HRM plan on AKIJ Group

1. Course Title: Human Resource Management
Course Code: HRM301
Section: 04
Date: 4/04/2018
Submitted To:
Ms. Bushra Sanjana,
Lecturer, Human Resource Management
School of Business
Submitted By:
Name ID
Md. Ali Ridwan 1510188
Fariha Tasnim Raisa 1611134
Kamrun Nahar Chaity 1610035
Saif Siam 1520923
Ruhul Iftekhar 1611133

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TABLE OF CONTENTS
Letter of Transmittal ....................................................................................................................... 4
Acknowledgement .......................................................................................................................... 5
EXECUTIVE SUMMARY ............................................................................................................ 6
Company Overview ........................................................................................................................ 7
Profile of Akij Group................................................................................................................... 7
Owners and Board of Directors ...................................................................................................... 8
Owner of Akij Group:.................................................................................................................. 8
Board of director:......................................................................................................................... 8
Companies of Akij.......................................................................................................................... 9
organogram of Akij group ............................................................................................................ 10
Mission, vision, goals and objectives of Akij Group.................................................................... 11
Goal........................................................................................................................................ 11
Objective ................................................................................................................................ 11
Products of Akij Group................................................................................................................. 12
Some essential function are performed by the AFBL as below: ............................................... 13
Morale, Ethics & Values............................................................................................................... 13
Requirement and Promotion Process............................................................................................ 13
Recruitment Process...................................................................................................................... 14
Employee Requisition................................................................................................................ 15
SALES :(TSM) ............................................................................................................................. 16
Sales Officer.................................................................................................................................. 17
Corporate: ..................................................................................................................................... 17
Factory .......................................................................................................................................... 18
Training opportunities for the employees..................................................................................... 19
Promotion Process ........................................................................................................................ 21
Incentives and benefits.................................................................................................................. 23
Salary:..................................................................................................................................... 23
Salary Payment:...................................................................................................................... 24

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Bonus:..................................................................................................................................... 24
Performance bonus:................................................................................................................ 24
Provident Fund & Gratuity: ................................................................................................... 24
Annual Increment:.................................................................................................................. 25
Travel and Transportation Allowance:................................................................................... 25
House Rent Allowance:.......................................................................................................... 25
Medical Facilities:.................................................................................................................. 25
Food and Snacks: ................................................................................................................... 25
Compliance ................................................................................................................................... 26
Compliance issues followed by Akij group in AFBL unit:.................................................... 26
Conclusion .................................................................................................................................... 28
Reference ...................................................................................................................................... 29

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LETTER OF TRANSMITTAL
April 4, 2018.
Bushra Sanjana,
Lecturer,
School of Business,
Independent University, Bangladesh.
Plot-16, Block- B, Aftabuddin Ahmed Road,
Bashundhara R/A, Dhaka-1229, Bangladesh.
Subject: Submission of report on the Human Resource Management of a manufacturing
company.
Dear Madam,
We would like to report that as you have requested and gave us the consent to work on the report
on Managing Human Resource Management of a manufacturing organization. This report is an
essential part of our course, and we have attempted our best to work on it precisely and earnestly
with the goal that we can make an instructive report.
From this report we can get a prodigious knowledge that may end up being valuable later on.
We thank you for all the help that made our report a win and managed in accordance with our
common hope.
Sincerely yours,
Md. Ali Ridwan
On behalf of the team

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ACKNOWLEDGEMENT
First and foremost, we would like to thank Allah, the Almighty for giving me the strength,
knowledge, ability and opportunity to undertake this report on time. The ultimate result of this
venture required a great deal of direction and help from numerous individuals. Whatever we
have done is simply because of such direction and help. We thank the School of Business of
Independent University, Bangladesh for giving us the chance to do this extend and giving every
one of us the help and direction we expected to finish the task.
We are likewise appreciative to our respective faculty Ms. Bushra Sanjana, Lecturer of Human
Resource Management, School of Business. We offer profound and earnest thanks to her whose
direction, support, proposal and useful feedback have contributed hugely to this report. We
additionally offer profound and genuine thanks to Akij Group for enabling us to visit their
presumed association and furnishing us with the information of the organization which hugely
helped us to complete the report.
To all relatives, relatives, companions and everybody who shared their help either ethically or
physically, thank you.

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EXECUTIVE SUMMARY
This report is submitted in limited satisfaction for the course Human Resource Management,
School of Business, Independent University, Bangladesh. This report was done to have a more
profound comprehension of Human Resource Management of an organization in a handy way.
Human Resource Management (HRM) is the term used to portray formal frameworks conceived
for the administration of individuals inside an association. The duties of a human asset chief fall
into three noteworthy zones: staffing, worker pay and advantages, and characterizing/planning
work. Basically, the motivation behind HRM is to augment the efficiency of an association by
advancing the viability of its representatives.
To comprehend the possibility of Human Resource Management and how the entire procedure
functions, this report is done on the Human Resource Management on Akij group. Akij Group is
one of the biggest conglomerates in Bangladesh with 50,057 employees. Akij group is founded
in 1950 and since then it has won 25 national achievements. Akij group now has 26 units. This
report describes and analyses the recruitment and selection process, training and development
process, compensation strategy and performance appraisal process of this company. This report
attracts thoughtfulness regarding the procedure of Akij Group of dealing with their HR in
productive way. This report likewise gives some conceivable proposals to enhance the way
toward dealing with the HR of the organization.
The report likewise examines the way that the investigation led has constraints. It doesn't cover a
portion of the procedure as it was impractical to gather all the data at the season of visit. The
level of privacy related with the organization's data handling has been a limit for completing the
arranged exercises. Work pressure in the office turned out to create time impediment for the
work of the assigned report.

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COMPANY OVERVIEW
PROFILE OF AKIJ Group
Akij Group - The Largest Group of Company in Bangladesh. The legacy of AKIJ GROUP is
over half a century old and over the years Akij has established itself as the full of confidence and
much revered industrial family of Bangladesh. Akij Group is one of the biggest conglomerates in
Bangladesh. It consists of 24 big concerns with diverse activities & different products. Business
expansion defines Akij Group's strong presence as a large Bangladeshi conglomerate, a move
that runs counter to jitters from global recession. Akij Group launched its venture as a small jute
trader more than 50 years ago. Since then it has been progressing with tremendous pace in the
industrial area of Bangladesh. A large number of people are employed by the group and cared for
as members of the Akij family. The non-profit concerns are also involved in sustaining
development of the country & for social welfare. The industries under this conglomerate include
textiles, tobacco, food & beverage, cement, ceramics, printing and packaging, pharmaceuticals,
consumer products etc. In 2009, Akij Group paid 390 million euros in tax, making it the biggest
local tax-payer, contributing two per cent to this nation's entire budget. Akij also provides
services in healthcare, information and communication technology. Its turnover in 2009 was 89
billion Taka.
The Group has plans for setting up more undertakings. The undertakings are as of now in
pipeline. Foreign financial specialists have indicated unmistakable fascination in joining with us
for joint endeavors. The issue is under our dynamic thought and will ideally soon develop. This
will likewise help the country's economy development and will make openings for work to
different experts.
Akij Group is also engaged with socio-social exercises. The Group has been working sizable
halfway house for nothing out of pocket in region town. The Group has additionally procured an
advanced mother and kids healing center beforehand possessed by Save the Children (UK). The
doctor's facility is being worked as a non-productive worry by Ad-Din Welfare Trust.
Akij Group was established in the 1940s by industrialist Sheikh Akijuddin as a jute trading
business, before moving into cigarettes and other areas of business. It has faced criticism for
employing child workers.

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CONTRACT ADDRESS:
Akij House, 198 Bir Uttam,
Mir Shawkat Sarak.
Gulshan Link Road,
Tejgaon, Dhaka-1208
OWNERS AND BOARD OF DIRECTORS
OWNER OF AKIJ GROUP:
Founder Chairman, Akij Group: Mr. Sheikh Akij Uddin
Chairman, Akij Group: Mr. Sk. Nasir Uddin
BOARD OF DIRECTORS:
Chairman: Mr. Sk. Nasir Uddin
Managing director: Mr. Sk Bashir Uddin
Director: Sheikh Jamil Uddin
Director: Sk Shamim Uddin

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COMPANIES OF AKIJ
 Akij Cables limited.
 Abrar Tours and Travels
 Ad-din Foundation
 Akij Automotive Industry
 AkijBiri Factory Ltd
 Akij Cement Company Ltd.
 Akij Ceramics Company Ltd.
 Akij Computer Ltd.
 Akij Corporation Limited
 Akij Food & Beverage Ltd.
 Akij Foundation School & College
 Akij Gas Company Ltd.
 Akij Gas Station Ltd.
 Akij Hotel and Resorts
 Akij Institute of Technology
 Akij Jute Mills Ltd.
 Akij Match Factory Ltd.
 Akij Motors
 Akij Particle Board Mills Ltd.
 Akij Pharmaceuticals Ltd.
 Akij Printing & Packaging Ltd
 Akij Real Estate Ltd.
 Akij Securities Ltd.
 Akij Textile Mills Ltd.
 Akij Wildlife Farm Limited
 AkijZarda Factory Ltd.
 Dhaka Tobacco Industries
 S.A.F Industries Ltd.
 Akij Foundation School and College (Uttara, Manikganj, and Mohammadpur)
 Akij Rice Mill Industry
 Akij Flour Mill Industry
 Akij Ceramics Ltd.
 Akij BIAX Films Limited.

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ORGANOGRAM OF AKIJ GROUP
CPO
Talent
Acquisition
Manager 2 Person
PM and
HRs
Manager 2 Person
OD
1 Person
Training
Manager 1 Person

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MISSION, VISION, GOALS AND OBJECTIVES OF AKIJ GROUP
In this period of large scale manufacturing, as it is difficult to emerge with one item, AkijGroup
centers on making the best in all sectors. Any organization's vision is really the fantasy to which
the organization dependably endeavors to achieve where it might end up conceivable or not. Akij
Group isn't something different. Expanding the business in the abroad and getting to be one of the
market pioneers globally are the dreams of Akij Group. The mission of Akij Group is to be the
market pioneer through their best exertion, reasonable and aggressive promoting system and the
buyers bolster. Presently they are in the situation of challenger and their vision centers around
those missions, objectives and goals which will make them ready to be the pioneer from the
challenger to the pioneer in the market.
Akij Food and Beverage Ltd (AFBL) a major name in Food preparing and showcasing sectors.
Akij Group started their adventure formally on 2006 with three items however inside this six
year organization ready to include part of items its lists. Akij Food and Beverage Ltd parts
territory result of visionary idea of Mr. Sk. AkijUddi and its proprietor is Mr. SK.Shamimuddin.
AFBL is an assembling kind of business and its fundamental items are CSD, Soft Drinks, Energy
Drinks, Juices, Dairy Products, Snacks, Chips, Drinking Water. AFBL makes a wide range of
Snacks and Beverage for both National & International showcase like Southeast Asia, Eastern
Asia, Middle East and Africa. AFBLis a venture worth $ 70 million and is subsidized by the
parental organization Akij Group. Its total annual deals volume is US $ 5 Million – US $ 10
Million. Its fare rate is 21%-30%.AFBL industrial facility is found 50 kilometers outside from
capital Dhaka in Krishanapura, Dhamrai. The industrial facility is over 100,000 square meters.
The aggregate quantities of employees are around 1200 individuals. What's more, among them
the quantity of R&D staff are over 50 people and number of QC staff are 21-30 individuals. To
bring the vision of this visionary entrepreneur into reality AFBL has been worked with most
present day working offices of European root for handling and pressing including aseptic filling
line which is lone example in the whole subcontinent.
GOAL
To accomplish advertise authority, productivity, great corporate citizenship and a feasible
development.
OBJECTIVE
The principle goal of the organization is to build the piece of the pie in related differentiated
Products in Bangladesh and to guarantee the potential clients of the quality and toughness of the
items.

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PRODUCTS OF AKIJ GROUP
Product Category Brand Name Size
Cola Mojo  150ml can
 250ml pet and can
 500ml pet
 1liter pet
 2 liter pet
Cloudy Lemon Lemu  150ml can
 250ml pet and can
 500ml pet
 1 liter pet
 2 liter pet
Clear Lemon Clemon  250ml pet and can
 500ml pet
 1 liter pet
 2liter pet
Energy Drink Speed  250ml pet and can
Drinking Water Spa  500ml pet,
 1 liter pet,
 2 liter pet
Juice Frutika
 Mango
 Red Grape
 Red Orange
 250ml pet
 1 liter
Milk Farm Fresh UHT milk  ½ liter tetra pack.
Malt Beverage Wild Brew  250ml can
Snacks Cheeky Money  15 and 30gm foil
pack
Cheese Puffs  15 and 30gm foil
pack
O’ Potato  15 and 30gm foil
pack

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SOME ESSENTIAL FUNCTION ARE PERFORMED BY THE AFBL AS BELOW:
 Product development
 Raw material sourcing
 Find out or create market for its product
 Price set up
 Packaging development
 Developing communication strategy
 Preparing sales forecast
 Maintain sales management in the field
 Keeping record of sales and stock
 Collection & analysis of competitors’ information
MORALE, ETHICS & VALUES
 Believing in quality and excellence in service
 Believing open communication, personal responsibilities, integrity, and active
participation
 Supporting the creative diversity and share of ideas
 Building culture of learning based on leadership, teamwork, accountability, and co-
operation
REQUIREMENT AND PROMOTION PROCESS
The way toward finding and procuring the best-qualified applicant (from inside or outside of an
association) for an employment opportunity, in a convenient and financially savvy way. The
enlistment procedure incorporates investigating the necessities of work, pulling in
representatives to that activity, screening and choosing candidates, procuring, and coordinating
the new worker to the association.

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The procedure given below will give a short thought regarding the way toward finding the
correct workers:
RECRUITMENT PROCESS
The selection procedure is critical in view of the generation and execution esteem organizations
get by making great contracts and the high expenses of supplanting workers following terrible
contracts
Employment Planning and Forecasting: Akij usues "Ratio
analysis" as their forcasting tools. They make forcast based on
the ratio between sales volumn and number of employee
required.
Building a pool of candidates: Akij Group uses both internal
and external sources of candidates. In Akij, "Promotion" is the
internal source and "Advertising" is the external source of
candidates.
Completing application Forms: Applicants respond to the
advertisement with application and demanded documents.
Selection Tools: Applicants first need to go through a
written/practical test. After that the final candidates will be
selected through viva by a "Standing Selection Committee"
Supervisor and other interview final candidates to make final
choices
Best qualified cadidates become Employees.

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The candidates are usually examined with varies of tests. The Akij group tests their candidates
with cognitive abilities, motor and physical abilities (Only for Territory Sales Manager),
Personality and interests (Cultural orientation), Current achievements (for freshers) and
experience (for senior candidates).
EMPLOYEE REQUISITION
Akij group has 3 type of employee requisition process. Each department recruits their employee
differently.
Sells Corporate
Factory

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SALES :( TSM)
Akij Limited designates a lot regional sales officers. Akij group’s recruitment process in sales
job is different and divided into some steps. To select a territory manager Akij limited some
steps as:
Walk-in Interview: This interview strategy is utilized to
lead interviews when the enlisting firm is needing to
procure in enormous numbers. Or on the other hand are
so edgy for good individuals that they are prepared to
filter any individual who can 'walk-in'. The quantity of
rounds of a meeting for the most part continue as before
Checking of papers: Collecting the certificate and
verification of the papers of the selected candidates.
Field Test: Akij provides 3 days of field test of the
selected candidates
Bike Test: After the field test has been taken. For only TSM,
the bike test is also required.
Written Test: A written test will be taken of the candidates
based on the 3 days field test.
Final Selection: After the written test, a few chosen candidates
finally gets selected as employees of the firm.

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SALES OFFICER
To recruit a sales officer Akij Group follows a regular steps of recruitment. Totally different from
the steps of recruitment of TSM. Some steps are given below how Akij Group recruit sales officer
CORPORATE:
To recruit in the corporate department of Akij Group. They follow some certain steps so that they
can get the best of the employees out of a pool of candidates. Corporate department fills in as the
principle base of tasks and fill in as the organization's fundamental workplaces for authoritative
and administrative staff, including key organizers, corporate interchanges, bookkeepers, legal
advisors, advertising staff, budgetary administration staff, the Human Resources Department, and
data innovation (examine) division. Corporate home office assumes liability for the general
achievement of the enterprise and guarantees corporate governance. It is once in a while alluded
to as the head office, which is where the administrators of a business work and where a
Advertizement in varies
online portals and
newspapers.
Interviewing the candidates: Akij
Group have unstructured way to
interview.
Selection

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considerable lot of the key business choices are made. For the most part, the corporate home office
goes about as a center when the business is working.
The steps of recruiting in corporate department has given below
What we can draw attention from these is that Akij Group focuses on 3 key things when it comes
to recruiting in corporate department. Demand, competency and culture.
FACTORY
Factory is a mechanical site, typically comprising of building and hardware, or all the more
generally a complex having a few structures, where laborers make merchandise or work
machines preparing one item into another. The process are a bit different from sales and
corporate different. Through it mostly follows the procedure of the corporate department.
Advertisement in different portals such as newspapers and online.
Interviewing the candidates: Akij Group have unstructured way to interview.
Using the right tools: Akij group uses varies of tools when it comes to assign a candidate into
a corporate department. First they examine the "Cultural Orientation" of the candidates to see
whether they match with the organization's culture. Secondly, they see the capability which is
to analyze the academic competencies. Thirdly, for fresher’s they see the other co-
curriculumactivities such as participating in business competitions and other events and for
senior position, the company requires the experience
Final Selection:In view of all data assembled amid the enlistment and determination process,
including list of references, interviews, test comes about, candidate evaluations, reference
checks, and the counsel of the choice group, choose which competitor best fulfills the pre-set
up necessities of the opening.

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TRAINING OPPORTUNITIES FOR THE EMPLOYEES
Training is a program that is designed to increase the technical skills, knowledge and efficiency
in the performances of employees in an organization. Employee training is equally essential for
the new as well as the current employees. As known as one of the largest Bangladeshi industrial
conglomerates, it has not always been easy for Akij Group with the training process of
employees but over the years the company has established certain methods in order to improve
the skills of their employees.
In Akij Group, Training is taken as one of the key roles behind the profit of the organization
which is why the department is handled by professionals who are experts in this field. Given
below are some of the benefits achieved due to training:
 Decreased Accidents: Employees are trained so less chances of errors or accident on the
job.
 Improved employee morale: Training increases job security as well as job satisfaction
of the employee which eventually results in less turnover and absenteeism.
 Declined supervision: As the employees are well trained so they know their
responsibilities and need less supervision.
 Promotion: Training makes employees proficient in several sectors, thus makes them
more eligible for promotion.
There are different ways methods of training followed by Akij Group in order to improve their
employee performance:
1. On-the-job Training (OJT) Method: This is the most common method performed by
Akij in which a trainee is placed on a specific job and taught the skills necessary to
perform within the workplace. Given below are certain OJT methods followed by Akij
Group for their employees:
 Job Rotation: In this method the employee is moved from one department to other in
order to gain experience and also see his level of expertise. For example when we got
the chance to talk to one of their employees, he said that firstly he worked in the
Finance department of Akij then for training him they later put him in the Brand
Management sector. However, after comparing his performance they again put him
on Finance as he was more efficient in that department and had productive results.
 Coaching: In this method, the trainee is place under a particular supervisor who acts
as a coach and provides feedback to both the trainee and the organization.
 Internship: In this method, instructions through theoretical and practical aspects are
provided to the trainees. For example, when we talked with an employee from the HR

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department, he said his job started in Akij with an internship program for 3 months
where he was responsible for recruitment database.
The advantages of On-the-Job training are:
 Flexible method.
 Less expensive.
 Trainee is highly motivated and encouraged to learn.
2. Off-the-job Method: This method is conducted in separate from the job environment for
the overall development of employees. Following are some of the techniques followed in
the organization:
 Role Play: In this case a situation is given to an employee asking him to assume
the role of a particular person and what he would do in that situation. He might
also be asked to interact with other employees with different roles. The whole
play also gets recorded and later on is showed to the trainee so that he can rate his
own performance. For example: An employee named Ali is a project manager and
supervises a team of 11 people. It is near Eid and he notices that within one day
the office supply cabinet has been conspicuously depleted of tape, scissors, and
packing materials. Other than him, the administrative assistant, is the only one
with the key to the cabinet. Now Ali will be asked to play the role and how he
would handle the situation.
 Case study method: The trainee is given a case to analyze and ask him to give
his opinion on what he would do on that given particular situation. This is done to
enhance the analytic ability of employees.
 Business games: Akij want their employees from every department to
communicate with each other so they provide them with certain games. For
examples, the organization takes its employees on picnic and over there they
divide the trainees from all departments into several groups and makes
themengage in activities to work together. This gives result in cooperative
decision making process.
3. Internal Training: Akij Group trains their employees with internal training as it is the
most cost effective solution and there are no travel or course payments as the training is
delivered by the HR division where they ask their employees to attend the session which
is usually offered by a coworker in an area of their expertise or by an outsider. However,
there is a downside which is the daily tasks have a negative impact and productivity level
may be reduced.
4. External Training: To help employees develop new skills extern al training is a must.
For example, Akij Group have their employees attend external seminars and conferences
which are delivered by professionals who are skilled not only at the subject of training
but also teaching.

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Akij Group measure the effectiveness of all these trainings by reviewing and doing an
evaluation on the performances of their employees who received a training and on those who
did not.
 Reaction: They measure how the participants reacted to the different types of
training.
 Learning: They compare to what extent the participants improved their knowledge
and skills after the training session.
 Behavior: Did the behavior of the employees change as a result of training?
 Results: The benefits the organization receive from the work of the employees after
the different training sessions.
PROMOTION PROCESS
Akij group's promotion policy exhibits the rules for progressing and advancing representatives
from inside their organization. Akij assemble needs to put resources into their workers and
reward the individuals who perform well.
This approach incorporates the procedure that chiefs must take after while advancing
representatives. Akij Group will convey this strategy to all workers to maintain a strategic
distance from perplexity about who ought to be advanced and when.Organizations have a
restricted pool of assets from which to grant raises and rewards, execution evaluations encourage
decide how to allot those assets. They give an approach to organizations to figure out which
workers have contributed the most to the organization's development so organizations can
remunerate their best performing representatives as needs be.

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The promotion process is given below:
Marks Rating
95-100 Extraordinary
85-94 Best
61-84 Better
41-60 Average
40 and below 40 Below Average
Table: ACR Marking and Rating
Who should do the appraisal?
In Akij Group most of the employees are appraised by their immediate supervisors.
Supervisor's appraisals generally clear and bodes well. The manager is more often than not in
the best position to watch and assess his or her subordinate's execution. The boss is
additionally in charge of the individual's execution
Appraisal Method
Annual Confidential Report (ACR)
Effective performance evaluation frameworks can propel representatives to enhance execution
as well as being vital for the execution of associations.
Appraising Performance Problem
Leniency or Strictness
Managers tend to rate every one of the subordinates reliably high or low, similarly as a few
educators are famously high or low evaluations
How Akij Group Avoid Appraisal Problem
Using the Right Tools
Akij Group uses the right tools based on several criteria. Availability and convenience are most
likely first. That is the reason graphical rating scales are still so prevalent

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INCENTIVES AND BENEFITS
Compensation is the most important part in any organization as it is one of the key factors of
dictation for all employees now-a-days. Therefore different organization holds attractive
compensation policy to uphold the dynamic employees to increase the productivity. Generally,
we can see two types of compensation system. One is financial and another one is non-financial.
Besides compensation company also provides benefits and incentives to their employees.
Therefore employees get motivated to their work.
Akij Food and Beverage Ltd. have been also offering lucrative compensation to their employees
for which their demand is up scaling now-a-days. One of the finest thing is that AFBL has
always tried their utmost to keep their best person else by ensuring the best pay scale comparing
with the competitors. Therefore the turnout ratio of employees of AFBL is so few. AFBL goal of
compensation is to concentrate on the certain activity or works done by the employees upon
which the compensation is sustained or scaled such as it has maintained a combination of cash,
benefits, retirement, perquisites as a total compensation package. There are several
compensation, incentive, benefit policies taken by AFBL. These are given below:
SALARY:
To compare with all other companies AFBL pays relatively standard level of basic salaries to
their lower level employees. It has been done due to grab the effective employees from the
market. This is the area in which AFBL has done fabulous job because now-a-days employees
are more concern of their basics. Moreover, AFBL used to survey its salary once in two year.
Based on situation and market they fix the basic salary to their employees. The best part is to
mention about AFBL that AFBL conducts performance evaluation twice in a year. According to
their evaluation they also review the salary. The overall basic structure of the employees varies
in different layers which are shown below:-

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Designation Salary ( BDT taka)
Assistant Officer (AO) 25,000
Junior Officer (JO) 32,000
Officer 38,000
Senior Officer 48,000
Junior Assistant Vice president (JAVP) 60,000
First Assistant Vice President (FAVP) 65,000
Assistant Vice President (AVP) 75,000
[National Pay Scale, 2015]
SALARY PAYMENT:
AFBL has standard salary payment system. Company pays employees through their bank
account. Employees get their salaries 2nd
week Sunday of the month.
BONUS:
Like the other companies, AFBL provides two festival bonuses to their employees. One is in
Eidul- Fitar and another one is Eid-ul-Azha. The bonus amount is the same as their basics. AFBL
also provides traditional day bonus which is Pohela Baishak and it is the 25% of their basic.
PERFORMANCE BONUS:
If AFBL makes profit, the employees will be entitled to 2% of pre-tax profit as performance
bonus. This bonus is like profit sharing. This bonus is contributed to the whole employees of the
company.
PROVIDENT FUND & GRATUITY:
The employees are also entitled with provident fund in AFBL. Actually 9% of the basic are
deducted from each employee for the provident fund along with this 9%, another 9% provided by
the company, total 18% is saved as the payment of provident fund. This fund is given to their

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employees at the end of their service. In addition AFBL also provides gratuity to their employees
which has a handsome amount apart from the basics.
ANNUAL INCREMENT:
There is a provision of annual increment of AFBL which is 10% increment based on the
performance. It works like a motivating factor for the employees to perform well. Therefore each
employee tries their best to make it happen for that they have to work effectively.
TRAVEL AND TRANSPORTATION ALLOWANCE:
The company also provides travel and transportation allowances to their employees. If any
employee travels any place in Bangladesh regarding company’s prospect. Employees also get
transportation allowance as well.
HOUSE RENT ALLOWANCE:
To their permanent employees who are in the managerial level company also provides house
rent. About 55% of their basic each employee in the managerial level gets as house rent. This
motivates the potential candidates in the market to work for AFBL.
MEDICAL FACILITIES:
AFBL has medical team to look after their sick employees for any medical assistance. Company
has also common room for taking rest. In case of serious issue company gives a lump-sum
amount for his treatment.
FOOD AND SNACKS:
Company gives the same quality and quantity of launch box to all their employees. Company
also gives one time snacks for the employees.

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COMPLIANCE
AFBL, being a major unit of Akij Group claims to have 100% compliance rate being one of the
largest conglomerate in Bangladesh. The legacy of AKIJ GROUP is over half a century old and
over the years the company has established itself as the full of confidence and much revered
industrial family regarding employee and work environment management. AKIJ group consists
of 24 big concerns with diverse activities & different products. Hence Compliance is a major
concern for the company. The standard compliance factors are maintained on a similar level in
all the units of Akij, of which AFBL is no exception.
In earlier times, there may have been absence of the concept with respect to our social practices
and national level laws. The company has been compliant to the Labor laws since introduction in
2006 and the amendment of 2013 in all 26 units throughout the country.
Akij has guaranteed wages and compensations according to the wages act for ALL 50057 total
employees, especially within the first week of each month.
COMPLIANCE ISSUES FOLLOWED BY AKIJ GROUP IN AFBL UNIT:
 Yearly audit done strictly, leaving little or no room for unethical actions and non-
compliance.
 Recruitments and sacking of employees are transparent and lawful.
 Working hours are generally 9-5 for blue collar and white collar employees. Overtimes
are duly paid to all units.
 Sick leave, maternity leave, and National holidays as provided for all employees.
 Even though the factory workers have limited flexibility compared to the white collars,
they may choose the shift to work by rotation or by choice when required.
 Employee salary basic is determined by semi-annual surveys resulting zero wage
discrimination.
 Additional Incentives and bonuses are provided upon services.
 Any sort of harassment, misdemeanor and violence is absolutely prohibited. All reported
incidents of such are investigated accordingly following company policy and code of
conduct.

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 All managers are trained in company policies and code of conduct in order to keep all
employees well informed of their rights and code of conducts.
 Occupational health and safety is an integral part to run AFBL. Health clinics (for
medical treatment/consultation) and semiannual fire drills are key to this issue where all
employees participate actively.
 All equipment are handled by employees only after they have completed and passed the
training phase.
 Any Disciplinary actions taken against employees are always conducted following the
Government Labor Law.
 Unit workers are members to and affiliates strongly with the Jatiyo Sromik League, Jote
and Federation to convey their demands and rosters to top levels, ensuring every
employee is heard.
 To sum up, AFBL targets to achieve ‘Absolute Compliance’ each year by utilizing
resources via properly trained and guided, very efficient Managers and employees in the
Human Resource Department.

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CONCLUSION
AFBL has an exceptionally effective human asset administration framework. This is the thing
that encourages them to remain reliable in accomplishing their creation objectives. Their human
asset administration framework empowers each individual representative to become both
professionally and by and by. In AFBL, each worker has a significant part to play. The
accentuation is on aiding and growing together. In any case, as we as a whole know, there is
nothing that is 100% exact. In this way, such as everything else, AFBL's human asset
administration framework isn't altogether exact, It has a few issues individually. By making
essential strides, the framework can be more effective and it will help the association and its
workers to create. Organizations like AFBL assume a noteworthy part in the industrialization and
improvement of the nation. A more productive human asset administration framework will help
AFBL on coordinating their needs.

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REFERENCE
o AFBL Brochure
o National Pay Scale, 2015