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Welcome to the
Case Study
Presentation
Prepared by:
Engr. Abdun Noor
Hermitage of Management & Standards
www.hmsuniversal.com
Attention for the viewer
 This case study was conducted in a furniture
manufacturing company in Bangladesh.
 Due to confidentiality and business strategy,
name of the organization has been erased from
the presentation.
 Anyone may use this presentation for learning
purpose or for further study without formal
permission of the author.
Hermitage of Management &Standards, www.hmsuniversal.com
Title of the
CASE STUDY
Human Resource
Management Practices at
______ Furniture Limited
Hermitage of Management &Standards, www.hmsuniversal.com
About _____Furniture Limited
 One of the leading furniture manufacturer in
Bangladesh
 Location of the factory:
___________.
 Total manpower:
485 (on 20 December 2016)
Hermitage of Management &Standards, www.hmsuniversal.com
Objectives of the Study
Major Objective:
 To examine and analyze the human resource
management practices at _____ Furniture Ltd.
Specific Objectives:
 To study the human resource planning process.
 To study the recruitment and selection process.
 To study the training and development process.
 To study the job evaluation and performance
appraisal process.
 To study the employee relation within the
organization and Grievance Handling process.
Methodology
Sampling:
 Data was collected through structured
questionnaire, organization visit and personal
interview.
 Sample size for this study was 100 for data
collection.
 Random Sampling Method was used for selecting
respondents for this study.
 With approval of top management, respondents
were selected in such a way that, it covers all of
the departments and functions of the organization.
Selection of interviewee
5
10
5
10
5 5
130
8
50
65
150
12 10
20
2
6
2 3 1 1
14
3
10 12
30
4 5 7
0
20
40
60
80
100
120
140
160
TopManagement
HR&admin
Compliance
Accounts
Security
IT
Sales&Marketing
Planning&development
Machinesection
Carpentry&Assembling
Lacquer
Upholstery
Packaging,finishing&quality
Distribution&delivery
No. of Total Employees No. of interviewee
Hermitage of Management &Standards, www.hmsuniversal.com
Percentage of respondents
Department/ function Name Percentage of respondent from the
employees from different functions
Top Management 40%
HR & admin 60%
Compliance 40%
Accounts 30%
Security 20%
IT 20%
Sales & Marketing 11%
Planning & development 38%
Machine section 20%
Carpentry & Assembling 18%
Lacquer 20%
Upholstery 33%
Packaging, finishing & quality 50%
Distribution & delivery 35%
About the Questionnaire
 Total 41 Questions
 Response parameters were
 Strongly Agree
 Agree
 Undecided
 Disagree
 Strongly Disagree
Hermitage of Management &Standards, www.hmsuniversal.com
About the Questionnaire
15%
17%
19%17%
17%
15%
Segmentations of the Questions
Planning of HR (6)
Recruitment & Selection (7)
Training & Development (8)
Job Evaluation & Perf. (7)
Grievance Handling (7)
Employee Relation (6)
Total 41
Findings of the Study
 Planning of HRM in the light of modern HRM: (6 Questions)
6%
11%
39%
25%
19%
Response of the Interviewees
Strongly Agree
Agree
Undecided
Disagree
Strongly Disagree
Hermitage of Management &Standards, www.hmsuniversal.com
Findings of the Study
 Recruitment & Selection in the light of modern HRM: (7
Questions)
30%
30%
17%
14%
9%
Response of the Interviewees
Strongly Agree
Agree
Undecided
Disagree
Strongly Disagree
Hermitage of Management &Standards, www.hmsuniversal.com
Findings of the Study
 Training & Development in the light of modern HRM: (8
Questions)
16%
19%
32%
19%
14%
Response of the Interviewees
Strongly Agree
Agree
Undecided
Disagree
Strongly Disagree
Hermitage of Management &Standards, www.hmsuniversal.com
Findings of the Study
 Job evaluation & performance appraisal in the light of modern
HRM: (7 Questions)
19%
26%
18%
17%
20%
Response of the Interviewees
Strongly Agree
Agree
Undecided
Disagree
Strongly Disagree
Hermitage of Management &Standards, www.hmsuniversal.com
Findings of the Study
 Grievance Handling in the light of modern HRM: (7 Questions)
22%
29%24%
14%
11%
Response of the Interviewees
Strongly Agree
Agree
Undecided
Disagree
Strongly Disagree
Hermitage of Management &Standards, www.hmsuniversal.com
Summary of the Findings:
 The organization has well defined vision, mission
and objectives, but employees are not aware due
to lack of proper communication.
 There is no well defined succession plan for
ensuring the right people at right places for the
tentative vacancies.
 Although 74% of the employees believe that, at
recruitment and selection, candidates are selected
based on the merit, yet about 26% have argument
about exitance of the practice of nepotism.
Hermitage of Management &Standards, www.hmsuniversal.com
Summary of the Findings:
 There is almost no practice of Induction Training of
the employees, especially for the employees directly
involved with the production.
 Although training need assessment is conducted only
for the few people of the managerial level, there is
no effect of TNA while planning and designing
training programs.
 Trainings are conducted (in a very limited number)
based on the random decision of the top
management. There is no structure method of
designing, developing and conducting training
programs.
Summary of the Findings:
 There is no culture of evaluating the effectiveness
of the training programs after conducting the
trainings.
 The organization has no well defined
performance appraisal system (frequency, method
etc.).
 During performance appraisal, only the
immediate supervisor provides feedback and top
management finalize decision. There is no option
for the subordinates or parallel colleagues.
Hermitage of Management &Standards, www.hmsuniversal.com
Summary of the Findings:
 There have no procedure for grievance handling,
even the employees have no option to place their
complaints.
 Management never cares about the satisfaction of
the employees. There is no record of employee
satisfaction survey till it’s inception.
 Only 27% of the employees would like to
continue their career in this organization for long
run.
Hermitage of Management &Standards, www.hmsuniversal.com
Summary of the Findings:
Few of the good practices at this organization:
 All sort of payments (wages, over times,
allowances etc.) are paid on time (85% agreed).
 About 65% employees believe that, payments at
this organization are reasonable compared to
similar works.
 Although, no structured performance appraisal
system found, 75% of the employees believe in
the culture of the “Good performers to get
promoted first” .
Hermitage of Management &Standards, www.hmsuniversal.com
Summary of the Findings:
Few of the good practices at this organization:
 86% of the employees think this organization as a
recommendable place to work.
 59% of the employees have the confidence at the
growth potential of this organization.
 58% of the employees have the confidence on
their subordinates to perform sincerely even at the
absence of the supervisor.
Hermitage of Management &Standards, www.hmsuniversal.com
Summary of the Findings:
Few of the good practices at this organization:
 76% of the employees would like to help new
employees, even when not asked to do.
 78% of the employees would like to staying at
work till late, when required (although, subject to
over time).
 Whenever need arises, 74% of the employees
would like to stand up to protect the reputation of
the organization.
Hermitage of Management &Standards, www.hmsuniversal.com
Recommendations:
 Vision, mission & objectives should be
communicated throughout the organizations at all
levels of the employees.
 Placement of right people at right place should be
ensured, nepotism should be restricted at
recruitment & selection.
 Culture of Induction training should be initiated
for the newly recruited employees.
 Training needs of the employees should be
assessed on the basis of their performance.
Hermitage of Management &Standards, www.hmsuniversal.com
Recommendations:
 Practice of evaluation of the effectiveness of the
training should be initiated
 Performance appraisal should be conducted at
regular interval. 360° performance appraisal
system may be initiated. Whatever, performance
appraisal method should be communicated to all
of the employees.
 Structured succession plan should be developed
for the tentative vacancies, especially for the
technical and key positions.
Hermitage of Management &Standards, www.hmsuniversal.com
Recommendations:
 Practice of employee satisfaction survey should
be initiated at annual interval.
 Organization should emphasis on the complaints
of the employees. A structured grievance handling
procedure should be developed.
 Scope should be created for the employees and
they should be encouraged to participate at the
respective workshops, seminars etc.
Hermitage of Management &Standards, www.hmsuniversal.com
Limitations of This Study:
 The findings and results are only limited to _____
Furniture Limited. Any portion of this study
doesn’t represent the overall condition of the
Furniture Industry of Bangladesh.
 The questionnaire was lengthy, containing 41
questions. Employees are always busy with their
own tasks, so they had little opportunity for
providing information.
 In some cases, functional heads did not co-
operate to get direct interview of the workers.
Hermitage of Management &Standards, www.hmsuniversal.com
Limitations of This Study:
 Although there was no prohibition of any
identification, in most of the cases, employees
seemed not to open mind to answer about the
questions, So there is a chance of biasness of the
findings of this study.
 Although Labour Law is an important part of
HRM for an organizations, in this study there was
no provision to justify the practice of Labour Law
at the selected organization.
Hermitage of Management &Standards, www.hmsuniversal.com
Thanks for your
PATIENCE

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HRM practices in a furniture manufacturing company in Bangladesh (A Case Study)

  • 1. Welcome to the Case Study Presentation Prepared by: Engr. Abdun Noor Hermitage of Management & Standards www.hmsuniversal.com
  • 2. Attention for the viewer  This case study was conducted in a furniture manufacturing company in Bangladesh.  Due to confidentiality and business strategy, name of the organization has been erased from the presentation.  Anyone may use this presentation for learning purpose or for further study without formal permission of the author. Hermitage of Management &Standards, www.hmsuniversal.com
  • 3. Title of the CASE STUDY Human Resource Management Practices at ______ Furniture Limited Hermitage of Management &Standards, www.hmsuniversal.com
  • 4. About _____Furniture Limited  One of the leading furniture manufacturer in Bangladesh  Location of the factory: ___________.  Total manpower: 485 (on 20 December 2016) Hermitage of Management &Standards, www.hmsuniversal.com
  • 5. Objectives of the Study Major Objective:  To examine and analyze the human resource management practices at _____ Furniture Ltd. Specific Objectives:  To study the human resource planning process.  To study the recruitment and selection process.  To study the training and development process.  To study the job evaluation and performance appraisal process.  To study the employee relation within the organization and Grievance Handling process.
  • 6. Methodology Sampling:  Data was collected through structured questionnaire, organization visit and personal interview.  Sample size for this study was 100 for data collection.  Random Sampling Method was used for selecting respondents for this study.  With approval of top management, respondents were selected in such a way that, it covers all of the departments and functions of the organization.
  • 7. Selection of interviewee 5 10 5 10 5 5 130 8 50 65 150 12 10 20 2 6 2 3 1 1 14 3 10 12 30 4 5 7 0 20 40 60 80 100 120 140 160 TopManagement HR&admin Compliance Accounts Security IT Sales&Marketing Planning&development Machinesection Carpentry&Assembling Lacquer Upholstery Packaging,finishing&quality Distribution&delivery No. of Total Employees No. of interviewee Hermitage of Management &Standards, www.hmsuniversal.com
  • 8. Percentage of respondents Department/ function Name Percentage of respondent from the employees from different functions Top Management 40% HR & admin 60% Compliance 40% Accounts 30% Security 20% IT 20% Sales & Marketing 11% Planning & development 38% Machine section 20% Carpentry & Assembling 18% Lacquer 20% Upholstery 33% Packaging, finishing & quality 50% Distribution & delivery 35%
  • 9. About the Questionnaire  Total 41 Questions  Response parameters were  Strongly Agree  Agree  Undecided  Disagree  Strongly Disagree Hermitage of Management &Standards, www.hmsuniversal.com
  • 10. About the Questionnaire 15% 17% 19%17% 17% 15% Segmentations of the Questions Planning of HR (6) Recruitment & Selection (7) Training & Development (8) Job Evaluation & Perf. (7) Grievance Handling (7) Employee Relation (6) Total 41
  • 11. Findings of the Study  Planning of HRM in the light of modern HRM: (6 Questions) 6% 11% 39% 25% 19% Response of the Interviewees Strongly Agree Agree Undecided Disagree Strongly Disagree Hermitage of Management &Standards, www.hmsuniversal.com
  • 12. Findings of the Study  Recruitment & Selection in the light of modern HRM: (7 Questions) 30% 30% 17% 14% 9% Response of the Interviewees Strongly Agree Agree Undecided Disagree Strongly Disagree Hermitage of Management &Standards, www.hmsuniversal.com
  • 13. Findings of the Study  Training & Development in the light of modern HRM: (8 Questions) 16% 19% 32% 19% 14% Response of the Interviewees Strongly Agree Agree Undecided Disagree Strongly Disagree Hermitage of Management &Standards, www.hmsuniversal.com
  • 14. Findings of the Study  Job evaluation & performance appraisal in the light of modern HRM: (7 Questions) 19% 26% 18% 17% 20% Response of the Interviewees Strongly Agree Agree Undecided Disagree Strongly Disagree Hermitage of Management &Standards, www.hmsuniversal.com
  • 15. Findings of the Study  Grievance Handling in the light of modern HRM: (7 Questions) 22% 29%24% 14% 11% Response of the Interviewees Strongly Agree Agree Undecided Disagree Strongly Disagree Hermitage of Management &Standards, www.hmsuniversal.com
  • 16. Summary of the Findings:  The organization has well defined vision, mission and objectives, but employees are not aware due to lack of proper communication.  There is no well defined succession plan for ensuring the right people at right places for the tentative vacancies.  Although 74% of the employees believe that, at recruitment and selection, candidates are selected based on the merit, yet about 26% have argument about exitance of the practice of nepotism. Hermitage of Management &Standards, www.hmsuniversal.com
  • 17. Summary of the Findings:  There is almost no practice of Induction Training of the employees, especially for the employees directly involved with the production.  Although training need assessment is conducted only for the few people of the managerial level, there is no effect of TNA while planning and designing training programs.  Trainings are conducted (in a very limited number) based on the random decision of the top management. There is no structure method of designing, developing and conducting training programs.
  • 18. Summary of the Findings:  There is no culture of evaluating the effectiveness of the training programs after conducting the trainings.  The organization has no well defined performance appraisal system (frequency, method etc.).  During performance appraisal, only the immediate supervisor provides feedback and top management finalize decision. There is no option for the subordinates or parallel colleagues. Hermitage of Management &Standards, www.hmsuniversal.com
  • 19. Summary of the Findings:  There have no procedure for grievance handling, even the employees have no option to place their complaints.  Management never cares about the satisfaction of the employees. There is no record of employee satisfaction survey till it’s inception.  Only 27% of the employees would like to continue their career in this organization for long run. Hermitage of Management &Standards, www.hmsuniversal.com
  • 20. Summary of the Findings: Few of the good practices at this organization:  All sort of payments (wages, over times, allowances etc.) are paid on time (85% agreed).  About 65% employees believe that, payments at this organization are reasonable compared to similar works.  Although, no structured performance appraisal system found, 75% of the employees believe in the culture of the “Good performers to get promoted first” . Hermitage of Management &Standards, www.hmsuniversal.com
  • 21. Summary of the Findings: Few of the good practices at this organization:  86% of the employees think this organization as a recommendable place to work.  59% of the employees have the confidence at the growth potential of this organization.  58% of the employees have the confidence on their subordinates to perform sincerely even at the absence of the supervisor. Hermitage of Management &Standards, www.hmsuniversal.com
  • 22. Summary of the Findings: Few of the good practices at this organization:  76% of the employees would like to help new employees, even when not asked to do.  78% of the employees would like to staying at work till late, when required (although, subject to over time).  Whenever need arises, 74% of the employees would like to stand up to protect the reputation of the organization. Hermitage of Management &Standards, www.hmsuniversal.com
  • 23. Recommendations:  Vision, mission & objectives should be communicated throughout the organizations at all levels of the employees.  Placement of right people at right place should be ensured, nepotism should be restricted at recruitment & selection.  Culture of Induction training should be initiated for the newly recruited employees.  Training needs of the employees should be assessed on the basis of their performance. Hermitage of Management &Standards, www.hmsuniversal.com
  • 24. Recommendations:  Practice of evaluation of the effectiveness of the training should be initiated  Performance appraisal should be conducted at regular interval. 360° performance appraisal system may be initiated. Whatever, performance appraisal method should be communicated to all of the employees.  Structured succession plan should be developed for the tentative vacancies, especially for the technical and key positions. Hermitage of Management &Standards, www.hmsuniversal.com
  • 25. Recommendations:  Practice of employee satisfaction survey should be initiated at annual interval.  Organization should emphasis on the complaints of the employees. A structured grievance handling procedure should be developed.  Scope should be created for the employees and they should be encouraged to participate at the respective workshops, seminars etc. Hermitage of Management &Standards, www.hmsuniversal.com
  • 26. Limitations of This Study:  The findings and results are only limited to _____ Furniture Limited. Any portion of this study doesn’t represent the overall condition of the Furniture Industry of Bangladesh.  The questionnaire was lengthy, containing 41 questions. Employees are always busy with their own tasks, so they had little opportunity for providing information.  In some cases, functional heads did not co- operate to get direct interview of the workers. Hermitage of Management &Standards, www.hmsuniversal.com
  • 27. Limitations of This Study:  Although there was no prohibition of any identification, in most of the cases, employees seemed not to open mind to answer about the questions, So there is a chance of biasness of the findings of this study.  Although Labour Law is an important part of HRM for an organizations, in this study there was no provision to justify the practice of Labour Law at the selected organization. Hermitage of Management &Standards, www.hmsuniversal.com