Académique Documents
Professionnel Documents
Culture Documents
On
Human Resource Planning (HRP)
Submitted to:
Submitted by:
Group- Provati
BBA 7th semester
Group members:
Tanvir Ahmed (0630)
Mazharul Islam (0619)
Mahabubur Rahaman (0618)
Halima bin-te Jaman (0617)
Solaiman Hossain (0608)
Shahanur Islam (0604
Dear Sir,
We, the students of BBA, Institute of Science and Technology, members of Group-
Provati, were asked to submit an Assignment on Human Resource Planning. Here we
select a Company named “Provatiphone” and submit this Assignment thereon.
The information related to our Assignment was available. However, we tried our best to
collect the information and represent our Assignment as realistic as possible based on
the collected information.
Dear Sir, it is necessary to mention here that it was the second analytical task for us. So
there may be some mistakes. We hope that you will take them as our mistake of learning
efforts. And we also hope that you will encourage us to conduct such study in future that
will improve our efficiency in professional career.
Yours truly,
Tanvir Ahmed
On behalf of
The group members of Group-Provati
BBA, 7th Semester
Institute of Science and Technology (IST)
Acknowledgement
First of all, we are grateful to our almighty Allah for keeping us able to conduct this
Assignment and to submit this paper at last.
Then we would like to thank Md. Delwar Hossain Khan our honorable teacher of
“Human Resource Management”, for encouraging us to conduct such an extra
curriculum activity as an essential part of our academic study and also for helping us by
providing necessary materials supportive to conduct the study.
Executive Summary
Being the largest cellular phone company in the country, Provatiphone has to have a
huge number of human assets. To deal with those gigantic numbers of employees
Provatiphone has a well-established Human Resource Division. They are 54 in number
and they are being divided In to four different department. The duties of Human
Resource Operation are to ensure the proper employee management after a person joins
in the Provatiphone family. Operation has five different units. Among those units,
Regular Employee Service ensures the service of regular employee. All the legal aspects
also being look after by Regular Employee service unit. Consisting of one deputy
manager, one regular employee, one contractual employee and one internee, this unit is
working hard to perform their duties and responsibilities. Externally Provatiphone
HUMAN RESOURCE division looks like a very powerful division. But Internally
there are some dilemmas. Some decisions that were supposed to take by HUMAN
RESOURCE, taken by the respective division. Internally Provatiphone most powerful
division are Sales & Distribution and Customer Management Division. For the
recruitment and selection process GP has a different department under HUMAN
RESOURCE division. Recruitment & Selection department. But S&D and CMD run
this process of their own. The problem is created by this lots of less qualified employee
are recruited and performance is below the standard. These types of employees are hard
to handle. HUMAN RESOURCE operation is facing problem to ensure the proper
employee service and motivation. HUMAN RESOURCE Operation has a tool name
IVC (Internal value Creation). HUMAN RESOURCE uses this tool to motivate the
employee. With this tool some internal values that are parallel with the organizational
vision, mission and value. Provatiphone has high salary levels that also motivate the
employee a lot. Overall Provatiphone HUMAN RESOURCE division is the most
active HUMAN RESOURCE division of Bangladesh among all Local Company.
To make an effective Human Resource Plan We
need to consider Those Matters:
Forecastin
g
Develop
Developing ing
Procedures/ Objectiv
Processes es
Develo Activities Develo
ping of ping
Policie Strate
s Planning gies
Taski
Budge
ng
ting Schedul
ing
Forecasting: Estimating and predicting future conditions & Events and
the needs & opportunities associated with them. Now our companies
Forecasting is given below:
We are taking this plan for the next year.
Now some other company try to give better customer service and to
meet that they are interested to get manpower from university mid level
student, this would be less cost able for them.
Our govt. also tries to use its own organization to give unique service
to the people and for that they demand a huge manpower.
Besides of that market condition is so good for business.
Now a days 4% potential customer transfer into customer. To meet
this demand we also need to get more
manpower.
By our Human Resources department, Surveyor & Marketing
department we try to get more reliable information about the predicted
environment.
Developing specific Objective:
increase the profit of the company.
satisfy the partners of the company
finding new customers by providing new attractable promotion
offer.
developing quality products and tools.
eliminate the non-profitable measures.
Get the 100% afford of existing staff.
Increase of 20% manpower of companies present strength.
To create a service-based company whose primary goal is to
exceed customer's expectations.
To increase our number of clients served by 20% per year through
superior performance and word-of-mouth referrals.
If we fail to achieve this goal then we changed our work style and
that’s would be customer oriented.
Besides of that we try to increase our present customer loyalty to our
company.
Tasking:
Job Analysis
Job Analysis is: the procedure through which you determine
the duties of positions and the characteristics of people to hire
for them.
Job analysis
2. Kindly list th e number of subordinates you supervise list their job title.
_____________________________________________________________________
3. Check the activities that are part of the employee's supervisory duties:
Training
Performance Appraisals
Inspecting work
Bu dgeting
Coach and/or counselling
Others (please specify)_________________________________________
6. Are you performing duties that you see as unnecessary? If so, please
describe:__________________________________________________________
_________________________________________________________________
Job Specification
Job Description
Ther
e is no standard format for writing a job description. However,
most descriptions contain sections that cover:
1. Job Identification
2. Job's Purpose
3. Responsibilities and Duties
4. Job Specifications
Recr
uitment Definition:
The process of discovering potential candidates for organization
vacancies, it requires forecasting and comparing labor supply and
demand.
Labor Supply: availability of workers with the needed skills
In the organization (internal labor marker)
Outside the organization (external labor market)
Labor demand: number of workers an organization needs.
Recruitment
Internal VS external:
Moral:Internal builds morale, external creates resentment
Learning Curve: Internal candidates already familiar with
organization, external not.
Knowledge of candidates: internal candidates are better known
Skills: Internal perpetuates old ways of doing things are
perpetuated; external brings new ideas, connections. External
candidates may have more skills than internal candidates.
Expense: Internal less costly than external.
Selection
Interviews
Interviews are extremely important in the selection
process because of the information exchange they allow.
It is a time when both the job applicant and potential
employer can learn a lot about one another.
However, interviews are also recognized as potential
stumbling blocks in the selection process .
sometimes interviewers ask the wrong things, sometimes they
talk too much , sometimes the wrong people do the
interviewing , and other times the interviewer falls prey to
personal biases and makes a judgement that fails to fully
consider the applicant's capabilities.
Employment tests :
Testing is often used in the screening of job applicants .
Some common employment tests are designed to identify
intelligence, aptitudes, personality, and interests.
Whenever tests are used and in whatever forms , however
, the goal should be to gather information that will help predict
the applicant's eventual performance success.
Like any selection device , an employment test should meet the
criterion of validity and measure exactly what it intends to
reative to the job specification_ for example , written
communication skills or manual dexterity. It should also meet
the criterion of reliability by yielding approximately the same
results over time if taken by the same person . Any
employment test used in the selection process , furthermore ,
should be legally defensible on the grounds that it actually
measures an ability required to perform the job .
Physical Examinations :
Scheduling:
In previous our planning achieved 80% success, so for that we
need to careful about our current planning.
This plan needs minimum 10 months.
Maximum can take 12 months.
Budgeting:
To implement this plan we need finance properly. Most part of
this finance we get from retained earnings of the company.
Other finance would be getting from sale new share.
Developing process:
In future we need to expand our business and we try to collect
more capital by sale share. In this work we need manpower.
To get proper solution of that problem we use our survey
department and marketing department and human resource
department to job analysis and fix the number of required
manpower.
We also collect valuable advice from our previous HR
department Head and from Mother Company.
After six month we would be form a committee to evaluate our
plan and would be getting proper recommendation to solve the
fault of plan.
Then we take proper step by the recommendation.