Human Resources Management practice of “BBS Cables Limited”

University Of Development Alternative (UODA)
Internship Report
On
Human Resources Management Practice of “BBS Cables Limited”
Prepared For
Professor Latifur Rahman
Dean
Faculty of Business Administrative
University of Development Alternative (UODA)
Supervised By
Swapna Chowdhury
Assistant Professor
Faculty of Business Administrative
Prepared By
S.M. Sahriar Iqbal
ID.021111071
BBA Program, Batch- 32nd
Date of Submission-17th
December 2014

i | P a g e Internship Report on Human Resources Management Practice of BBS Cables Ltd
Letter of Transmittal
17th
December 2014
Professor Latifur Rahman
Dean
Faculty of Business Administration
Dhanmondi, Dhaka.
Subject: Submission of internship report on “Human Resources management Practice of BBS
Cables Ltd.
Miss,
I have the pleasure to inform you that, I have accomplished report on “Human Resources
Management Practice of BBS Cables Limited.” I tried to know about the implication of HRM
practice in BBS Cables Ltd. I have tried to give my best efforts and concentration during
preparing the report.
I would like to thank you for your prolonged support and guidance during my internship, and
preparing the report. And I hope that you would be kind enough to see inconveniences or mistake
that many have appeared beyond my knowledge.
Sincerely Yours,
……………………………
S.M. Sahriar Iqbal
ID# 021111071
Batch# 32nd

ii | P a g e Internship Report on Human Resources Management Practice of BBS Cables Ltd
Student Declaration
I am S.M. Sahriar Iqbal hereby declare that the Internship Report on “Human Resource
Management Practice of BBS Cables Ltd. Submitted to the Department of BBA, University
of Development Alternative, for the partial fulfillment of the requirement for the degree of
Bachelor in Business Administration. It is a record of original and independent research work
done by me under the supervision of senior Lecturer Swapna Chowdhury, Faculty of Business
Administration. It is also being mentioned that, the report is prepared only for my academic
requirement, not for any other purpose. It might no be used with the interest of other of other
party of the corporation.
……………………………
S.M. Sahriar Iqbal
ID# 021111071
Batch# 32nd
Department of BBA

iii | P a g e Internship Report on Human Resources Management Practice of BBS Cables Ltd
Supervisor Declaration
This is to certify that S.M. Sahriar Iqbal. ID# 021111071, Batch 32nd
Department of BBA,
University of Development Alternative, has completed his internship report titled “Human
Resources Management Practice of BBS Cables Limited.” As a partial requirement of the
degree of Bachelor of Business Administration (BBA)
The report has been completed under my guidance and to the best of my knowledge, this report
is original in nature and has been prepared by him and was nowhere submitted for any purpose.
I wish him every success in his entire career. This report is original and not copied from others.
This is suitable for submission.
…………………………………..
Swapna Chowdhury
Assistant Professor
Dhanmondi, Dhaka.

iv | P a g e Internship Report on Human Resources Management Practice of BBS Cables Ltd
Official Declaration
This is certify that S.M. Sahriar Iqbal of Department Bachelor of Business Administration
(BBA), University of Development Alternative (UODA), has successfully completed his
internship during 13th
September to 13th
December 2014.During his internship he has worked
in Administration & Human Resource Department.
The project was undertaken by him in Human Resource Management titled “Human Resource
Management practice in BBS Cables Ltd.”
The project on evaluation fulfills all the stated criteria and the student’s findings are his original
work.
I hereby certify his work excellent to the best of my knowledge.
………………………………
Gazi Shabbir Hasan
Senior Manager
Administration & Human Resources
BBS Cables Limited
Dhaka.

v | P a g e Internship Report on Human Resources Management Practice of BBS Cables Ltd
Acknowledgement
First of all, I would like to thank almighty Allah for his grace in accomplishing my internship
report timely.
I would like to express my gratitude to my honorable academic instructor Swapna Chowdhury
from the core of my heart for his kind support, guidance, constructive supervision, instructions and
advice and for motivating me to do this report.
I am also thankful to HR & Administrative Division of BBS Cables Ltd. for giving me the
opportunity to work with his HR department. I would like to thank Gazi Sabbir Hasan and Mr.
Abdul Alim for their cordial help by providing various key information and giving me the path to
write a fruitful report.
Especially I am gratefully to Mr. Abdul Alim for help me as a teacher.
I am also grateful to the employees of Distribution & Brand Department for their cordial
acceptance. It was a great opportunity for me to know about the practical experience of HR
department of BBS Cables Limited for the helpful environment of this organization.
My parents need special mentions here for their constant support and love in my life. I also thank
my friends and well-wishers, who have provided their whole hearted support to me in this exercise.
The experience I have gathered will be a privilege for my future career planning. I believe that this
Endeavor has prepared me for taking up new challenging opportunities in future. I think, this report
will motivate me in my future to take more initiatives and big projects with the help of satisfaction
that, I have completed such a big project in an efficient manner.
Finally, I would like to thank the University of Development Alternative for the education for
human development and BBS cables for their final touch for complete the Bachelor degree.

vi | P a g e Internship Report on Human Resources Management Practice of BBS Cables Ltd
Executive Summery
Bangladesh is a growing fast. Every sector of this country is growing faster than time where
development is not possible without the supply of the power. In Bangladesh Real Estate sector
is also developing rapidly. More than 350 developer company are working at the same time in
Bangladesh. And new industry are also emerging quickly which also requires bulk of power.
For this growing demand of power it also requires quality power cables, to fulfill this need
BBS Cables Limited is producing power & Domestic cables.
BBS Cables Limited is one of leading power Cable Company in Bangladesh. In BBS cables
more than 609 employees are employed. To maintain this large number of employees and also
to fulfill the required number of employees it requires a quality full implementation of Human
Resource Management.
In BBS Cables Limited they strongly committed to improving the effectiveness of the quality
management system by establishing and implementing defined and declared quality objectives.
At BBSCL, never compromise with quality and all the employees of BBSCL are committed
to provide quality services promptly and accurately to all the current end users and future
prospective.
To this end BBS Cables is committed to establish, document, implement, maintain and
continually improve the effectiveness of the QSM based on the requirements of ISO
9001:2008. BBS Cables is also committed to review the QSM for continuing suitability.
All member of BBS Cable are responsible for familiarizing themselves with the company’s quality
manual and following the established and adopted means of achieving the declared objectives. The
company for development ably supports all employees by proper training and improves work
methods thought teamwork and achieves participation of all employees.

Name of the Content Page No.
Letter of Transmittal i
Students Declaration ii
Supervisor’s Declaration iii
Official Declaration iv
Acknowledgement v
Executive summary vi
Chapter 01: Prefatory Part 01-04
1.1. Introduction 02
1.2. Background of the report 02
1.3. Objectives of the report 02
1.4. Scopes of the Report 03
1.5. Methodology of the Report 03
1.6. Time Schedule 04
1.7. Limitations of the Report 04
Chapter 02: Overview of BBS Cables 05-11
2.1. History of BBS Cables Ltd. 06
2.2. Mission 06
2.3. Vision 06
2.4. Values 07
2.5. Business Slogan 07
2.6. Product 07
2.7. Quality policy 08
2.8. Organ-gram of BBS Cables Ltd(Corporate) 10
2.8.1. Organ-gram of BBS Cables Ltd(Factory) 11
Chapter 03: Job Analysis, Job Description & Job Specification 12-14
3.1. Job Analysis 13
3.2. Job Description & Job Specification 13
3.3. Job Description & Job Specification of BBS Cables 14
Chapter 04: Overview of Recruitment & Selection 15-23
4.1. Recruitment Management 16
4.2. Relationship of Recruitment and Organizational goal 16
4.3 Selection Management 17
4.4. Recruitment Process of BBS Cables Ltd 22
TABLE OF CONTENT

Chapter 05: Training and Development 24-28
5.1. Training and Development 25
5.2. Training and Development Process 26
5.3. Need of Training and Development 27
5.4. Objectives of Training And Development 27
5.5. Training and Development Process of BBS Cables Ltd. 28
Chapter 06: Attendance & Punctuality Management 29-31
6.1. Attendance & Punctuality policy 30
6.2. Purpose of Attendance & Punctuality Management 30
6.3. Committed to Attendance 31
6.4. Office Attendance in BBS Cables Ltd. 31
6.5. Disciplinary action for late attendance in BBS Cables Ltd. 31
Chapter 07: Leave Management 32-34
7.1. Leave Management 33
7.2. Leave Management at BBS Cables Ltd. 33
7.3. Term and Conditions for enjoying Leave 34
7.4. Record Keeping of Leave in BBS Cables Ltd. 34
Chapter 08: Performance Management 35-40
8.1. Performance Appraisal 36
8.2. Goals of Performance Appraisal 36
8.3. Method of Performance Appraisal 37
8.4. Performance Appraisal in BBS Cables Ltd. 40
Chapter 09: Benefit Management 41-43
9.1. Employee Benefits 42
9.2. Advantages of offering benefits to employees 42
9.3. Benefits provides by BBS Cables Ltd. 42
Chapter 10: Termination Management 44-46
10.1. HR's Role in Employee Termination 45
10.2. Reason for Employee Termination 45
10.3. Termination Management Process in BBS Cables Ltd. 46
10.4. Procedure of Disciplinary action in BBS Cables Ltd. 46
Chapter 11: SWOT Analysis 47-52
11.1. Definition SWOT Analysis 48
11.1.1. Strength 48
11.1. 2. Weakness 48
11.1. 3. Opportunities 49
11.1.4. Threats 49
11.2. Advantages of SWOT Analysis 50
11.3. SWOT Analysis of BBS Cables Ltd. 50

Chapter 12: Wind-Up Part 53-63
12.1. Findings 54
12.2. Recommendations 54
12.3. Conclusion 55
12.4. Reference 56
12.5. Annexure 57-66

1 | P a g e Internship Report on Human Resources Management Practice of BBS Cables Ltd
Chapter 1: Prefatory Part

1.1. Introduction:
This report is prepared for fulfilling the course requirement of BBA Program. As the classroom
discussion alone cannot give proper picture of real business situation, therefore it is as opportunity for
the students to know about real life situation through this program. Dissertation program is very
essential for every student, especially for the students of business administration, which helps them to
know real existing situation. For this reason a student takes the dissertation program at the last stage of
the BBA degree, to launch a career with some practical experience. I have made this dissertation report
on BBS Cable Ltd. This report is about "Human Resource Management practice of BBS Cable Ltd. I
wanted to work on this topic because, Human Resource Management is very important in business. No
business organization can be a successful one without a sound HRM practice. On the other hand BBS
Cables is one of the large power cable producer in Bangladesh. So definitely their HRM practice is
strong & different from the competitors. For all of these reasons I have made this report on "Human
Resource Management practice of BBS cable Industries Ltd”
A Case Study of “BBS Cables Ltd.”The program consists of at least three phases:
 Orientation with the organization: To acquaint the structure functions & performance of
the organization
 Completing the analysis work
 Writing the report
1.2. Background of the Report:
There is no doubt that the world of work is rapidly changing. As part of an organization then,
HRM must be equipped to deal with the effects of the changing world of work. For them this
means understanding the implications of globalization, technology changes, workforce diversity.
Changing skill requirements, continuous improvement initiatives contingent workforce,
decentralized work sites and employee involvement are the issue for confront. Now it is a big
challenge for the HRM to support the organization by providing the best personnel for the
suitable position in shortest possible time. Starting with recognizing the vacancies and planning
for them is a great task. Moreover selecting attracting the suitable candidates and selecting the
best person in time is a challenge.
The cost of the recruitment is significant. So, proper planning and formulate those plan is the task
that require more focus and improved. Equal opportunity and sourcing is also a vital part. Realizing
this need we tried to find the difference and similarities between theoretical aspects with the
practical steps taken by the company. We took an attempt to demonstrate the feature for the further
improvement.
1.3. Objectives of the report:
The objectives of the proposed study “Overall HR Practices of BBS Cables Ltd.” are as follow:
 To identify what type of HRM practices are done by BBS Cables Ltd.
 To identify the strengths and weakness of HRM practice of BBS Cables Ltd.

 To identify the strengths and weakness of HRM practice of BBS Cables Ltd.
 To know about the system of attendance management.
 To identify the system of employee information and ERP.
 To know the training policy of BBS Cables Ltd.
 To acquire practical experience except institutional knowledge.
1.4. Scopes of the Report:
In my report I am trying to find out how Human Resources Management is practicing in BBS
Cables Ltd. The report deals with the HRM practice including HRP, recruitment and selection
process, training & development process, compensation management, employee relation &
separation, etc. in terms of theoretical point of view and the practical use. This report has been
prepared through extensive discussion with the employees of BBS Cables Ltd.
1.5. Methodology of the Report:
To make this report meaningful and presentable, I used primary and secondary research base.
Most of the data came from my critical observation. Primary data came from my experience,
observation unstructured interview. On the other hand secondary data has been collected
through internet, different journals, and regular reporting.
 Primary Sources of Information: The primary data collected from the following sources:
o Face to face discussion.
o Group discussion with the company’s high officials.
o By visiting this Company.
o Practical experience gained by visiting factory.
o Met with responsible executives
 Secondary Sources of Information: The secondary data collected from the following
sources:
o Websites of BBS Cables Ltd.
o HR policy of BBS Cables Ltd.
o Data from ERP.
o Library and different textbook.
o Data from Internet.

1.6. Time Schedule:
To prepare this Report on the topic “Human Resource Management Practice of BBS Cables
Ltd” I had got a very short time. It is very difficult to collect various information from such a big
organization & prepare report within this short time. The total time required for the final report
preparation was 3 months. The details time schedule is given in blow:
Particular Days
Data collection 20 days.
Report Preparation 20 days.
Literature review 10 days.
Analysis and findings 20 days.
Report Correction 20 days.
Final report preparation 10 days
Total 90 days.
1.7. Limitations of the Report:
This dissertation report is my first assignment outside of course curriculum in the practical life.
As a student of BBA program I am just one stage behind of completing my formal studies. The
institutional experience Practical performance in the formal stage become difficult. So in
performing this report lack of my proper practical knowledge is greatly influenced in this
performance. Besides above have to face some other limitations are:
 Time is a major limitation that would mostly with stands a comprehensive
study on the topic selected.
 Various confidential matters, forms, report, were not disclosed to me from
HRD.
 Some strategies of business and operation were restricted to handover.
 Being busy also another reason of not giving more information.

Chapter 2: Overview of BBS Cables

2.1. History of BBS Cables Ltd:
BBS Cables Ltd., a sister concern of Bangladesh Building Systems Ltd. (BBSL) which is a leading
Pre-Engineered Steel Building Manufacturer in Bangladesh, has been incorporated in 2009. BBS
Cables Ltd. is looking forward to managing expertise and obtaining technology to provide better
engineering solutions through supplying quality electrical Cables, Wires, Conductors and better
Customer Service. Now at the eve of the 21st century globalization, electric power has become an
integral part for infrastructural development. With the rapid urbanization from corner to corner
worldwide, the necessity of transmitting power assumes significant for sustainable industrial
growth. So, our objective is to manufacture electrical Cables, Wires and Conductors of the highest
quality and provide unparalleled Customer Service to contribute to our national economic growth.
We strongly believe that the relentless effort to quality and continuous improvement is the key
effort to quality and continuous improvement is only key to long term success.
The factory of BBS Cables located at Sreepur, Gazipur, Bangladesh which is equipped with state
of the art technology machineries to manufacture and test all types of quality Cables, Wires and
Conductors in conformity with the latest version of National and International Standards e.g.
International Electro-technical Commission (IEC), German Standard (VDE), British Standard
(BS), Bangladesh Standard (BDS), Australian Standard (AS), Indian Standard (IS) and also meet
up the specific requirements of the customer. We believe in a world that is safe and sound for us
and also for our next generation.
Note: Bangladesh Building Systems Limited (BBS) is now a public limited company. Everyone
can buy their share from share market. And BBS Cable also going to be a Public limited company,
within a short time.
2.2. Mission:
BBS Cables Ltd. achieve their vision through honesty & integrity, business ethics, global reach
technological expertise, quality, building long term relationship with all our associates, customers,
partners and employees.
2.3 Vision:
A wining industrial leader creating superior values for business and community beyond the
boundary.

2.4 Values:
 A promise to fulfill customer expectations.
 A promise to continuous improvement of our teams, services and products as well to
become the best.
 A promise to be ethical, sincere, honest and transparent.
 A promise to create standards in our business and transactions through mutual trust.
2.5 The Business Slogan:
BBS Cables Ltd’s. business slogan is “More Than Safety”
2.6 Product:
 PVC Insulated/Skin Coated Copper/Aluminum House Wiring/Domestic Cables:
These cables are suitable for wiring in surface mounted or concealed steel conduits or
trunking, field protected installations and appliances etc.
 PVC/XLPE Insulated, PVC Sheathed Power and Control Cables with or without
Amour: These cables are suitable for dry or damp premise clipped direct to a surface
or a cable tray, laying in non-metallic conduits, indoors, outdoors, underground etc.
 XLPE Insulated, PVC Sheathed Power Cables up to 33 kV:
These cables are suitable for dry or damp premise clipped direct to a surface or a cable
tray, laying in non-metallic conduits, indoors, outdoors, underground etc.
 Various Types of FR, FRLS, LSHF Cables:
These cables are suitable for special cases where fire spreading out should be come
to an end within a shortest possible time, high density public building, hospitals,
medical equipment wiring, control panel wiring etc
 Various Types of PE insulated Telecommunication Cables, Co-axial Cables,
Drop Wires: These cables are suitable for telecommunications, signal circuits etc.
 Copper Wire Braided, Al-Mylar Tape Shielded, Pair Shielded and Overall
Shielded Cables: These cables are suitable for special cases where electric fields need
to be shielded for data cables or control cables of instruments or sensitive equipments.
 Pre-Assembled Insulated Aluminum Cables with ACSR messenger wire: These
cables and conductors are suitable for electric power connection, distribution line etc.

 Bare Aluminum & Copper Conductors and Wires with or without Annealing:
These conductors are suitable for transformer connection, distribution line etc.
 Insulated or Bare Aluminum Stranded Conductors (AAC):
 Aluminum Conductor Steel Re-In forced (ACSR):
These conductors are suitable for transformer connection, medium and high voltage
transmission & distribution line etc.
 All Aluminum Alloy Conductors (AAAC):
 Customized Cables, Wires and Conductors as per Customer Requirements:
These are suitable for special cases as per necessity.
 New/Up Coming Products:
For the first time in Bangladesh BBS Cables Ltd. is going to introduce.
. Skin Coated Cables
. LSHF/LSOH/LSZH Cables (Low Smoke Halogen Free Cables)
2.7 Quality policy:
BBS Cables Ltd. (BBSCL) is committed to produce dependable and reliable Wires, Cables &
Conductors and related services at all times that fully meets, satisfies or exceeds the expectations
and specific requirements of customers.
At BBSCL we never compromise with our quality and all the employees of BBS CABLES are
committed to provide quality services promptly and accurately to all the current end users and
future prospective customers.
To this end BBS CABLES is committed to establish, document, implement, maintain and
continually improve the effectiveness of the QMS based on the requirements of ISO 9001:2008.
BBS CABLES is also committed to review the QMS for continuing suitability
All members of BBS CABLES are responsible for familiarizing themselves with the company's
quality manual and following the established and adopted means of achieving the declared
objectives.
The company for personal development will ably support all employees by proper training and
improve work methods through teamwork and active participation.

Total Quality Management shall be applied to every aspect of our activity and quality.
 Lab Facilities:
At BBS Cables Ltd., our lab is equipped with the state of the art technology and
equipments to carry out the full range of Routine Tests and Type Tests as per BDS,
BS, IEC, VDE and other National and International Standards to assure quality, safety,
reliability and peace of mind.
 Health-Safety& Environment:
To maintain health and safety standards, regular training is provided to all of our
employees that covers special hazards, how to protect oneself, causes of accidents at
work, preventing slips and falls and how to use tools and machine safely. BBS Cables
Ltd. uses only tried and tested materials and follow the processes in full compliance
with all relevant National and International Standards to protect and preserve the
environment.
 BBS Cables followed some standard to manufacture the cable, which are given below:
I. British Standard (BS)
II. German Standard (VED)
III. Bangladesh Standard (BS)
IV. International Electro-technical Commission (IEC)
V. American Society for Testing and Material (ASTM)

2.8. Organ- Germ of BBS Cables Ltd. (Corporate):

Chapter 3: Job Analysis, Job Description &
Job Specification

3.1. Job Analysis:
Job analysis is the procedure for determining the duties and skill requirements of a job and the
kind of person who should be hired for it. The main purposes of conducting job analysis is to
prepare job description and job specification which in turn helps to hire the right quality of
workforce into the organization.
There are two outcomes of job analysis:
1. Job Description
2. Job Specification.
3.2. Job Description & Job Specification:
Job Description is a formal statement of duties, qualifications, and responsibilities associated with
a job. A document that tells employees where their position fits within the department and within
the organization
The major components of a job description:
 Job Title: A brief description (1-3 words) of the job which reflects the content, purpose,
and scope of the job, and is consistent with job titles of similar jobs at the Company.
 Position Summary: Defines the purpose of the job and summarizes the duties and
responsibilities of the job.
 Job Requirements & Qualifications :
o Education Required: Designates the minimum level and type of education
needed to be successful at the job as well as any acceptable substitutions (i.e.
additional experience in lieu of the required degree).
o Experience Required: Designates the minimum level and type of experience
needed to be successful at the job as well as any acceptable substitutions (i.e.
additional education in lieu of the required experience).
o License/Certification Required: Designates any licenses or certifications
necessary to do the job (i.e. Bus Driver must have a valid Texas Driver’s License).
o Other Skills Required: List any skills, abilities, or knowledge that an incumbent
must have to be successful in the job.
 Supervisory Responsibilities :
o The supervision exercised by the position
o The number, type, and titles of employees supervised
o The hire/fire authority of the job incumbent
o The supervision or guidance the position typically receives (general direction,
close supervision, etc.)

 Fiscal Responsibilities: Describes the level and type of budgetary or financial
responsibilities of the position.
 Internal/ External Contacts: Describes the nature of contact, the people contacted, and
the extent to which the incumbent has / makes contact with others within and outside of
the Company.
 Physical Demands: Describes the type, intensity (how much), frequency (how often),
and duration (how long) of physical demands or mental capabilities required by the job.
 Working Conditions/ Environment: Describes irregular or unusual work schedules and
any conditions of the physical environment that an employee may find unpleasant or
hazardous.
 Job Duties/ Responsibilities: Conveys the job expectations, role, and scope by
describing the essential tasks, duties, and responsibilities of the job.
Job Specification is the statement of the qualifications and traits required of the workers so that
he may perform the job properly. It is the statement of the qualifications and traits required of the
workers so that he may perform the job properly .it specifies the type of employee which the job
for in terms of skills, experience, training and other special qualifications.
The major components of a job description:
 Designation of job location in the concern
 The nature of duties and operations to be performed in that job.
 The nature of authority- responsibility relationship.
 Necessary qualification those are required for job.
 Relationship of that job with others jobs in concern.
3.3. Job Description & Job Specification of BBS Cables:
 Job Description: Each and every Employee must have a printed job description which is
handed over to the employee after joining in the company. A format of the job description
is enclosed as Annexure-04.
 Job Specification: Each and every Employee must has a job specification on the basis of
which a vacant position is recruited. A format of job specification is enclosed as Annexure-
05

Chapter 4: Overview of Recruitment &
Selection

4.1. Recruitment Management:
A recruitment management system (RMS), also known as an e-recruitment or online recruitment
system, is a multi-component software tool designed to automate and facilitate the processes
involved in finding, attracting, assessing, interviewing and hiring new personnel.
A recruitment management system (RMS), also known as an e-recruitment or online recruitment
system, is a multi-component software tool designed to automate and facilitate the processes
involved in finding, attracting, assessing, interviewing and hiring new personnel.
E-recruitment systems are widely used in the enterprise and elsewhere, including universities and
charitable organizations. Current systems are often web-based portals that are integrated with an
organization’s website.
Features of recruitment management systems include:
 A user-friendly administrative interface.
 The capacity to automatically post job listings to the corporate site and to online job banks.
 Online application software that enforces input in a valid format for retrieval of relevant data.
 The ability to capture and resumes for similar data retrieval.
 Data warehousing.
 Analytics software to assess and rank applicants.
 Applicant and job tracking.
 Scheduling software.
 Contract generation software.
 Integration with the organization’s human resources management (HRM) and human capital
management systems.
 Report generation software.
4.2 Relationship of Recruitment and Organizational goal:
As the recruitment process is the integral part of the HRM department and the company depends
on the position of the recruited position so they need to make sure about the various recruitment
philosophy which should match with the organizational and the cultural goals the company has

to recruit those kinds of people who will adjust himself with the environment of the company.
That’s why there is a strong relationship with the organizational goals and objectives with the
various recruitment processes.
If the company hires the employees who are not efficient enough and they will not bring
anything productive to the organization. Rather than that they will be the source of extra burden
to the assigned position and the related working environment, so the company will have to
recruit the employees again after firing that persona and go through a newly oriented
recruitment process to recruit fro that position which is the wastage of time, energy and money
of the company. So the recruitment should achieve the organizational and also the departmental
goals and objectives and in order to get it efficiently we have to hire skillful, experienced and
trained employees to make sure about the proper recruitment process to go through the strict
assessment and get the best applicant in the job fort the assigned position.
The company and the Human resource Department need to make all the necessary arrangements
to make sure that the right people are in the right place and to be assigned for the right
responsibilities or job. As if the recruitment process is not up tot eh mark then there might be
ripple effect in each and every part of the functions of the organizations and that’s why the
companies will have top go through the assigned recruitment process which is tested previously
by the company. So there is always strong relationship between the HRM strategies and the
recruitment process of the company. So the HRM is going to play a very important role to keep
the relationship an ongoing process. The HRM should take all the initiatives to make sure that
the employees who are recruited are really productive and skillful enough to make all the
important decisions in the organization. So the relationship is very important and helpful for
the both the parties.
4.3. Selection Management:
Selection can be defined as process of choosing the right person for the right job. Employee
Selection is the process of putting right men on right job. It is a procedure of matching
organizational requirements with the skills and qualifications of people. Effective selection can be
done only when there is effective matching. By selecting best candidate for the required job, the
organization will get quality performance of employees.
In order to increase efficiency in hiring and retention and to ensure consistency and compliance in
the recruitment and selection process, it is recommended the following steps be followed. Details
for each step include the minimum recommended best practice to attract a talented and diverse
applicant pool:
 Step 1: Identify Vacancy and Evaluate Need
 Step 2: Develop Position Description
 Step 3: Develop Recruitment Plan

 Step 4: Select Search Committee
 Step 5: Post Position and Implement Recruitment Plan
 Step 6: Review Applicants and Develop Short List
 Step 7: Conduct Interviews
 Step 8: Select Hire
 Step 9: Finalize Recruitment
Affirmative Action, Equal Employment Opportunity and Diversity are not separate actions in the
recruitment and selection process. They are key variables which are woven into each step of the
process to support UCR’s achievement of excellence.
 Step 1: Identify Vacancy and Evaluate Need
 Newly Created Position
When it is determined a new position is needed, it is important to:
o Understand and take into consideration strategic goals for the University and/or
department. Are there any upcoming changes that may impact this role?
o Conduct a quick analysis of UC Core Competencies. Are there any gaps? What
core skills are missing from the department? Evaluate the core skills required now
and those which may be needed in the future.
o Conduct a Job Analysis if this position will be new to your department. This will
also help to identify gaps.
 Replacement
When attrition occurs, replacing the role is typically the logical step to take. Before
obtaining approval to advertise the position, consider the following:
o As with a newly created position, it may be helpful to conduct a Job Analysis in
order to tailor the position to what is currently required and to ensure proper
classification. Your HR Classification Analyst can assist in reviewing and
completing.
o Review the role and decide if there are any changes required as certain tasks and
responsibilities performed by the previous person may not or should not be
performed by the new person

 Step 2: Develop Position Description:
A position description is the core of a successful recruitment process. It is used to develop
interview questions, interview evaluations and reference check questions. A well-written
position description:
o Provides a first impression of the campus to the candidate
o Clearly articulates responsibilities and qualifications to attract the best suited
candidates
o Provides an opportunity to clearly articulate the value proposition for the role
o Serves as documentation to help prevent, or defend against, discrimination
complaints by providing written evidence that employment decisions were based on
rational business needs
o Improves retention as turnover is highest with newly hired employees. Employees
tend to be dissatisfied when they are performing duties they were not originally hired
to perform.
o Optimizes search engine results by ensuring job postings rank high in candidate
search results when searching on-line
o Determines FLSA classification and is used to map to the appropriate Payroll Title
o Identifies tasks, work flow and accountability, enabling the department to plan how
it will operate and grow
o Assists in establishing performance objectives
o Is used for career planning and training by providing clear distinctions between
levels of responsibilities and competencies required
o Is used as a benchmark to assist in ensuring internal and external equity
 Step 3: Develop Recruitment Plan:
Each position requires a documented Recruitment Plan which is approved by the
organizational unit. A carefully structured recruitment plan maps out the strategy for
attracting and hiring the best qualified candidate and helps to ensure an applicant pool

which includes women and underrepresented groups including veterans and individuals
with disabilities.
 Recruitment plan elements:
o Posting Period
o Placement Goals
o Additional Advertising Resources
o Diversity Agencies
o Resume Banks
 Step 4: Select Search Committee:
To ensure applicants selected for interview and final consideration are evaluated by more
than one individual to minimize the potential for personal bias, a selection committee is
formed. The hiring manager will identify members who will have direct and indirect
interaction with the applicant in the course of their job. Each hiring manager should make
an effort to appoint a search committee that represents a diverse cross section of the staff.
A member of the committee will be appointed as the Affirmative Action and Compliance
Liaison who will monitor the affirmative action aspects of the search committee. Under-
represented groups and women are to have equal opportunity to serve on search committees
and special efforts should be made to encourage participation. Departments that lack
diversity in their own staff should consider appointing staff outside the department to
search committees or develop other alternatives to broaden the perspective of the
committee.
 Step 5: Post Position and Implement Recruitment Plan:
o The requisition is created by the Service Center Human Resources Coordinator or
Departmental Human Resources Coordinator and approved by the Service Center
HR Organizational Coordinator or Organizational HR Coordinator
o Once approved, the Departmental HR Coordinator or Service Center will review
the requisition and route online to the HR Classification Analyst who will assign
the classification

o The requisition is then routed to the HR Recruitment Analyst who will post the
position
o Applications can be reviewed and dispositioned once the minimum number of
posting days has been reached
o Internal candidates will apply through the regular application process and will be
included in the candidate pool along with external candidates
 Step 6: Review Applicants and Develop Short List:
Once the position has been posted, candidates will apply via job board. Candidates will
complete an electronic applicant for each position (resume and cover letter are optional).
Candidates will be considered “Applicants” or “Expressions of Interest”.
Applicants are those who apply during the initial application period .All applicants must
be reviewed and considered. Candidates who apply after the initial application period will
be considered “expressions of interest” and not viewable by the search committee.
 Step 7: Conduct Interview
The interview is the single most important step in the selection process. It is the opportunity
for the employer and prospective employee to learn more about each other and validate
information provided by both. By following these interviewing guidelines, you will ensure
you have conducted a thorough interview process and have all necessary data to properly
evaluate skills and abilities.
 Step 8: Select Hire
Once the interviews have been completed, the committee will meet to discuss the
interviewees. Committee members will need to assess the extent to which each one met
their selection criteria.
Your documentation should demonstrate your selection decision. Documentation is
required in order to comply with OFCCP requirements. As one of the most critical steps in
the process, it is important to keep the following in mind:
o The best candidate for the position was chosen based on qualifications

o The candidate will help to carry out the University and Department’s missions
 Step 9: Finalize Recruitment:
Upon completion of the recruitment process the offer to the selected finalist is made. Prior
to initiating the offer, it is recommended that one more check of the selection process be
completed as follows:
o Review the duties and responsibilities of the position and ensure they were
accurately described and reflected in the job description and interview process
o Review selection criteria used to ensure they were based on the qualifications listed
for the position
o Confirm interview questions clearly matched the selection criteria
o Confirm all applicants were treated uniformly in the recruitment, screening,
interviewing and final selection process
o Should there be any issues with the above, contact your Organizational Human
Resources Coordinator.
4.4. Recruitment Process of BBS Cables Limited:
BBS Cables Limited recruitment process comprises of various recruitment sources which are
primarily divide into two categories: the Internal and the External sources. BBSCL seeks for
candidates from both the External and Internal sources. They promote or transfer present
existing employers based on performance. They also fulfill the empty positions through seeking
from external labor market. Different sources of recruitment help to verify recruitment process
more effectively, seeking for an employee for any specific job position. But for the different
levels of management positions, the company uses different sources. The recruitment sources
of BBS Cables Limited are:
 Internal Recruitment:
The Company goes for the internal recruitment when they need employees to fulfill the vacant
positions internally. The company usually requires these recruitment sources to make sure
about the mid level and the top level management recruitments which needs more experience
in the company itself and to maintain a high knowledge about the own company.
 External Recruitment:
The Company also goes for the external recruitments whenever they need to go for the hiring
of the line management or the entry level managerial and executive positions. The company

invites a various groups of people to make them choose from the pool and then to make they
go for the final selection or recruitment.
 Newspaper and Internet Recruiting:
BBS Cables Limited also plays an important role in recruiting and advertising in the various
internet websites and in the number of newspaper advertisements and to some extent also in the
various commercial journal advertisements, but in these case the name of the company is not
mentioned for corporate policy and regulations. The advertisement sources are:
 Informal Internal recruitments:
The various informal and internal recruitments are done whenever the company needs to have
the job in the sudden situation to share the work load or to assign the employees in a specific
working environment. This is usually done to meet the buffer demand of the specific position
and to get them company uses the various expert employees.
 Unions and Social Organizations:
The various unions and the social organizations like the clubs, the business associations and
many other firms who really work as the sources of the recruitment in both the internal and the
external sources in the company. These unions and social organizations relate each other needs
of recruiting the people and then call BBS Cables Limited and their human resource
departments to choose the assigned applicants.

Chapter 5: Training and Development

5.1. Training and Development:
In simple terms, training and development refer to imparting specific skills, abilities and
knowledge to an employee.
A formal definition of training and development is,“It is any attempt to improve current or future
employee performance by increasing an employee’s ability to perform through learning, usually
by changing the employee’s attitude or increasing his skills and knowledge.”
The need of training and development is determined by employee’s performance deficiency,
compute as follows:-
Training is an organized activity for increasing the knowledge and skills of people for a definite
purpose. It involves systematic procedure for transferring technical know-how to employees so as
to increase their knowledge and skills for doing specific jobs with proficiency.
According to Edwin B. Flippo, “Training is the act of increasing the knowledge and skills of
an employee for doing a particular job.”
Training involves the development of skills that are usually necessary to perform a specific job.
Its purpose is to achieve a change in the behavior of those trained and to enable them to do their
jobs better. It makes newly appointed workers fully productive in the minimum of time. It is
equally important for the old employees due to frequent changes in technology.
Training and development need = Standard performance – Actual
performance.

5.2. Training and Development Process:
Process of training and development is a well-planned process. The following graph represents
this in a graphical manner:
ORGANISATIONA
L OBJECTIVES
AND STRATEGIES
ASSESSMENT OF
TRAINING NEEDS
ESTABLISHMENT
OF TRAINING AND
DEVELOPMENT
GOALS
DEVISING
TRAINING AND
DEVELOPMENT
PROGRAMME
EVALUATION OF
RESULTS
IMPLEMENTATIO
N OF TRAINING
AND
DEVELOPMENT

5.3. Need of Training and Development:
Training is important not only from the point of view of organization; but also for the employees.
Training is valuable to the employees because it will give them greater job security and opportunity
for advancement.
The need of training arises in an enterprise due to following reasons:-
 CHANGING TECHNOLOGY: Technology is changing at a fast pace. The workers must
learn new techniques to make use of advanced technology. Thus, training hould be
treated as a continuous process to update the employees in new methods and procedures.
 QUALITY CONSCIOUS CUSTOMERS: Customers have become quality conscious and
their requirements keep on changing. To satisfy the customers, quality of products must
be continuously improved through training of workers.
 GREATER PRODUCTIVITY: It is essential to increase productivity and Reduce cost of
production for meeting competition in the market. Effective training can help increase
productivity of workers.
 STABLE WORKPLACE: Training creates a feeling of confidence in the minds of the
workers. It gives them a security at the work-place. As a result, labor turnover and
absenteeism rates are reduced.
5.4. Objectives of Training and Development:
 Training objectives are formed keeping in view company’s goals and objectives.
 To prepare the employee [both new and old] to meet the present as well as changing
requirements of job and organization.
 To impart to the new entrants the basic knowledge and skill needed for the performance
of a definite job.
 To assist employees to function more effectively in their present positions by exposing
them to latest concepts, information and techniques and developing the skill sets that
may need further.
 To develop the potentialities of people for the next level of job.
 To ensure smooth and efficient working of department.
 To bridge the gap between “existing performance ability” and “desired performance”.
 To improve organizational climate since an endless chain of positive reactions
can result from a well-planned training programmed.

5.5. Training and Development Process of BBS Cables Limited:
After all the assessment they found that if they provide some facilities they the staffs could be
very efficient and those facilities are:
 On-the job training: it’s a training which is operated at the sight of the company or
training is carried out the working is running, it is really a effective process played by
various well leading company and this system also played by the Nestle, but it is also a
unavoidable risk because all new staffs can make a mistake or cause a loss to the
company, therefore company plays that system when it’s right to do so. It is effective,
when a major leveled employee do a mistake by mistakenly then, for making an
improvement Nestle company plays that system.
 Local training: these trainings are carried out within the country by reputed training
institution from, Bangladesh slavery and labor training institute and consultant from
foreign training institutes are invited to conduct training. These trainings are usually
take place at a different venue other that the office.
 In- house training: these trainings are basically held within the office premises and
usually get conducted by the senior managers who are specialist in different field.
 Training about the market survey: company plays a vital role in the market survey
by sending their staff at market and operate a project by management to get the fluency
and efficiency of the staffs.
 Overseas training: company provides need based training to the employee through the
usage of appropriate external training instate, which are very often conducted overseas.
Most of the functional trainings are provided by foreign training.
 Off-the job training: this process is also an effective training for internal staffs but it
can be painful and fluctuate staff’s confidence and motivation, because it is quiet time
consuming and costly which bared by company, but in may stages of the efficiency of
a company or to make an efficient staff company may play this training. Where any
temporary staff may work for the company with or without wages and this is actually
not a job but binding for the staff to be full time staff, which is also depends on the
performance of the staff.
 Apprenticeship training: it is a process by which people become skilled worked
through a combination of classroom instruction and on the job training. it is widely used
to train individuals for many occupations. It traditionally involves having the learner
apprentice study under the tutelage of a master craftsperson.
 Computer based training: now a day all most all companies provide training to their
staffs by computers and projectors, this system is so much effective and time saving
device. By this, companies can express their plans, training, what to do and what is
restricted by company and other authorities; it is a total pack of direct communication
and training process

Chapter 6: Attendance & Punctuality
Management

6.1. Attendance & Punctuality policy:
Timely and regular attendance is an expectation of performance for all Vanderbilt employees. To
ensure adequate staffing, positive employee morale, and to meet expected productivity standards
throughout the organization, employees will be held accountable for adhering to their workplace
schedule. In the event an employee is unable to meet this expectation, he/she must obtain approval
from their supervisor in advance of any requested schedule changes. This approval includes
requests to use appropriate accruals, as well as late arrivals to or early departures from work.
Departments have discretion to evaluate extraordinary circumstances of a tardy, absence or failure
to clock-in or clock-out and determine whether or not to count the incident as an occurrence. HR
Consultants are available to advise supervisors regarding the evaluation of extenuating
circumstances.
6.2. Purpose of Attendance & Punctuality Management:
The purpose of attendance management is to develop a willingness on the part of all employees
to attend work regularly, and to assist them in motivating their co-workers to attend work
regularly. This can be done through
 addressing the physical and emotional needs of employees
 communicating the attendance goals of the organization so employees can understand
and identify with them
 dealing with cases of excessive absenteeism effectively and fairly to produce deterrence.
 Successful administration of an attendance management program requires managers and
supervisors to be aware of, and to create work environments in which the following can
be actualized;
 The greater the extent to which individuals identify with the goals of the organization and
care what happens to it, the greater their motivation to be regular in attendance.
 The more that people find their jobs meaningful to them, the greater their motivation to
be regular in attendance.
 As employees’ workloads increase due to the absence of a co-worker, peer pressure is
exerted on the absent co-worker to attend work on a regular basis.
 The more people like working for the organization, the higher their motivation to attend
regularly. Recognition of good employee attendance helps improve attendance.
 Employees will have a lower absence ratio if they feel free to discuss their on-the-job
problems with their immediate supervisor.

 Employees with a low absence ratio feel confidence and have supportive relationships in
their workplace. Low absence ratio employees are found to be more satisfied with their
opportunity for promotion and upgrading.
6.3. Committed to Attendance:
This paper provides the information necessary to begin an effective attendance management
program, which will yield long-term results. This paper is intended to be a guide rather than an
instruction manual or policy. To make an attendance management program truly successful, it will
require insight into the special dynamics present in your work place. It will require two-way
communication, as both the needs of the employees and of management must be met if good
attendance is to be achieved. Attendance is the responsibility of everyone, especially those who
directly manage the human resources of your organization.
Attendance is not only an expectation; employers have the right to receive good attendance. Each
and every employee has a contractual obligation to attend work regularly. All levels of
management must believe in, be committed to, and communicate their expectations of good
attendance. If a specific number of sick days are considered acceptable per employee, at best that
will be the result. Employees will live up to the expectations that you set for them. Expectations
must be clear to both management and employees in order for an attendance management program
to get maximum results. Goals must be tangible. Attendance expectations must be clearly
communicated and followed.
6.4. Office Attendance in BBS Cables Limited:
Late Attendance Considering Present traffic jam, strikes and other natural reason , 15 minute after
9.00 AM consider as grace timing for due attendance. But attendance after 9.15 PM treats as late
attendance.
6.5. Disciplinary action for late attendance in BBS Cables Limited:
For every three days late attendance one day’s leave is deducted. First the casual leave is adjusted,
then earned leave and after that Casual Leave and Earned Leave one day’s salary is deducted for
every three day’s late attendance in office.

Chapter 7: Leave Management

7.1. Leave Management:
Leave Management is a program that is administered by the Department of Human Resources.
Leave is granted to eligible full-time, part-time, time-limited and trainee employees.
Employees Leave Management helps Finance and HR Departments sleep better at night knowing
that their leave programs are efficiently managed and accurately tracked.
 Using Leave Management, Employees can:
a. View time earned, time taken and remaining balance for each policy assigned
b. Model available time balance as of a specific date to get a real time snap shot of
balance information
c. Enter and request time off
d. Carryover accrued time
e. View time off transaction history
 Using Leave Management, HR Professionals can:
a. Perform all of the functions that employees and managers can perform
b. Edit leave records
c. Delete leave records
d. Manage leave policy assignments
e. Edit the employee's service date
f. Assign leave policies during the hire process
g. Report on aggregate data for leave policies
7.2. Leave Management at BBS Cables Limited:
All employees of BBS Cables Ltd. Enjoy leave facility according to company’s policy. However,
the management of the company has accepted following leave policy for its employees while they
are in the service of the company.

 Earned Leave: An employee can enjoy maximum 15 days leave as earned leave in a
calendar year. If not enjoyed or the remaining balance of Earned Leave can be en-
cashed at the end of the year, for which the basis of calculation is done on last drawn
basic pay of the concerned employee.
 Casual Leave: An employee can enjoy maximum eight days leave in a calendar year.
If not enjoyed or the remaining balance of Casual Leave can’t be en-cashed , or not be
carried forward to the next year. At the end of the year remaining balance of the Casual
Leave will be lapsed.
 Sick Leave/ Medical Leave: An employee can enjoy maximum 14 days leave as sick
/medical leave in a calendar year. For that leave, employee must have to submit medical
certificate.
 Maternity Leave: Female employees can enjoy maternity leave due to her pregnancy.
One can take maximum 3 month leave for the reason of her physical condition.
 Paternity Leave: An employee can take 3 days paternity leave for the reason of his
wife pregnancy and newly born child.
 Special Leave: For the different kind of terms and policy an employee can enjoy some
special leave.
7.3. Term and Conditions for enjoying Leave:
BBS Cables Limited has some Terms and Conditions in case of considering any leave. Those terms
and conditions are mentioned below:
 Leave cannot be claimed as a matter of right.
 All leave application (shown as Annexure-6) has a process which approved by the
management.
 The management may grant or reject the leave application.
 All leave except sick leave should have prior permission from the management.
 No leave shall be carried forward to the next year.
 Casual leave can’t be taken for more than three days at an instance.
 Only remaining balance of Earned Leave can be en-cashed at the end of the end of the
year.
7.4. Record Keeping of Leave in BBS Cables Limited:
Every employee has a Leave Record file of his total leave record. Which is updated by the Human
Resources department. The record card is enclosed as Annexure-6

Chapter 8: Performance Management

8.1. Performance Appraisal:
“It is a systematic evaluation of an individual with respect to performance on the job and
individual’s potential for development.”
Performance Appraisals is the assessment of individual’s performance in a systematic way. It is a
developmental tool used for all round development of the employee and the organization. The
performance is measured against such factors as job knowledge, quality and quantity of output,
initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility and
health. Assessment should be confined to past as well as potential performance also. The second
definition is more focused on behaviors as a part of assessment because behaviors do affect job
results.
8.2. Goals of Performance Appraisal:
General Goals Specific Goals
Developmental Use Individual needs
Performance feedback
Transfers and Placements
Strengths and Development needs
Administrative Decisions / Uses Salary
Promotion
Retention / Termination
Recognition
Lay offs
Poor Performers identification
Organizational Maintenance HR Planning
Training Needs
Organizational Goal achievements
Goal Identification
HR Systems Evaluation
Reinforcement of organizational needs
Documentation Validation Research
For HR Decisions
Legal Requirements

8.3. Method of Performance Appraisal:
Numerous methods have been devised to measure the quantity and quality of performance
appraisals. Each of the methods is effective for some purposes for some organizations only. None
should be dismissed or accepted as appropriate except as they relate to the particular needs of the
organization or an employee.
Broadly all methods of appraisals can be divided into two different categories.
 Past Oriented Methods
 Future Oriented Methods
Past Oriented Methods:
 Rating Scales: Rating scales consists of several numerical scales representing job related
performance criterions such as dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total numerical scores are computed and
final conclusions are derived. Advantages – Adaptability, easy to use, low cost, every type
of job can be evaluated, large number of employees covered, no formal training required.
Disadvantages – Rater’s biases
 Checklist: Under this method, checklist of statements of traits of employee in the form of
Yes or No based questions is prepared. Here the rater only does the reporting or checking
and HR department does the actual evaluation. Advantages – economy, ease of
administration, limited training required, standardization. Disadvantages – Raters biases,
use of improper weighs by HR, does not allow rater to give relative ratings
 Forced Choice Method: The series of statements arranged in the blocks of two or more
are given and the rater indicates which statement is true or false. The rater is forced to make
a choice. HR department does actual assessment. Advantages – Absence of personal biases
because of forced choice. Disadvantages – Statements may be wrongly framed.
 Forced Distribution Method: here employees are clustered around a high point on a
rating scale. Rater is compelled to distribute the employees on all points on the scale. It is
assumed that the performance is conformed to normal distribution. Advantages –
Eliminates Disadvantages – Assumption of normal distribution, unrealistic, errors of
central tendency.
 Critical Incidents Method: The approach is focused on certain critical behaviors of
employee that makes all the difference in the performance. Supervisors as and when they
occur record such incidents. Advantages – Evaluations are based on actual job behaviors,
ratings are supported by descriptions, feedback is easy, reduces regency biases, chances of
subordinate improvement are high. Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback may be too much and may appear
to be punishment.

 Behaviorally Anchored Rating Scales: statements of effective and ineffective behaviors
determine the points. They are said to be behaviorally anchored. The rater is supposed to
say, which behavior describes the employee performance. Advantages – helps overcome
rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques.
 Field Review Method: This is an appraisal done by someone outside employees’ own
department usually from corporate or HR department. Advantages – Useful for managerial
level promotions, when comparable information is needed, Disadvantages – Outsider is
generally not familiar with employees work environment, Observation of actual behaviors
not possible.
 Performance Tests & Observations: This is based on the test of knowledge or skills. The
tests may be written or an actual presentation of skills. Tests must be reliable and validated
to be useful. Advantage – Tests may be apt to measure potential more than actual
performance. Disadvantages – Tests may suffer if costs of test development or
administration are high.
 Confidential Records: Mostly used by government departments, however its application
in industry is not ruled out. Here the report is given in the form of Annual Confidentiality
Report (ACR) and may record ratings with respect to following items; attendance, self
expression, team work, leadership, initiative, technical ability, reasoning ability, originality
and resourcefulness etc. The system is highly secretive and confidential. Feedback to the
assesses is given only in case of an adverse entry. Disadvantage is that it is highly
subjective and ratings can be manipulated because the evaluations are linked to HR actions
like promotions etc.
 Essay Method: In this method the rater writes down the employee description in detail
within a number of broad categories like, overall impression of performance, promote
ability of employee, existing capabilities and qualifications of performing jobs, strengths
and weaknesses and training needs of the employee. Advantage – It is extremely useful in
filing information gaps about the employees that often occur in a better-structured
checklist. Disadvantages – It its highly dependent upon the writing skills of rater and most
of them are not good writers. They may get confused success depends on the memory
power of raters.
 Cost Accounting Method: Here performance is evaluated from the monetary returns
yields to his or her organization. Cost to keep employee, and benefit the organization
derives is ascertained. Hence it is more dependent upon cost and benefit analysis.
 Comparative Evaluation Method (Ranking & Paired Comparisons): These are
collection of different methods that compare performance with that of other co-workers.
The usual techniques used may be ranking methods and paired comparison method.
 Ranking Methods: Superior ranks his worker based on merit, from best to worst. However
how best and why best are not elaborated in this method. It is easy to administer and
explanation.

 Paired Comparison Methods: In this method each employee is rated with another
employee in the form of pairs. The number of comparisons may be calculated with the help
of a formula as under.
Future Oriented Methods
 Management By Objectives: It means management by objectives and the performance is
rated against the achievement of objectives stated by the management.
 Psychological Appraisals: These appraisals are more directed to assess employees
potential for future performance rather than the past one. It is done in the form of in-depth
interviews, psychological tests, and discussion with supervisors and review of other
evaluations. It is more focused on employees emotional, intellectual, and motivational and
other personal characteristics affecting his performance. This approach is slow and costly
and may be useful for bright young members who may have considerable potential.
However quality of these appraisals largely depend upon the skills of psychologists who
perform the evaluation.
 Assessment Centers: This technique was first developed in USA and UK in 1943. An
assessment center is a central location where managers may come together to have their
participation in job related exercises evaluated by trained observers. It is more focused on
observation of behaviors across a series of select exercises or work samples. Assesses are
requested to participate in in-basket exercises, work groups, computer simulations, role
playing and other similar activities which require same attributes for successful
performance in actual job. The characteristics assessed in assessment center can be
assertiveness, persuasive ability, communicating ability, planning and organizational
ability, self-confidence, resistance to stress, energy level, decision making, sensitivity to
feelings, administrative ability, creativity and mental alertness etc. Disadvantages – Costs
of employees traveling and lodging, psychologists, ratings strongly influenced by
assassin’s inter-personal skills. Solid performers may feel suffocated in simulated
situations. Those who are not selected for this also may get affected.
 360-Degree Feedback: It is a technique which is systematic collection of performance
data on an individual group, derived from a number of stakeholders like immediate
supervisors, team members, customers, peers and self. In fact anyone who has useful
information on how an employee does a job may be one of the appraisers. This technique
is highly useful in terms of broader perspective, greater self-development and multi-source
feedback is useful. 360-degree appraisals are useful to measure inter-personal skills,
customer satisfaction and team building skills. However on the negative side, receiving
feedback from multiple sources can be intimidating, threatening etc. Multiple raters may
be less adept at providing balanced and objective feedback.

8.4. Performance Appraisal in BBS Cables Limited:
To evaluate the employees of BBS Cables throughout the year “Performance Appraisal System”
is used. Performance of the employee is measured by at least 10 key performance indicators
which is determined by the Management. Total marks for performance appraisal is 100. Mark
wise promotion and increment is mentioned below:
Rating Status Appraisal
01 Outstanding(Marks above
80)
14% to 15% increment on gross salary.
02 Superior(Marks 61to79) 11% to 13% increment on gross salary.
03 Satisfactory(Marks 45 to 60) 8% to 10% increment on gross salary.
04 Under Performer (Marks30
to
45)
5% of gross salary.
05 Exit (Marks below30) Can be asked for resignation or termination.

Chapter 09: Benefit Management

9.1. Employee Benefits:
Employee benefits are optional, non-wage compensation provided to employees in addition to
their normal wages or salaries. These types of benefits may include group insurance (health, dental,
vision, life etc.), disability income protection, retirement benefits, daycare, tuition reimbursement,
sick leave, vacation (paid and non-paid), funding of education, as well as flexible and alternative
work arrangements.
9.2. Advantages of offering benefits to employees:
 By providing increased access and flexibility in employee benefits, employers can not
only recruit but retain qualified employees.
 Providing benefits to employees is seen as managing high-risk coverage at low costs
and easing the company's financial burden.
 Employee benefits have been proven to improve productivity because employees are
more effective with they are assured of security for themselves and their families.
 Employees can experience a peace of mind which leads to increased productivity and
satisfaction by being assured that they are their families are protected in any mishap.
 Employees can feel a sense of pride in their employer if they are satisfied with the
coverage they receive.
9.3. Benefits provides by BBS Cables Limited:
BBS Cables Limited provides different effective Benefits, which are most valuable and helps
employee in economically and mentally. Those are:
Bonus Gratuity Provident
Fund
Loan
Facilities
Festive Incentive

 Bonus: BBS Cables Ltd. Provides 3 bonus in a year. Two of them are festive bonus. And
one is incentive bonus.
o Festive bonus: Employee get two festive bonus in two Eid. The amount of the
bonus vary on the basic salary of the particular employee.
o Incentive Bonus: Incentive bonus given by the company from the total profit of
BBS Cables in a year. The amount is vary in different year, for the basis of profit.
 Provident Fund: It is upcoming feature, which will add with the employee benefits.
 Welfare Fund: BBS Cables maintain a fund which is called “Employee Welfare Fund”.
Which is created for the different welfare for the employee.
 Loan Facilities: It is upcoming feature, which will add with the employee benefits.

Chapter 10: Termination Management

10.1. HR's Role in Employee Termination:
When it comes to terminating employees, HR can help shape the process, guide the conversation
and minimize potential damage to both company and employee. But it can't assume the
responsibility nor make the task pleasant for anyone involved.
Still, "HR should always be a significant part of any termination in any company," says Amy
Schrameck, regional director of human resources for a large retail company. HR provides checks
and balances, ensures company policy and procedures are followed and, often working with the
legal department, makes sure all actions conform to legal guidelines.
Jeanne Knight, a former HR director for high tech companies, prefers to become involved before
termination becomes necessary. "Through proactive coaching and training with managers, we can
help them understand that they shouldn't get to the point where they want to fire the person ‘today,'"
she says. "If they come to us when they first suspect a problem, we can help them manage the
process" that can lead to improved performance or create a well-documented path toward
termination.
10.2. Reason for Employee Termination:
There are many reasons which are caused for employee termination. Some major reason of
employee termination are given below:
 Inadequate Job Performance: You may need to let an employee go because she is unable
to perform some or all of the necessary aspects of the job. Before firing the employee, point
out her deficiencies during a performance evaluation and provide counseling to help her
improve. If she shows little or no improvement, consider moving her to a more suitable
position, if possible.
 Business Conditions: Unfavorable business conditions may force you to lay off
employees for economic reasons as opposed to poor performance. The layoff may be
permanent, or the employee may be called back to work if business conditions improve.
According to the University of South Carolina School of Library and Information Science's
Termination 101 Web page, a layoff should be used as a last resort after measures like
reducing other business expenses or cutting back on labor hours have proven unsuccessful.
 Unacceptable Behavior: You may need to fire an employee due to unacceptable behavior,
For example, if your company's code of ethics strictly prohibits providing confidential
company information to customers and you discover an employee has done so, you may
have grounds for terminating him. Other actions can include stealing company property,
engaging in sexual harassment or verbally or physically threatening another employee. The

employee may also display a pattern of disrespectful or insubordinate behavior directed
toward you or your supervisors that results in a disruption of your work environment.
 Absenteeism: An employee who misses work frequently or is habitually late negatively
affects your business's productivity and can place an unfair burden on your other workers.
Chronic absenteeism could be a sign that the employee is dealing with substance abuse,
mental illness or job dissatisfaction. If an employee is coming close to violating your
attendance policy, have a one-on-one discussion to get to the root of the problem. If you
have an employee assistance program in place, remind her of its availability so she can
seek confidential assistance, if necessary.
10.3. Termination Management Process in BBS Cables Limited:
Two types of action are taken by the BBS Cables Limited for fulfill the proper Termination process.
Those are:
 Light Punishment:
o Revoke Employee.
o Stop promotion and increment for a certain period.
o Deduction of salary or suspension for a certain period.
 Heavy Punishment:
o Demotion from present position.
o Huge financial penalty so that damage can be resolved.
o Dismiss from service.
10.4. Procedure of Disciplinary action in BBS Cables Limited:
BBS Cables follows some process for disciplinary action for employee, which are:
 To serve show cause notice within minimum four days’ time reply.
 To give employee for explanation.
 Punishment must be done on the basis of inquiry report.
 All communication must be done in written from.
 During the period of suspension, Employee gets the subsistence allowance.
 Dismissal can only be made after proof of the alleged crime.

Chapter 11: SWOT Analysis

11.1. Definition SWOT Analysis:
A tool that identifies the strengths, weaknesses, opportunities and threats of an organization.
Specifically, SWOT is a basic, straightforward model that assesses what an organization can and
cannot do as well as its potential opportunities and threats. The method of SWOT analysis is to
take the information from an environmental analysis and separate it into internal (strengths and
weaknesses) and external issues (opportunities and threats). Once this is completed, SWOT
analysis determines what may assist the firm in accomplishing its objectives, and what obstacles
must be overcome or minimized to achieve desired results.
When using SWOT analysis, be realistic about the strengths and weaknesses of your organization.
Distinguish between where your organization is today, and where it could be in the future. Also
remember to be specific by avoiding gray areas and always analyze in relation to the competition.
Finally, keep your SWOT analysis short and simple, and avoid complexity and over-analysis since
much of the information is subjective. Thus, use it as a guide and not a prescription.
11.1.1 Strengths:
Strengths are the qualities that enable us to accomplish the organization’s mission. These are the
basis on which continued success can be made and continued/sustained. Strengths can be either
tangible or intangible. These are what you are well-versed in or what you have expertise in, the
traits and qualities your employees possess (individually and as a team) and the distinct features
that give your organization its consistency. Strengths are the beneficial aspects of the organization
or the capabilities of an organization, which includes human competencies, process capabilities,
financial resources, products and services, customer goodwill and brand loyalty. Examples of
organizational strengths are huge financial resources, broad product line, no debt, committed
employees, etc.
A SWOT Analysis Strength could be:
 Your specialist marketing expertise.
 A new, innovative product or service.
 Location of your business.
 Quality processes and procedures.
11.1.2. Weaknesses:
Weaknesses are the qualities that prevent us from accomplishing our mission and achieving our
full potential. These weaknesses deteriorate influences on the organizational success and growth.
Weaknesses are the factors which do not meet the standards we feel they should meet. Weaknesses
in an organization may be depreciating machinery, insufficient research and development
facilities, narrow product range, poor decision-making, etc. Weaknesses are controllable. They
must be minimized and eliminated. For instance - to overcome obsolete machinery, new machinery

can be purchased. Other examples of organizational weaknesses are huge debts, high employee
turnover, complex decision making process, narrow product range, large wastage of raw materials,
etc.
A SWOT Analysis Weaknesses Could be:
 Lack of marketing expertise.
 Undifferentiated products or services (i.e. in relation to your competitors).
 Location of your business.
 Poor quality goods or services.
 Damaged reputation.
11.1.3 Opportunities:
Opportunities are presented by the environment within which our organization operates. These
arise when an organization can take benefit of conditions in its environment to plan and execute
strategies that enable it to become more profitable. Organizations can gain competitive advantage
by making use of opportunities. Organization should be careful and recognize the opportunities
and grasp them whenever they arise. Selecting the targets that will best serve the clients while
getting desired results is a difficult task. Opportunities may arise from market, competition,
industry/government and technology. Increasing demand for telecommunications accompanied by
deregulation is a great opportunity for new firms to enter telecom sector and compete with existing
firms for revenue.
A SWOT Analysis Opportunity could be:
 A developing market such as the Internet.
 Mergers, joint ventures or strategic alliances.
 Moving into new market segments that offer improved profits.
 A new international market.
 A market vacated by an ineffective competitor.
11.1.4. Threats:
Threats arise when conditions in external environment jeopardize the reliability and profitability
of the organization’s business. They compound the vulnerability when they relate to the
weaknesses. Threats are uncontrollable. When a threat comes, the stability and survival can be at
stake. Examples of threats are - unrest among employees; ever changing technology; increasing
competition leading to excess capacity, price wars and reducing industry profits; etc.

A SWOT Analysis Threat Could be:
 A new competitor in your home market.
 Price wars with competitors.
 A competitor has a new, innovative product or service.
 Competitors have superior access to channels of distribution.
 Taxation is introduced on your product or service.
11.2. Advantages of SWOT Analysis:
SWOT Analysis helps in strategic planning in following manner:
 It is a source of information for strategic planning.
 Builds organization’s strengths.
 Reverse its weaknesses.
 Maximize its response to opportunities.
 Overcome organization’s threats.
 It helps in identifying core competencies of the firm.
 It helps in setting of objectives for strategic planning.
 It helps in knowing past, present and future so that by using past and current data, future
plans can be chalked out.
11.3. SWOT Analysis of BBS Cables Limited:
 Strength:
o BBS Cables use 101% Copper conductivity where other cable companies in
Bangladesh use 95% to 96% Copper Conductivity.
o Fully Automated Drawing Lines for quality and efficient wire drawing.
o Lead Free insulation materials.
o Scrap free imported genuine copper.
o Own copper which enables BBS Cables to maintain the same quality of the copper.
o Stat of the Art Quality Control Lab that ensure export quality cables.
o Excellent interpersonal relationship between the employees.
o Set up of machine is made in a way that enables BBS Cables to produce all types of
cables in one factory.

 Weakness:
o Wastage management is not so effective that can cause raise in the price of the
cables.
o As a new company brand value is low. It will take time to create great brand
value in market. And the department of Brand need to be strong and implements
cost reducing idea.
o Need to developed Information Technology department for more operative and
fast work.
 Opportunities:
o Infrastructure of Bangladesh is growing day by day. So it’s clear that for the
reason of power supply, cable is a must needed product. So, BBS Cables has a
great opportunity to expand their business every corner of Bangladesh.
o The product quality of BBS Cable is better than any other cables in
Bangladesh. The demand of cable is huge all over the world. If they can
increase their production, then it’s a matter of time to be a multinational
SWOT Analysis Of BBS Cables Limited
Strength
Weakness
Opportunities
Threats

company. At first BBSCL need to target the under developing and developing
country. Like, most of the country of Africa, and Asian subcontinent countries.
o BBS Cables has a great work force. If they can optimum use of them. It will be
number one day.
 Threats:
o In Bangladesh there are more than 60 cables companies exist. This makes a
big competition in market.
o There are many substandard local cable industries which produce low quality
price cables that also can damage the market. And they are the major threats
of a standard quality full company like BBS Cables.

Chapter 12: Wind-Up Part

12.1. Findings:
During my internship period I observed some problems in BBS Cables, Which are given below:
 Different department of BBS Cables are not working together.
 Not enough manpower in Brand Management department, as a first growing company it
needs to focus more on make brand image.
 Not enough manpower in Distribution department as a result sometimes distribution
process get jam-packed.
 To become a number one company, it’s essential to optimum use of safe online based
system. For that reason the department of IT need to be much stronger.
 Distribution channel doesn’t have enough vehicles for distributing product.
 BBS cables doesn’t have enough showroom of office all around the country.
 Customer care department hasn’t sufficient manpower.
12.2. Recommendations:
The recommendation for the above problems are given below:
 Different departments of BBS Cables should work together and cooperate with each other,
which will help to remain consistencies in every work and achieving the specific goals of
BBS cables.
 BBS Cables should employ some talented and creative person in the Brand department,
who will work for establishing the Brand image of the company.
 Distribution department of BBS cables requires more employees to smoothly run the
distribution system, as it is a first growing company which is capturing new market
segment distribution department needs more manpower.
 BBS Cables should employ some talented and co-operative minded person in the IT
department, who can ensure the safe technological process, which one is best for the
company. And concuss about the safety of ERP.
 For capturing more attention of the customer and to increase the profit margin of BBS
Cables should open more showrooms in important market.
 BBS Cables already reach the higher level of the market. So they have a lot of customer.
So its need to increase the Customer Care department to serve the customer continuously.

12.3. Conclusion:
In this age of modern technology and inventions it is very hard to stay competitive for the
organization. Thought concept of organizations less than a hundred year old, it is ruling all
over the world. Sometimes organization determines the nature of rules and regulations. This
organization is a single entity but included many human beings into its arena. Thus
organization is the combined effort a group of human being.
Organization really does not do anything, man or woman dose it. As a result organization
becomes profitable, share of the companies get higher price in the market. Behind everything,
there is human being.
So, people are the main assets. They are current which runs the organization. Human Resource
works with these assets, which is more valuable than other product like service, money or any
other thing.

12.4. Reference:
Book:
 Human Resource Management by Derek Torrington.
 Human Resource Management: Theory and Practice by John Bratton.
 Human Resource Management & Industrial Relation by Dr. Abdul Awal Khan& Dr.
M.A. Taher.
Report and Journal:
 Virginia Employment Journal.
 Human Resources Policy of BBS Cables Limited.
 Asia Pacific Journal of Human Resources.
Websites:
 http://bbscables.com.bd/
 http://en.wikipedia.org/wiki/Business
 http://www.benefits.org
 http://www.investopedia.com
 http://hrcouncil.ca/hr-toolkit/
 http://www.businessballs.com

12.5. Annexure:
In this part, I attach some from which is related with the HR departments works. Which are given
below:

Annexure-01
BBS Cables Limited
Manpower Requisition Form
Name of Position:
Department:
Required Qualification:
Additional/Professional Qualification:
Required Experience:
Brief Job Description of
the required position:
1.
2.
3
4.
Proposed Salary:
Expected Date of Joining:
Mode of Advertisement: Newspaper / Website / Internal Source
----------------------------------------------------
Signature of concerned Department Head
---------------------------------
Signature of HR Manager
----------------------------------------------
Approval from the Executive Director
------------------------------------------------
Approval from the Managing Director

Annexure-02
BBS Cables Limited
Interview Assessment Form
Name of the Candidate:
Interviewed for the Position of:
Date of Interview: Department:
Assessment Indicator : Excellent = 5, Very Good = 4, Good = 3, Average = 2, Below Average = 1
SL. NO. Performance Factor Marks Obtained
01. Appearance
02. Job Knowledge
03. Professional Attitude
04. Team Spirit
05. Decision Making Capability
06. Leadership Quality
07. Conduct & Discipline
08. Dependability
09. Sense of Responsibility
10. Intelligence
TOTAL:
Present salary:
Notice Period Required:
Comment of Interviewer:
Signature of Interviewer Signature of HR Manager

Annexure-03
BBS Cables Limited
Interview Status Report
Name of the Position: Department:
Venue : Date:
Sl
No
Name of Candidate Selected Rejected Final Negotiated
Salary
Remarks
01.
02.
03.
04.
05.
06.
07.
08.
09.
10.
Members of Interview Board:
Name Signature
Managing Director
Executive Director
Head of Concerned Department
HR Manager

Annexure-04
BBS Cables Ltd.
Head Office, Dhaka
JOB DESCRIPTIONS
Individual Specifications:
Name of Employee:
I.D. Number:
Designation:
Department:
Section:
Report to:
Supervises:
Job Summary:
Routine Functions:
1.
2.
3.
4.
5.
6.
7.
Additional Tasks:
1.
2.
--------------------------- ----------------------
Signature of Employee Dept. Head

Annexure-05
BBS Cables Ltd.
Head Office, Dhaka
JOB SPECIFICATIONS
Job Title:
Department:
Section:
Educational
Qualification:
Professional
Qualification:
Professional Training:
Required Experience:
Other Qualifications:
----------------------------------------
Signature of the Head of the Dept.

Annexure-06
BBS Cables Limited
Leave Application Form
Name of Applicant ---------------------------------------------------------- ID Number: -------------------
Designation: ------------------------------------------------------------ Department: ------------------------
Type of Leave applied for: (CL / EL): ----------------------------------------------------------------------
Duration of Leave: From ------------------------ to -------------------------Total: ----------------day (s)
Reason for Leave: ---------------------------------------------------------------------------------------------
Date of Joining after Leave: ----------------------------------------------------------------------------------
Contact Address during Leave ------------------------------------------- Mobile Number ---------------
Signature of Applicant Supervising Officer Allowed / Not Allowed
Head of the Dept.
Status of Leave:
(To be filled out by Administration Department)
Type of Leave Leave Enjoyed Remaining Balance
Casual Leave (08 days)
Earned Leave (15 days)
-----------------------------------------------
Approval of the Management Signature of the Administrative Officer
------------------------- -----------------------
Executive Director Managing Director

Annexure-07
BBS Cables Limited
Leave Record Card
Name of Employee: ID:
Date of Joining: Dept:
Year Type of
Leave
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Remarks
2012
EL
CL
2013
EL
CL
2014
EL
CL
2015
EL
CL
2016
EL
CL

Annexure-08
BBS Cables Limited
Performance Appraisal Form
Name of Employee: I.D. Number:
Designation: Department:
Date of Joining: Date of Confirmation: Date of Last Promotion:
Following are the Key Performance Indicators to evaluate an employee. Each Indicator contains 10
marks out of which, the Evaluators shall mark an employee.
Sl No. Performance Factor Marks Obtained
01. Job Knowledge
02. Dependability
03. Sense of Responsibility
04. Decision Making Capability
05. Leadership Quality
06. Team Spirit
07. Intelligence
08. Daily Attendance
09. Conduct & Discipline
10. Professional Attitude
TOTAL:
(Outstanding = 80 & above, Superior = 61 to 79, Satisfactory = 45 to 60, Underperformer = 30 to
44, Exit Category = below 30)
Comment of the Evaluator:
Promotion/Increment recommended by the Dept. Head:
--------------- ---------------------- -------------- ------------------
HR Manager Executive Director Director Managing Director

Annexure-09
ERP
Enterprise resource planning (ERP) is business management software, which is used by BBS
Cables for their work in online. A snapshoot of this ERP is given below:

Human Resources Management practice of “BBS Cables Limited”

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