Introduce of HR Manager

Human Resource Management (usually referred to as HR) involves everything related to the
employer-employee relationship and is about supporting and managing the organizations
people and associated processes. Its seen as a core business function essential to the
organizations effective operation.
Most larger organizations in the public and private sector have their own designated HR
department, opening a broad range of companies and sectors to applicants. Recent years have
seen increasing numbers of companies outsource key elements of their HR functions. So,
opportunities within HR consultancies also exist.
HR is a very popular and highly competitive career with graduate schemes being among the
most oversubscribed. Your level of HR focus will vary from scheme to scheme, with some being
based purely within the HR department and others expanding candidate's experience to other
functions such as marketing, management and more.
HR has great scope for specialism and development within a particular HR function (e.g.
development, equality and diversity, recruitment and selection, etc.) and with specialism comes
extra responsibility and remuneration.

Academic Qualifications of Hr Manager

Human resource (HR) managers ensure employees receive the proper compensation and
benefits, oversee workplace safety, direct the maintenance of employee records, and manage
overall employee hiring, evaluation and labor relations. They also develop, implement and
oversee training programs or procedures. HR managers must stay up-to-date with policies that
govern employee rights, such as equal opportunity employment and sexual harassment. These
professionals work full-time in an office setting, although travel might be required for meetings
or recruiting events.

Area Activity Of Hr Department

New Focus HR has recently had the opportunity to recruit for a Human Resources Director for a
local client. The job is a fairly high-level HR position requiring in depth experience in all of the
functional areas of human resources. For those of you who are not familiar with the functional
areas they include: recruiting and staffing, benefits, compensation, employee relations, HR
compliance, organizational design, training and development, human resource information
systems (H.R.I.S.) and payroll. Many of you are probably saying to yourself, that is a wide array
of areas and requires someone to have accomplished a tremendous amount of work in their
career. My response to that is yes. Human Resource Generalists, as they are frequently
referred to, should have a wide variety of experiences in all the functional areas of HR, so that
they are better able to integrate all those functions in with the mission, vision and business
objectives of an organization. Here is a brief description of what each of those functional areas
may require of an HR Generalist.
Recruiting and Staffing The HR professional will work with the hiring managers within an
organization to develop an action plan for the hiring of a diverse workforce.
Benefits Coordination with the benefit brokers to annually review all employer-sponsored
benefit plans for renewal and compliance; conducting open enrollment educational meetings
with employees;
Compensation Assisting hiring managers with the writing and updating of job descriptions and
maintaining them annually; reviewing salary survey data to make sure that the company is
paying employees competitively within the market; maintaining internal hierarchy with regards
to pay; developing and maintaining a salary administration plan for the organization; making
recommendations with regards to pay, merit increases, salary structure maintenance, etc.;
Employee Relations The HR Generalist is one who maintains confidentiality with all
employment-related matters within the organization. He/she promotes an open door
environment with all employees and is an active listener to their needs and concerns without
projecting a bias opinion or taking ownership for their issue. He/she works with management
to proactively resolve employee relations issues, conducts investigations and makes
recommendations for resolution. He/she works with management to document disciplinary
actions and makes recommendation with regards to nonmonetary rewards and
recognition. The HR Generalist is actively involved in employee terminations and understands
the unemployment claim and appeal process. Most conduct exit interviews with terminating
employees and provide information with regards to the continuation of benefits after
employment.
HR Compliance The HR professional makes sure that the organization is compliant with all
employment-related laws and requirements from a federal, state and local perspective. This
may include making sure that the appropriate posters are posted and up-to-date; preparation
and maintenance of all employee policies within the employee handbook; employee file
maintenance; Employment Eligibility and Verification Form I-9 maintenance; and completion of
all verifications of employment, reference checks, etc. for past and present employees.
Human Resource Information Systems (H.R.I.S.) and Payroll Continually reviews the needs of
the organization with regards to payroll and H.R.I.S. vendors and evaluates the needs for
upgrades, new systems, etc. Understands payroll laws and can process payroll and utilize the
H.R.I.S., fully

job nature and job responsibility of HR manager

Human Resources Manager Job Responsibilities: Maintains and enhances the organization's
human resources by planning, implementing, and evaluating employee relations and human
resources policies, programs, and practices.
Human Resources Manager Job Duties:
Maintains the work structure by updating job requirements and job descriptions for all
positions.
Maintains organization staff by establishing a recruiting, testing, and interviewing program;
counseling managers on candidate selection; conducting and analyzing exit interviews;
recommending changes.
Prepares employees for assignments by establishing and conducting orientation and training
programs.
Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job
evaluations; preparing pay budgets; monitoring and scheduling individual pay actions;
recommending, planning, and implementing pay structure revisions.
Ensures planning, monitoring, and appraisal of employee work results by training managers to
coach and discipline employees; scheduling management conferences with employees; hearing
and resolving employee grievances; counseling employees and supervisors.
Maintains employee benefits programs and informs employees of benefits by studying and
assessing benefit needs and trends; recommending benefit programs to management; directing
the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding
benefit contracts; designing and conducting educational programs on benefit programs.
Ensures legal compliance by monitoring and implementing applicable human resource federal
and state requirements; conducting investigations; maintaining records; representing the
organization at hearings.
Maintains management guidelines by preparing, updating, and recommending human resource
policies and procedures.
Maintains historical human resource records by designing a filing and retrieval system; keeping
past and current records.
Maintains professional and technical knowledge by attending educational workshops;
reviewing professional publications; establishing personal networks; participating in
professional societies.
Completes human resource operational requirements by scheduling and assigning employees;
following up on work results.
Maintains human resource staff by recruiting, selecting, orienting, and training employees.
Maintains human resource staff job results by counseling and disciplining employees; planning,
monitoring, and appraising job results.
Contributes to team effort by accomplishing related results as needed.
Human Resources Manager Skills and Qualifications:
Hiring, Human Resources Management, Benefits Administration, Performance Management,
Communication Processes, Compensation and Wage Structure, Supports Diversity, Classifying
Employees, Employment Law, Laws Against Sexual Harassment, Organization

promotional criteria for HR manager

Promotion is the appointment of existing members of staff to another post or office at a higher
grade than the one previously held. This may be the result of either a successful application for
an advertised vacancy, or, where appropriate, personal promotion.
Academic staff
An annual exercise is conducted to consider applications for promotion to the office of
Professor, Reader, or Senior Lecturer. The exercise requires submission of specified
documentation to support applications, which is then considered by specially convened
promotions committees. Each office has designated criteria and a baseline threshold against
which applications are evaluated. The exercise is highly competitive, and rigorous prioritisation
takes place. Not all candidates achieve promotion in any exercise
Academic related staff
Progression to a higher grade, other than by means of a successful application for an advertised
vacancy, occurs only where the duties of the underlying role have changed enough to merit
regrading. The updated role description (form PD33) is assessed by Human Resources using the
HERA role analysis scheme to determine the new grade. Details of the scheme are published on
the Human Resources Division website.
Contract research staff
Promotion within the scope of an existing research project requires a recommendation,
supported by the research sponsor and head of institution, that the responsibilities undertaken
by the member of staff matches the generic role profile for the higher grade. Promotion to
Senior Research Associate requires approval by the relevant Faculty Board.
In cases where promotion is sought to higher grades, evidence is needed of achievement
equivalent to the research/scholarship criteria used to consider applications for promotion to
the equivalent grades of Reader (Principal Research Associate) or Professor (Director of
Research).

Unilever Bangladesh organizes Digital Week

Unilever Bangladesh Limited has organized Digital Week 2017 for its employees, a fiveday
activity program to build knowledge about the digital world as well as building up technological
capability.
Farhan Qureshi, Managing South Asian Frontier Markets at Google, Yasir Azman deputy CEO
and CMO of Grameenphone, Jakaria Swapan, founder and CEO of Priyog, Wasim Alim, founder
and CEO of chaldal.com, were few among the many domestic and foreign speakers who have
highlighted the importance of modern technology and its proper use in this five-day workshop.
Technological companies like Google, Daraz, chaldal.com, Eskimi, Robi, SSD tech, e-courier,
Priyo.com and others demonstrated their various services and capabilities.
In the closing ceremony, State Minister for ICT Zunaid Ahmed Palak said that new innovation
amd ideas in digital technology initiated by companies like Unilever will help Bangladesh
transform digitally as a nation. Kedar Lele, Chief Operating Officer of Unilever, said Unilever has
connected with leading technology start-ups of the country to showcase their products and
innovations, as well as invited renowned speakers from leading tech organisations in
Bangladesh and abroad.

Careers
A job at Unilever is a career made by you, with development opportunities, benefits and a
working culture that embraces diversity. So whether youre looking for an internship, graduate
opportunities, or a job opening to progress your professional career, at Unilever you can shape
your own path as you work with the brands and people that drive our sustainable business
growth.
Contact us
Get in touch with Unilever, find specialist teams and office locations around the world.
If you have an enquiry about jobs or products, please select your country from the map below
to view country specific contact options.
Our brands

Unilever makes and sells products under more than 400 brand names worldwide. Two billion
people use them on any given day. Here is a selection of our top brands, available in many
countries, along with the stories behind them.
Unilever product list in Bangladesh

These brands have annual sales of one billion euros or more:[1]

Axe/Lynx
Blue Band[2]
Dermalogica
Dove
Flora / Becel
Heartbrand
Hellmann's and Best Foods
Knorr
Lipton
Lux
Magnum
Omo/Surf Excel/Persil
Rexona/Sure/DegreeShield
Surf
Sunsilk