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A manual that gives HR policies of an organization along with a wide overview of different HR
procedures such as work force planning, enlisting, pay packages and profits, grooming,
employee governance, etc. is called an HR manual. It is usually fashioned for internal use in the
HR department only. An HR manual ought to result in the succeeding level of justification,
wherever necessary. HR manuals are complete compilations of policies and procedural
corroborations relevant to employees within the organization. The content of these manuals is
not to be interpreted as the policy but it is to be utilized along with the HR policies formulated by
the Department of Human Resource Management. The HR manual of any organization is
formulated to enable the managers and supervisors to accomplish the human resources
obligations meted out to them efficaciously. This is done by supplying parameters and guidance
for making decisions, along with supplying all staff members with user-friendly and
approachable data. HR manuals are usually developed and revised by Human Resources
Departments of various companies.
The HR manual usually deals with the company policies regarding the following areas of
operation. These include ways and categories of hiring support staff and academic staff,
guidelines for fixed-term employment, policies for selection and recruitment, position
descriptions, working hours of main and support staff, guidelines for annual leaves and sick
leaves and other forms of leaves, salary packages for the various positions, guidelines to staff
grievances, etc. Along with these, the other things such manuals deal with are: Selection and
Recruitment, Methods of employment and working hours, Flexibility of employment and
development of staff, Opportunity for equal employment, Superannuation and remuneration,
Leave, Safety and occupational health, Disciplinary procedures and termination of employment,
and other employment related provisions.
1.0 HR Planning
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Resource Information System (HRIS). We will also use it. SN Apparel Ltd
will customize its HRIS program through best possible programmer to
keep a sound record of it.
External: Now HRIS can be applicable if we do internal recruiting.
While doing external recruiting, we will have to forecast the external
supply of market. Here we will consider the labor market, which means
the area from which an employer typically recruits to fill a position.
This area varies according to the type of job being filled. Labor markets
are based on: skills and geography .So SN Apparel Ltd. will consider
both of them.
1.1 HR Recruitment
It is obviously essential for any organization to have properly skilled and
experienced staff to run the organization smoothly and successfully. Right
person in the right place is as critical as other required resources (land,
capital, facilities, etc) for the success of an organization. And this triggers the
necessity for recruiting new employees from time to time. This section of the
manual outlines the process for recruitment.
1.1.1 Authority of Recruitment
As per Company rules, Appointments to the services of the employees
excluding the Managerial post shall be made by the department head with
the consultation of HR department. All other appointments (CEO, Directors of
different departments) shall be made by the Managing Director and
Chairman of the Company.
1.1.2 Recruitment Requirements and Procedures
HR requirement
within the organization is determined as per Manpower
Evaluation/ Manning due to turnover, promotion, retirement, new business
strategy, etc. SN Apparel Ltds philosophy is to retain and develop the in
house talents and hire the best performers in the industry. If there is any
shortage of manpower in any department or when a new project requires
additional staffs, the project director/ or the department head informs HR
department about the vacant positions.
Vacancies are announced at different ways based on the employee needed
for the vacant posts. Such as, in the concerned organization, there are
several categories of workers as follows---
Permanent - who are paid salary and able to avail the leave like earned
leave, casual leave, they will be evaluated based on their performance
and will be considered for promotion, training or termination.
Temporary who do not get monthly salary, rather they get wages per
month on the basis of contract
Casual No work, no pay.
Probationary They are given a specific period to work for the
company which is known as probationary period. After the probationary
period they will be permanent if their performance satisfies the
management. During this period they get salary as per the contract.
Managing Director
Executive Director
General Manager
Factory Manager
Production
Manager
Accounts Manager
Marketing
manager
Maintenance &
Store
Floor or Section in
charge
Accountant
Marketing Officer
Personal Security
Supervisor
Personal Security
Executive
rding and
Do you have what it takes to crave a long, rewa
firm of
successful career in the most creative advertising
Bangladesh???
SN
Apparel
SN Apparel Ltd is the leading RMG firm in Bangladesh working for last
ten
years as a means to provide the highest quality creative results that
s
Communica
tion skill
Fresh
gradu
ate
Flexible
working under
pressure
Relationships
Reports To: Immediate Supervisors
Supervises: NIL
Works With: Immediate supervisors and co-workers
Outside The Company: Government legislation officers and third
party organizations
Job Summary
The applicant must posses good communication skill in both Bengali and
English. Have a good negotiation skill. The candidate must have good
knowledge on the basic segments of business. Ability to work under
pressure. Must be willing to build or develop his career in the organization.
Responsibilities and Duties
Leadership and motivational skills are vital to success in this role.
It is an advantage in this role to be able to cultivate meaningful
interpersonal relationships.
The creation of a positive and friendly work environment is expected of the
job holder.
The ability to participate naturally and willingly with others is a distinct
advantage.
Influencing and motivational skills are a critical requirement in the role
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The results of the completed job profile suggest that the competencies
required by the jobholder should include the ability to:
Provide optimum levels of leadership, if required, encouragement, training
and support in order to help others achieve their results and meet their
budgets.
Generally motivate people to give their best results, praising them when
things go well and apprising them of improvements which can and should be
made.
Encourage others to communicate effectively and efficiently at a level that
is understood by all thus developing a culture of participation and
involvement.
Create a network of contacts across various disciplines that provide advice
on what
Resources are available both within and outside the organization.
Focus and drive to achieve targets, budgets and results.
Continually seeks out opportunity, practicing and encouraging a culture of
strategic
excellence.
Be firm and persistent when expressing views and provides thoughts and
ideas to overcome problems once the situation has been properly debated.
Bring a sense of urgency to situations, demonstrate an active approach, be
willing to get involved in order to increase the pace and achieve goals and
objectives.
Authority
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Job Specification
Educational Requirements
N/A
Knowledge Requirements
Self confident
Politeness
Good interaction
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SN APPAREL LTD
Written exam for management trainee
Full Marks: 10 Time 20mins
Date: 29-10-2010
______________________________________________________________________________
___________________________
Each question contains 1 mark.
1) Name Three popular International Brand of sweater companya)
b)
c)
2) Employees are the most important asset of the organization. (True or
False)
3) HR manual includes HR policies, forms, and procedures that are used
frequently in managing employees in an organization. (True or False)
4)
D. 48
E. None of the above
5) If a red house is made from red bricks and a blue house is made from
blue bricks and a pink house is made from pink bricks, what is a
greenhouse made from?
Ans.
6) What would you do if you are in charge of the accounts department,
and you found out that one of your close colleagues was stealing, what
would you do?
Ans.
7) Without using calculator, Divide 30 by half and add ten. What do you
get?
Ans.
8) Take 2 apples from 3 apples. What do you have?
Ans.
10) Write a brief notes what do you know about our company?
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Not so much
Very much
I am playful
1
Not so much
Very much
Not so much
Very much
Not so much
Very much
6
Very much
Not so much
Very much
Not so much
6
Very much
Dec
iv.
v.
vi.
vii.
Duties: You will be required to faithfully carry out such duties, exercise such
powers and comply with such instructions of the company in connection with
its business. During your employment, you will (except when prevented from
doing so by illness, accident or holidays) devote the whole of your time,
attention and skill during this companys business hours, and (insofar, as is
reasonable, having regard to the nature of your appointment) at other times,
when necessary, to the affairs of SNAL, and use your best endeavors to
promote its interest, and, this offer is made on this understanding.
Hours of work: The office hours of the company are as follows:
Sunday to Thursday
Lunch Time
9.00 am to 5.00 pm
1.0 pm to 1.30 pm
Non-competition: Except with written consent of SNAL, you will not during
the course of your employment be directly or indirectly engaged, concerned
or interested in any other trade, business or occupation whatsoever.
Conflict of interest: During your employment, you will not have any
financial interest in or derive any financial or other benefit from contracts or
transactions made by SN Apparel Ltd, with any third party, without disclosing
such interest or benefit to the company and obtaining its approval, thereto.
Confidentiality: You will not, either during the continuance of your
employment of thereafter, use to the detriment or prejudice of P&G, except
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in the proper course of your duties, divulge to any person any trade secret or
any other confidential information concerning its business or affairs, which
have come to your knowledge during your employment. In the event of
cessation of employment, for whatever reason, you will return to SNAL any
papers, documents, manuals, discs (including floppies or CDs) relative to the
Companys affairs which might be in your possession and acceptance of this
offer constitutes and undertaking that you will not remove or copy any such
information for subsequent use.
Your employment in the Company is subject to:
i.
Your physical fitness, for the determination of which you shall report to
our designated check-up centre in order to undergo the medical tests.
ii.
Your production of original certificates and other relevant documents
for verification and record purpose.
SN Apparel Ltd. Employees Code of Conduct:
On joining your employment, you are required to read and fully comprehend
the SNAL Employees Code of Conduct in its entirely. The Code addresses the
following areas: SNAL Mission, Ethical Standards, Compliance with Laws and
Regulations, Relationship with and responsibilities to SNAL, relation with and
responsibilities to customers, Protection of Business Assets and Information,
Respecting others, Misconduct, Insider Trading and Control.
You are required to adhere to all the requirements detailed in the Code and
sign and date the document in evidence thereof. In subsequent years, the
recruitment is for you to sign at year-end in acknowledgement of your
continuing understanding and adherence to the provisions of the Code.
Agreement Letter:
We shall be pleased to clarify any aspect of the contents of this letter. If the
terms and conditions of the offer as outlined above agreeable to you, please
signify your acceptance by signing, dating and returning to the enclosed
copy of the letter.
It is expected that you will join us on or before June 1st, 2010.
Finally, we would like to wish you well in the intended employment with P&G.
Thanking you,
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Yours sincerely,
--------------------------------------CEO and Managing Director
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On the day of the joining, the employee will be given a Joining Docket
which will contain the following:
Welcome Letter
Vision Handbook;
Employee Handbook;
Appointment Letter
Joining Forms
Confidentiality Agreement;
Joining Report; and
Personal Information Form.
On the day of joining of any new employee, the HR Department will open a
Personnel File for the employee. This file will contain all the documents
related to the employee.
4.1 Training & Development
Trainers: Who actually conducts the training depends on the type of training
needed and who will be receiving it. On-the-job training is conducted mostly
by supervisors; off-the-job training, by either in-house personnel or outside
instructors.
4.1.1 Training & Design Principles:
After selecting the employees SN Apparel Ltd. will arrange training and
development program in order to make its employees work in an effective
and efficient manner and thus achieve the objective of the organization.
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Off-the-job training
Formal courses- it can be accomplished either by self-training which
is facilitated by programmed instruction, computer-assisted instruction
and reading and correspondence courses or by others training, as in
formal classrooms and lectures.
Simulation- it presents participants with situations that are similar to
actual job conditions. Its a vestibule method in which trainees learn on
the actual or simulated equipment they will use on the job, but are
actually trained off the job.
On-the-job
Job rotation- job rotation thus provides employee exposure, the
extent of training and long run benefit it provides may be over stand.
Job instruction (JIT): step-by-step process is called job instruction
training.
Assistantship- assistantship involved full time employment and
expose an individual to a wide range of job.
4.1.2 Training Need analysis
Training needs analysis process is a series of activities conducted to identify
problems or other issues in the workplace, and to determine whether training
is an appropriate response.
The needs analysis is usually the first step taken to cause a change. This is
mainly because a needs analysis specifically defines the gap between the
current and the desired individual and organizational performances.
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employee the greatest amount of troubles and how this trouble can be
reduced through better training.
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6.0 Compensation
COMPENSATION
COMPENSATION
FINANCIAL COMPENSATOIN
FINANCIAL COMPENSATOIN
DIRECT PAY
DIRECT PAY
SALARY
SALARY
INCENTIVES
INCENTIVES
MERIT PAY
MERIT PAY
BONUS
BONUS
GRATUITY
GRATUITY
PROVIDENT FUND
PROVIDENT FUND
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Fixed
600-3000 tk
Maximum 40%
Salary
of
the
Basic
Salary(Tk)
150000.00
100000.00
70000.00
32000.00
35000.00
32000.00
28000.00
16500.00
16000.00
15000.00
10000.00
80000.00
12000.00
Incentives:
i.
Merit Pay / Increment :Employee may get Merit or Performance
award individually by salary increment once or twice in a year.
ii.
Bonus: Every employee will get incentive (Bonus) for the festival for
Once or twice in a year which is equivalent to one months basic
payment considering employees one year service record which does
not raise the employees basic pay permanently.
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during the holiday, then the company has to give 2 days full payment
and 1 alternative holiday according to the 118(3) law.
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Dated: 07-11-10
To
Mr. X
Sr. Officer- Production
ID No- 30053
SNAL.
Mr. X,
It has been reported that on 17 th instant at about 9.00pm while you were in
B Shift duty, a delivery was made & processed without proper document
under your supervision, which shows your negligence to duty. It is normally
kept a record of every delivery, but record of No- 15 delivery was not kept
accordingly that is an example of unprofessional behavior to your parts too.
Your act is an example of violation of discipline & rules of the company that
amounts to gross misconduct under section 23 of the Bangladesh Labor
Code- 2006.
Under the circumstances, you are hereby asked to explain your conduct
within 07 days of receipt the letter as to why appropriate disciplinary action
will not be taken against you.
Since your act amounts to gross misconduct and your presence in the factory
is detrimental to the interest of the company, you are hereby suspended
pending enquiry.
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Step -2: If the answer of the Show Cause is not satisfactory, the letter of
forming enquiry committee on any case shall be issued to the enquiry Officer
to be presented on the enquiry session of the accused employee. And a
sample letter of forming enquiry committee is as follows---
Date: Nov19,2010
To
Mr. X
Enquiry Officer
SNAL.
Sub: Domestic Enquiry.
Mr. Y,
You are hereby advised to conduct Enquiry as the response to the Show
Cause issued to Mr.X (Sr. Officer) of kneet manufacturing unit, dated on 19 th
Nov, 2010 has not been found satisfactory. The enquiry against the charge
brought him will be held on 29th instant (Wednesday) at 11.30 am in the
Conference Hall of the factory.
At the time of conducting enquiry on 29 th Nov, 2010 in the conference hall,
your act will be as an Enquiry Officer. At the enquiry the accused will be
given full opportunity to defend his case.
In case of his failure to appear at the enquiry on the stipulated date & time,
the enquiry will proceed ex- prate.
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CC:
General Factory Manager
Office Copy
Personal File
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Step-4: If the accused employee is found doing the same mistake again, s/he
shall thereby be issued with a suspension letter. A sample suspension letter
is as follows--Dated: Dec 05, 2010
To
Mr. X,
Sr. Officer- Prod,
SNAL.
Sub: Suspension.
This refers to the Show Cause notice dated 19-11-10 issued to you for
Misconduct (Negligence of duty) and the subsequent domestic enquiry held
into the charge on 29-11-09.
During the proceedings of the said enquiry you were given full opportunities
to defend your case. After careful consideration of the records and findings of
the Enquiry Officers, we have found that the charge of negligence of duty- a
case of misconduct brought against you has been proved sufficiently.
We have also scrutinized your past records and did not find any extenuating
circumstances by which the gravity of offence could be reduced. Rather it
was found that you committed the similar types of misconduct on a number
of occasions in the recent past for which you had been verbally asked to be
more careful. Moreover, you were also warned to refrain from such activities
but no improvement has been observed in your conduct.
In view of the above facts and circumstances, we would have been justified
in taking extreme/drastic disciplinary action against you. However, with a
view to giving you the last opportunity to rectify your conduct, it has been
decided to suspend you as a measure of punishment. Accordingly, you are
hereby suspended for 07 days for the period of Dec 5, 2010 to Dec 7, 2010
without any wages.
Please take a final note of warning that, if you are found to be guilty of such
or any other misconduct in future, we would not hesitate to inflict upon you
the extreme punishment, if so warranted by the facts and circumstances of
the case.
Yours truly----------------------------Manager-HR & Admin
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SNAL
CC:
All Concerned Officials
Step-5: If the accused employee is found doing the same mistake again yet
after the suspension, s/he shall thereby be issued with a dismissal letter.
Dated: Dec 14,2010
To
Mr. X,
Sr. Officer- Prod,
SNAL.
Sub: Dismissal.
This refers to the Show Cause notice dated 19-11-2010 issued to you for
Misconduct (Negligence of duty) under section 23, Bangladesh Labor Code2006 and the subsequent domestic enquiry held into the charge on 29-1109.
During the proceedings of the said enquiry you were given full opportunities
to defend your case. After careful consideration of the records and findings of
the Enquiry Officer, we have found that the charge of Negligence of Duty- a
case of misconduct brought against you has been proved sufficiently.
We have also scrutinized your past records and did not find any extenuating
circumstances by which the gravity of offence could be reduced. Rather it
was found that you committed the similar types of misconduct on a number
of occasions in the recent past for which you had been verbally asked to be
more careful. Moreover, you were also warned to refrain from such activities
but no improvement has been observed in your conduct.
In view of the above facts and circumstances, we have to justify in taking
drastic disciplinary action against you. Accordingly, you are hereby dismissed
from your service w. e.f 14-12-10.
CC:
All Concerned Officials
Personal File
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