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A Brief View on HR Policies and Practices of Daffodil International University


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A Brief View on HR Policies and Practices of Daffodil International University

  1. 1. Human Resource Policies and Practices of Daffodil International University
  2. 2. Introduction • With the approval of UGC and Ministry of Education, Bangladesh, Daffodil International University was established in 2002 by Mr. Sabur Khan as a concern of Daffodil Group. • More than 310 faculty members and 400 administrative staffs (of various grades). • Total number of students 12000. • 21 departments segmented into 5 faculties. • 4 campuses including the Permanent Campus at Ashulia, Savar. Mr. Sabur Khan, Chairman BoT
  3. 3. Human Resource Policies and Practices of DIU • To make the university a functional institution, huge pool of academic and administrative employees are required. • HR for an university could be different. As it is more student oriented. • It generally affects certain areas like employment service and risk, benefits and compensation, employee relations, learning and development, HR operations, HR information systems etc.
  4. 4. Terms and Conditions for Appointment 1. Newly recruited employee (s) are appointed for one year on probation period and upon successful completion of this period he/she will be entitled as Permanent Employee. 2. In case of Lien/Contract, after successful completion of probation period his/her service length may be renewed or extended. 3. Full time employees are not allowed to work/teach anywhere else. 4. Part-time employees must submit a NOC from his/her parent organization. 5. All academic and administrative employees must have to maintain a regular office time. 6. Taxes will be deducted from his/her pay as per the Government rules. 7. In case if any one wish to leave the job, he/she must submit a Resignation letter to the Registrar at least 2 months before the date he/she expect to leave the position. 8. In case of employees who are appointed in sensitive positions or departments (Will be decided by the authority), must submit their Resignation letter to the Registrar 3 months before the date he/she expect to leave the position. 9. All employees are requested to abide by the general rules and regulations of the university and its further amendment (if any).
  5. 5. Appointment and Promotion Criteria •For Faculty Members •For Administrative Employees
  6. 6. Employee Recruitment Policy •Requisition Process •Advertisement •CV Short-Listing •Interview Schedule & Communication with the Candidates •Selection Process
  7. 7. Performance Evaluation Criteria •For Faculty Members •For Administrative Members
  8. 8. Salary and other Benefits Payroll System •Generally the employee salary account is credited within 5 instant of any given month. Otherwise paid through check. •Festival bonus varies with the tenure of the service. •Deduction from salary is subjected to violation of organization policy. CPF (Contributory Provident Fund) Rules •Applicable after the probation period. •A separate CPF account is monitored. •10% of the basic pay will be deducted from the salary account. •80% from the employee contribution could be taken as loan. Gratuity Rules •Started from July 1, 2010. •Sacked employees aren’t entitled. •Resignation with prior consent entitles gratuity. •In case of death the nominee will get the amount of gratuity. Leave Rules •General Leave Rules •Casual Leave •Earned Leave •Sick Leave •Quarantine Leave •Maternity Leave •Leave Without Pay •Duty Leave •Paternity Leave •Study Leave •Holiday Leave Accident Benefits •Subject to the approval of the BoT, the employee might get the benefit if she/ he sustains physical injury while performing official duties.
  9. 9. Dissolution of Responsibilities •A set of punitive procedures undertaken to address the violationProcedure of Suspension •This Procedure is used only when removal of an employee is not appropriate Termination •Used when a staff member is so mentally or physically incapacitated to continue workingDischarge •Used when an employee is convicted of grave offense or found guilty of misconductDismissal • Two month’s notice in prior from the date of his/her resignation, failing which, he/she will have to surrender two month’s salary to the university. Resignation •A disciplinary action to motivate the employee do better and not to alienate him/her from the Organization. Advice and Warning Letter •May serve as a reference and approval of commitment towards new job station to the employee.NOC and Reference Letter •Handing over his/her duties/ responsibilities/outstanding/accounts to the authorityRelease from the Job
  10. 10. Problems Identified •Unavailability of Formal HR Structure •Training Features •Indistinct Documentation •Recruitment Philosophy •ERP Inaccuracy •Employee Empowerment •Personnel Turnover
  11. 11. Recommendations •Job Description •Training and Development Issue •Extra Load •Just Personnel Employment •HR counseling cell •Workforce commitment •Continuous modernization and revision
  12. 12. Conclusion HR framework of DIU has rooms for improvement. The policy and process should be revised date to date. So although the process they have been adopting so far has been somewhat useful, to adapt to the changing times, the processes should be revised and streamlined.