishment
Year

1992 1998 1985 1985
Organization
type
Flat Tall Flat Tall
No. of
employees

8000(approx.) 1150(approx.) 450(approx.) 300(approx.)
No. of
Departments

SBU-4 2 3 7
Employee
turnover rate
Not given Not given Not given Not given

4


Findings:
ACI:
As an organization ACI Limited is flat in nature. The main managerial decisions comes from the
relevant departments. The company has different functional units and those are divided in main 4
SBUs. The mother organization was ICI- a British MNC and started as ACI in 1992. The
company has Approx. 8000 employees in different SBUs.
RAK Ceramics:
As an organization RAK is tall in nature means the main decisions come from the top
management. The company has many business but the functions are divided into two main
divisions; procurement and production. The company founded in the year of 1998. The total
manpower of the company is Approx. 1150.
AAMRA Technologies:
AAMRA Technologies is one of the leading technology solution providers in the country. They
are flat in nature having 3 departments along with 450(approx.) employees. They have started
their operation from 1985.
BGIC:
As an organization BGIC is tall in nature, so all major decisions are followed from top to bottom
as hierarchy of the management. The company is an insurance company and is in operation for
28 years. Its current employees are 300(approx.).
5

Recruitment and Selection:
Table 2: Recruitment and Selection
Category


COMPANIES
ACI

RAK AAMRA
TECH.
BGIC
Preferable
candidate
type
Internal and
External
External and
referral
External and
referral
Fresh
Graduates/interns
Main
attribute of
selection
Result, job
knowledge
Result, job
knowledge,
suitable
personality
Job
knowledge
and
convincing
ability
Result
Recruitment
source
Website,
Own portal,
social media
Website,
Own portal,
print media
Website Personal
approach and
reference
Type of
interview
Panel Panel Panel Panel
Number of
days for
selection
>7 days > 7 days 5-6 days < 1 month
Number of
steps in
recruitment
5 3 4 2
Time spend
in each step
Variable Variable Variable Variable
Media Own HR
dept.
Own HR,
consulting
firms
Own HR,
consulting
firms
N/A

Findings:
ACI:
ACI takes both internal and external candidates for recruitment depending on the situation and
job vacancy. The main criteria regarding the recruitment is the academic result along with the job
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knowledge. Other than that extracurricular activities and communicational skill is also
considered for marketing jobs. Company uses their own job portal, job websites and social and
professional media. The interview has 5 steps takes more than a month. Regarding the
recruitment their own HR plays the main role
RAK Ceramics:
Firm takes the external candidates as well as referral candidates for new recruitments. Result,
job knowledge and suitable personality, work experience play the vital role regarding the
recruitment. The firms own website, print media, job websites works as the source of job. The
recruitment process have 3 steps and the duration of the recruitment process is more than a
month. The interview is generally panel interview and the firms own HRD and consulting firm
work for the process.
AAMRA Technologies:
For recruitment AAMRA prefers external candidates having a sound technological background
and also referral candidates from other sources. Main criteria for selection is job knowledge and
convincing ability in interview. Job source or advertisement is website based. Candidates have to
pass through 4 steps for selection process. Mainly own HRD and other consultancy firms work in
recruitment process.
BGIC:
BGIC always select fresh graduates and intern because they believe those candidates are
energetic and can be transform into skillful employee to provide service. BGIC choose
candidates with good result from best universities across the country. Moreover they seek
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computer knowledge of candidate to run basic official work because they prefer computerize
work. BGIC do not use any media for job advertisement, but they prefer personal approach and
reference as a source of candidate. Furthermore BGIC has an interview board and panel
interview of candidate are taken. BGICs recruitment process is consist of written and viva and
whole recruitment process takes less than a month.
Training and Development:
Table 3: Training and Development
Category


COMPANIES
ACI

RAK AAMRA
TECH.
BGIC
After
recruitment
training
Yes Yes Yes Yes
Types of
training
Operational
and
instrumental
Operational
and
instrumental
Operational
and
motivational
External
Training/course
Training
period
6 months 3 months 3-6 months Variable
Training in
changing job
role
Yes Yes N/A Yes
Mentoring
facility
Yes Yes Yes Yes
Technological
up gradation
training
Yes Yes Yes Yes
OJT Yes Yes Yes No
Training
facilitator
HR/MDP HRD HRD External
Trainers




8

Findings:
ACI:
The Company has the facility to provide training for the employees after recruitment. The
duration varies up to 6 month depending on the situation. The firm provides training if there is
any change in job role. As it is a production based firm so there are training facilities if there are
any technological updates. The firm also provides on the job Training for the employees. The
HRD are the facilitator of the training by Management Development Programme.
RAK Ceramics:
RAK provides training after recruitment on relevant field. The training can extend up to 3
months based on requirement. During the training period the new recruits get help from mentors
and the new recruits are considered as Under Training Officers. OJT is also available and the
trainings are facilitate by the firms HRD.
AAMRA Technologies:
AAMRA has the facility of training after recruitment. These training are mainly operational and
motivational in nature. The training period varies up to 6 month as per requirement of the
employees. They have the mentoring facility for new and OJT for existing employees. Firms
own HRD facilitates these trainings.
BGIC:
BGIC do not train internally its employee after recruitment, rather they send them to different
institution for training and courses which are related to their job role. So, there is no specific time
9

period of training. However they are considered as UTO (under training officer) and senior
employees guide them. Moreover they upgrade their technological field. BGIC do not provide on
the job training.
Promotion System:
Table 4: Promotion System
Category




COMPANIES
ACI

RAK AAMRA
TECH.
BGIC
Variables of
promotion
Performance Performance
and service
age
Performance Performance
Changing of
job
responsibility
after
promotion
Variable No Variable Variable
Main
authority
regarding
promotion
CEO Department
head
BOD CEO and
MD
Job rotation
after
promotion
Variable No No No

Findings:
ACI:
Regarding the promotion the main factor is the performance. Changing of job responsibility is
present but that is within the organization. The CEO is the main authority for the promotions.
Sometimes there is rotations of job but mainly in the administrative sector.
10

RAK Ceramics:
In RAK both performance and the service age are variable for promotions. The promotions are
ACR based. The main job responsibility doesnt change but there are more responsibility added.
Departmental heads are the key for promotions. Job rotation is no present.
AAMRA Technologies:
In AAMRA performance is the key factor for promotions and other position up gradation.
Change of job responsibility may vary from time to time. The main authority for the promotions
is the BOD.
BGIC:
BGIC consider only performance as a tool use to promotion of employee. In addition they have a
policy of double promotion for superior performance and efficiency of employee. After
promotion their employees key job does not changes in all case. CEO and MD choose employee
for promotion.
Salary and other Benefits:
Table 5: Salary and Benefits
Category


COMPANIES
ACI

RAK AAMRA
TECH.
BGIC
Salary Fixing
scale
Job position Job position
and job role
Job position
and job role
Job position
and job
description
Increment
rate
Not fixed 20% Variable Varies on
performance
Increment
period
Yearly Yearly Yearly yearly
11

Other
benefits
Yes Yes Yes Yes
Access to
company
share buying
Yes Yes Yes Yes
Retirement
facilities
Yes Yes Yes Yes
Profit sharing Yes Yes Yes No
Policy of
leave
encashment
Yes Yes Yes No


Findings:
ACI:
Salary is fixed by the key job position of the employees. Yearly increment facility is present but
that depend on different variable like performance, job responsibility, job position etc. Other
benefits like health insurance, leave, leave encashment, provident fund, gratuity, maternal leave,
profit sharing etc. are also present.
RAK Ceramics:
The salary is fixed by the job position and also the service age. The annual increment rate is 20%
of the basic salary. Increment period is yearly. Other benefits like health insurance, leave, leave
encashment, provident fund, gratuity, maternal leave, profit sharing etc. are present also.


12

AAMRA Technologies:
The salary and other benefits is fixed along with the job position and the job role. The increment
varies from key positions. Yearly increment is available. Other facilities like health insurance,
leave, leave encashment, provident fund, gratuity, maternal leave, profit sharing etc. are also
present. Company has a practice of profit sharing and leave encashment.
BGIC:
BGIC fix salary of employee by position and job description. Furthermore, they use pay scale
system which include basic salary, house rent and increment. They provide increment and
promotion on basis of performance, ability and experience like one increment yearly is for
everyone and two or three for good performers and promotion for best performer. In addition
BGIC provide group insurance, health insurance and parental leave as per as govt. rule.
Employee of BGIC can buy company share without any limitation but profit is only shared with
shareholder not employee. Also employee are allowed to take 15 days of sick leave, 10 days of
casual leave and 30 days of earn leave. As retirement facility employees are facilitate with
provident fund and gratuity. Policy of buying earn leave is subject to authorities.
Performance Appraisal:
Table 6: Performance Appraisal
Category


COMPANIES
ACI

RAK AAMRA
TECH.
BGIC
Employee
talent
programme
Yes Yes Yes Planning to
introduce
Facilities for
good
Fast
promotion/
Financial
facilities
Fast
promotion/
Salary
increment
13

performers better
increment
better
increment
and
promotion.
Frequency of
talent hunt
programme
Yearly Yearly Yearly N/A

Findings:
ACI:
The firm runs annual employees talent programme to find out the best performers from the
different SBUs. The best performers get accelerated promotions along with better payment or
better increment.
RAK Ceramics:
The firm runs talent programme mainly in their industrial level yearly. Here the better
performers are the people who are good in productions. The benefits are mainly financial.
AAMRA Technologies:
The firm runs employee talent programme annually to find superior performers in different
departments. The good performers have facilities like accelerated promotions along with better
payment or better increment.
BGIC:
BGIC evaluate the performance of the employee annually and with same performance evaluation
form. They provide reward as promotion sometime double promotion for performance appraisal.

14

Employee Motivation:
Table 7: Employee Motivation
Category


COMPANIES
ACI

RAK AAMRA
TECH.
BGIC
Types of
motivational
work
Variable Variable One to one
discussion
Bonus
Availability
of
refreshment
policy
Yes Yes Yes Yes
Kinds of
refreshment
policy
Picnic,
foreign trip,
social
gathering
Picnic,
others
Picnic,
others
Picnic, Iftar
party
Frequency of
refreshment
activity
Variable Variable Yearly Variable

Findings:
ACI:
Regarding the motivation there are motivational works like seminars or motivational training for
the employees. There are yearly picnics for the employees as refreshment. The high authority
might get trips in foreign locations. All these refreshment activities are variable except the
annual picnic. There are also social gathering for the employees and also for the workers in the
industrial level.


15

RAK Ceramics:
As the firm is mainly production bases so for motivational works there is counseling and also
motivational training is present. There are annual picnics for the employees for refreshment.
AAMRA Technologies:
The firm provides consultation for demotivated or less motivated employees. The motivational
works are mainly one to one discussion with higher authority. Other than that the firm has other
refreshment policy like social gathering, outing, and picnics. These refreshment activities are
take place annually.
BGIC:
As a motivation BGIC provide 2 festival bonus and 2 incentive bonus to all of their employee. In
addition they arrange annual picnic and Iftar party as refreshment facility also.

Occupational Safety and Health Administration:
Table 8: Occupational Safety and Health Administration
Category


COMPANIES
ACI

RAK AAMRA
TECH.
BGIC
Availability
of safety
measures
Yes Yes Yes Yes
Available
firefighting
elements
Water, Fire
extinguisher
Water, Fire
extinguisher,
dry ice
Water, Fire
extinguisher,
dry ice
Fire
extinguisher
Number of
fire exits
1/ Floor 2/ Floor 3/Floor Null
16

Fast aid
facility
Yes Yes Yes Yes
Fire drill
practice
1/ year 1/ 6 months N/A No
Precautions
for other
natural
disasters
Yes Yes Yes No

Findings:
ACI:
Proper safety measures are ensured in both admin office and in the industrial locations. For fire
safety there are water channels, fire extinguishers, sand bucket available. There are number of
fire exits in both locations. Annual fire drill is practiced in industrial sector with the help of
experts. In both locations Seismographic precautions are taken. Emergency vehicles are
available in case of emergency.
RAK Ceramics:
Proper safety measures are taken in both admin and industrial locations. Dry ice, water channels,
fire extinguishers are present in all the locations. Good number of fire exits are present.
Emergency vehicles are available in case of emergency. Has affiliation with local hospitals in
industrial site. Every year 2 fire drill is practiced in the firm.
AAMRA Technologies:
The firm provides a sound safety measures for the employees. There are fire extinguishers, water
channel, and dry ice facility in all the floors. There are 3 fire exits in each floor for emergency.
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Though fire drilling is not present but there are seismographic protection in the main
establishments.
BGIC: As health and safety measure they only have fire extinguisher as firefighting element and
fast-aid facilities and on demand doctor and ambulance for emergency.

Table 9: Comparison of HR Practices between Bangladeshi Companies



Category Companies
ACI

RAK AAMRA
TECH.
BGIC
Recruitment
& Selection

Job Vacancies
info.

From
Respective
Dept.
From
Respective
Dept.
From
Respective
Dept.
Department Head
Types of
Candidates

Internal and
External
External
and referral
External
and referral
Fresh Graduate/
Intern
Main
Attribute

Result, job
knowledge
Result, job
knowledge,
suitable
personality
Job
knowledge
and
convincing
ability
Result/CGPA
Sources of
External
Recruitment

Website,
Own portal,
social
media
Website,
Own portal,
print media
Website N/A
18

Interview

Panel Panel Panel Panel
No. of Days

>7 days >7 days 5-6 days >1 month
No. of Steps

5 3 4 2
Time Spend
on Steps

Variable Variable Variable Variable
Media Own HR
dept.
Own HR,
consulting
firms
Own HR,
consulting
firms
N/A
Training &
Development
Training
Period

6 months 3 Months 3-6 months Variable
Types

Operational
and
instrumenta
l
Operational
and
instrumenta
l
Operational
and
motivationa
l
External
Training/course

Help from
Mentors

Yes Yes Yes Yes
Probation
period

6 month 3 months 3-6 months 6 month
19

Training
During
Job Change

Yes Yes Yes Yes
Regular
Updates in
Technology

Yes Yes Yes Yes
Training
During
Up-Gradation
Period

Yes Yes Yes Yes
On Job
Training

Yes Yes Yes No(external
training and
courses)
Facilitate By

HR/MDP HRD HRD External Trainers
Promotion
System

Priority Performanc
e
Performanc
e and
service age
Performanc
e
Performance and
efficiency
Change of
Job
Responsibiliti
es after
promotion

Variable No Variable Variable
20

Promotion
Authority
CEO Dept. head BOD CEO and MD
Job Rotation Variable No No NO
Salary &
Benefits

Salary fixing
criteria

Job position

Job position
and job role
Job position
and job role
Job position and job
description
Increment
Scales

Variable 20% Variable Variable
Frequency

Yearly Yearly Yearly Yearly(good
performer twice or
triple)
others
Benefits

Health
insurance,
leave,
retirement
plans etc.
Health
insurance,
leave,
retirement
plans etc.
Health
insurance,
leave,
retirement
plans etc.
Group insurance,
health insurance,
parental leave
Allow to
Buying
Company
Share

Yes Yes Yes Yes
Percentage

No limit No limit No limit No limit
Retirement
Facilities

Provident
fund and
Gratuity
Provident
fund and
Gratuity
Gratuity Provident fund and
Gratuity
21

Profit
Sharing

Yes Yes Yes No
Same salary
Structure in
all
Department

Variable Yes Yes Yes
Buying
Earned Leave

Yes

Yes Yes No
Performance
Appraisal
Employee
Talent
Program

Yes Yes Yes Planning to
introduce
Same
employee
evaluation for

Yes Yes Yes Yes
Facilities for
performance
appraisal

Fast
promotion/
better
increment
Financial
facilities
Fast
promotion/
better
increment
Promotion(sometim
e double
promotion)
Employee
Motivation
Types of
Motivational
Facilities

Variable Variable One to one
discussion
4 bonus ( 2 festival
and 2 incentive
bonus)
22

Output of
motivational
work

Positive Positive Positive Positive
Refreshment
Policy

Yes Yes Yes Yes
Types of
Refreshment
Programs

Picnic,
foreign trip,
social
gathering
Picnic,
others
Picnic,
others
Annual picnic, Iftar
party
OSHA
Safety
Measures for
fire incident

Yes Yes Yes Yes
Types of
Firefighting
Equipments

Water, Fire
extinguishe
r
Water, Fire
extinguisher
, dry ice
Water, Fire
extinguisher
, dry ice
Fire extinguisher

No. of Fire
Exits


1/ Floor

2/floor

3/floor

No
Facilities for
First Aid

Yes Yes Yes Yes
23

Medical
Access
During
Emergency

Yes Yes Yes Yes
Practice
Firefighting
Drills

Yearly Half yearly No No
Pre Cautions
for Natural
Disasters

Yes Yes Yes No










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Summary:
From the survey we tried to find out the different aspects of HR practices in local organizations.
Over here some of the HR related issues are well practiced but few criterias are missing as these
companies are not MNCs. As local companies they are trying to set the standard with respect to
the Labor Law of Bangladesh. In this research we have tried to focus mainly on 7 HR topic.
Among the companies ACI and RAK Ceramics are directly related with production, so the
discussed topic are well practiced in both of the companies. They are trying to reduce time in
recruitment and also trying to implement skill based job system for the employees. For
recruitment they are focusing mainly on job criteria so that they can take the best possible person
for the job. AAMRA Tec. is a technology solution provider and they are mainly focused on web
based job screening process where as BGIC is an insurance firm, mainly focuses on extrovert
personality while selection.
The other discussion topic are more or less same for all the companies. All the companies follow
their own rule regarding the promotion, facilities, benefits, promotions or motivation. These
criterias are fixed from the companys internal authority. Sometimes they take help from the
external sources but that is not well practiced in these companies.
Regarding the safety issues all these companies are well prepared except BGIC is lacking in
some aspects. ACI and RAK have very strong safety measures in their industrial site. AAMRA
has well equipments in their office space for fire casualties. The main purpose of these
precautions are to reduce the casualties and all these companies are well prepared to do so.