HR activities and practices of Asian Telecast Ltd.

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HR activities and practices of Asian Telecast Ltd.
Introductory part
Chapter: 1

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1.1 Introduction
Human Resources department is the emerging sector in the new era of corporate
world. Previously HRM was ignored by big organizations. Today the situation has
changed, most of the organizations are emphasizing on HRM practice. The main
reason is, the organization runs by the people or human resources not by the machine.
So, it is important to maintain these human resources in order to gain long term
success in Business. Asian Telecast Ltd also gives emphases on HRM practice. In my
Internship Report, my main target is to identify the area of HR activities and practice
of Asian Telecast Ltd.
In today’s world only academic education does not make a student perfect to become
competitive with the outside world. Internship is highly needed to gain idea,
knowledge and experience.
IUBAT University is one of the most reputed private universities in Bangladesh, has
been designed the curriculum of the BBA course such a way that the international
standard graduates will be produced. After completing all credit hours, one student
needs to go for further 9 credit hours internship program in a commercial
organization.
Asian Telecast Ltd is a place where I could learn the HRM practices. As an intern
student I have got the opportunity to work with this organization for three months and
acquire idea about real HRM practices in the world.
As a part of my BBA program, I have done my internship program under the Human
Resource Management of “Asian Telecast Ltd.” This practical part will be evaluated
by my honorable academic supervisor. For that reason I have prepared this report on
the basis of my practical experience and submitted to my supervisor. The topic of the
report is “HR activities and Practices of Asian Telecast Ltd”.
1.2 Research Aims
To identify what type of HR activities and practices are done by Asian Telecast Ltd.

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1.3 Objectives of the Report
1.3.1 Broad Objectives:
The main objective of the report is to know the HR activities and practices Asian
Telecast Ltd.
1.3.2 Specific Objectives:
 To identify what type of HRM practices are done by Asian Telecast Ltd.
 To identify the strengths and weakness of HRM practice of Asian Telecast Ltd.
 To know the performance appraisal system of Asian Telecast Ltd.
 To analyze compensation practice of Asian Telecast Ltd.
 To know the theoretical framework of training and development policy of
Asian Telecast Ltd.
 To know the training policy of Asian Telecast Ltd.
 To recommend necessary steps for overcoming problems.
1.4 Scopes of the Report
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.
The study will allow learning about the HRM issues, importance, modern techniques
and models used to make it more efficient. The study will help to learn the practical
procedures followed by the leading organizations. Moreover the study will help to
differentiate between the practice and the theories that direct to realize how the
organization can improve their HRM practice & process.
1.5 Methodology of the Report
In order to contract the report I have collectednecessary information from two
sources -
a. Primary Sources of Information
b. Secondary Sources of Information
a. Primary Sources of Information: The primary data collectedfrom the following
sources:

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 Face to face discussion
 Telephone discussion
 Oral interview of the responsible officers
b. Secondary Sources of Information: The secondary data collectedfrom the following
sources:
 Websites of Asian Telecast Ltd.
 Various documents of Asian Telecast Ltd.
 Internet
 Library
1.6 Limitations of the Report
This dissertation report is my first assignment outside of course curriculum in the
practical life. I the student of BBA program just one stage behind of completing my
formal studies. Before completing the institutional experience practical performance
in the formal stages 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 restrictedto handover.
 Improper coordination among all departments.
 Being busy with other works so not getting more information.
1.7 Ethical consideration
This report is prepared on the basis of work done at Asian Telecast Ltd Niketan,
Gulshan-1, Dhaka-1212 and information collected from the Asian TV. No portion is
copied from any work done ear for a degree or otherwise. I also confirm that report is
prepared solely for the academic purpose and not the use of any other party.

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Organization part
Chapter: 2

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2.1 Background of the organization
Asian Television is a 24 hours news & entertainment channel in Bangladesh. It is a
sister concern of Asian Group, a large business group in Bangladesh. Asian Television
obtained license from Bangladesh Government in March 2012 and started its first
transmission on 18th January of 2013 with the first MPEG- 4 technology in
Bangladesh. This TV Channel has a group of sincere editors and reporters who are
committed to bring the latest Bangladesh News and World News to viewers. Asian
TV typically covers topics on entertainment and business. It also covers shows on
culture, sports and automobile.
Satellite:
 Satellite: Apstar 2R
 Orbital Position: 76.5 East
 Downlink Frequency: 4113 MHz
 Symbol Rate: 3696 KSPS
 FEC: ¾
 Polarization: H Pole
 Video Coding Format: MPEG-4

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2. 2 Company profile
Organization Asian Telecast Ltd
Address House-60, Road-1, Block-A, Niketan, Gulshan-1, Dhaka-1212
Telephone 02-985296-3
Website www.asiantvbd.com
E-mail info@asiantvbd.com
Fax 9852964
Nature of Business Private television (Broadcast operation & Eng.)
Service  News updates
 One-hour-dramas
 Drama serials
 Movies
 Sports programs
 Musical show, game show, shows on
health
 Business
 Comedy shows
 Family shows, kids entertainment,
cooking, musical show
 Celebrity talk show, foreign
entertainment etc.
Date of Incorporation 19th March 2012
Launched 18th January 2013
Owned by Md Harun Ur Rashid (CIP)
Table-2.1: Corporate History of the Asian Telecast Ltd.

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2.3 Hierarchy of the Executive Body of Asian TV
Figure 2.1: Organization Chart of Asian Telecast Ltd
The organizational structure of Asian Telecast Ltd is very systematic flowchart. Here,
at the top, there is board of directors whose are the key decision makers of the
company. Under board of directors, there are Executive Editor & Managing Editor.
These two positions hold authority to control all Departmental Heads.
Under Executive Editor there are following Departmental Heads;
 Head of Business Programs
 Head of Broadcast Technology
 Head of sports
 Social Affairs Editor
 Head of News
 Head of Broadcast Standards
 Head of Broadcast Operation
 Head of Quality Assurance
 Head of Current Affairs

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Under Managing Editor there are following Departmental Heads;
 Head of Sales and Marketing
 Head of Finance & Account
 Head of HR
 Head of Support Service
 Head of distribution
Under every Head of departments there are some Executives to help them in
completion of the organizational goals and objectives.
2.4 Corporate Governance
Board of Directors:
Name Designation
Md Harun Ur Rashid (CIP) Chairman
Md. Ekramul Hasan Nasim Director
Md. Aminul Islam Manager Marketing
Md Hanif Ud Dahar Manager HR & Admin
Table-2.2: Board of Directors of the Asian Telecast Ltd.

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2.5 Department of the Asian Telecast Ltd.
I) The Administration Department:
Figure 2.2: Administration Department of Asian Telecast Ltd.
A company is incomplete without a human resource department so it is said. But, it’s
true as the very existence of a human resource department is vital to overall
productivity and efficiency of the strong workforce in any thriving organization. In
fact, good human resources can be one of the most valued and respected departments
in an organization; their job is managing people, and people are the company’s most
important asset.
One of the major roles of a human resources department in a successful business
involves a lot of observation and analysis from behind the scenes. Indeed, the
intelligence of the human resources department often involves what can be equated to
“crunching numbers.” Compiling complex data and metrics that follow the
performance of individual employees, as the move through the workforce is an
important task, which has helped human resources, work out crucial solutions to
inefficiency, wilting profit margins and more.
Due to the sensitive nature of human relations and the work that human resources
departments must carry out, discretion is a crucial element to this field. That’s because
the management of performance can often involve tough decisions such as choosing
who to let go, who to promote and who to hire. Keeping the decision making process

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behind closed doors is an ethical practice that breeds the least amount of contention
possible.
II) Sales and Marketing Department:
Figure 2.3: Sales and Marketing Department of Asian Telecast Ltd.
Sales and marketing has following section:
 Market analysis and research
 Collection of Advertisements
 Agreements and documentation
 Production and prom motion
II) The News Department:
The News Department is consists of News Director, Assistant News Director,
Managing Editor, Business Manager for News/News Operations Manager, Executive
Producer, Senior Producer, Producer and Assistant Producer, News Writer, Futures or
Planning Editor, Assignment Desk Chief, News Assignment Desk, Special Projects
Editor, News Assistant, News Anchor/On-Air Talent, Sports Director,
Weathercaster/Meteorologist, Reporter, Creative Services or Promotions Director,
Promotions Manager or Audience Promotions Manager, Writer/Producer, Post-
Production Editor and Station Announcer.
News and Current Affairs department has following section:
 Reporting

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 Editing
 Presentation
 Lifestyle
 Talk shows on Current Affairs
 Research, Reference and archive
III) The Programme Department:
The programming director or programming manager makes certain programming
information is fed to traffic, sales and other pertinent departments. Any changes are
communicated both in house and externally to the TV listings services. Maintaining
programming equilibrium versus negotiating for new product is part of the daily
responsibilities. Many programming decisions are now made at the corporate level, on
behalf of multiple stations.
Programme department has following section:
o Programming
o Set design and properties
o Make up
o Presentation
o Press and Publication
o Library and Archive
IV) Broadcast and Engineering Department:
The staff of the Engineering department keeps the television station on the air and the
station’s physical property in good shape. Rapidly evolving technology has
compressed the workforce in this area, making multi-tasking more essential and some
jobs obsolete. Head of this department is the director of broadcast operations and
engineering (BO&E), who could also be called chief engineer. This is a hybrid
position that’s half technical, half personnel management, overseeing in the words of
one BO&E director “everything from the toilet paper to the tower.” BO&E heads
figure out what new equipment the station needs to keep competitive and work the
angles to get the best deals. While a number of news departments are still video-tape
based, most are converting to non-linear, server-based technologies. Digital
technology is replacing analog, but stations still need to deal with video’s legacy: all
the information still physically stored in this format versus compressed computer files.
Broadcast and Engineering has the following section:
 Maintenance
 Outside Broadcasting

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 Satellite and communication
 Training and research
VI) Finance and Accounts department:
Finance Department largely performs the function of advising the Government on all
financial matters. The formulation of the Budget is one of its most important
functions. Finance department is also entrusted with the responsibility of framing rules
regulating pay, emoluments and other service conditions of all Government
employees. It has administrative control over the departments of Local Fund Audit,
Directorates of National Savings, State Lotteries State Insurance and Treasuries. The
department is headed by the Principal Secretary and has two Secretaries in charge of
expenditure and Finance Resources. The functions of Finance Department are
Preparation of budget, appropriation of accounts, re-appropriations, surrender and
savings.
So, Finance and Accounts has the following section:
 Budget
 Accounts
 Tax and VAT
2.6 Mission

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The Asian Telecast Ltd mission is to provide the customer with completes interactive
and entertainment based creative and practical channel. To enable the organization of
outstanding content on subjects of interest and relevance to a range of audiences while
using the best professional practices and ensuring long term continuity is the main
mission of Asian TV. We exist to attract and maintain customers. When we adhere to
this maxim, everything else will fall into place. Our services will exceed the
expectations of our customers.
Within the last seven to 4 years, there has been a trend in the industry for the general
advertising agencies to start acting as a full-service agency that not only prepares
advertisements, but also does much of the creative work in-house instead of
outsourcing it. This trend toward full-service agencies has continued. To a large
degree it is occurring due to higher profit margins for the service providers. The Asian
TV will be bucking the trend and concentrating on their specific skill set and not
offers everything under the sun.
By this year the TV channel industry reached more than thirty channels. This growth
is attributed to companies' desire to appear professionally to the public. Another
related aspect of this trend is the formation of many small business owners that took
their business, or created a business that uses the Internet and their desire to appear
more corporate or established than they really are.
2.7 Vision
The Asian Telecast ltd Vision is to provide the customer with completes interactive
and entertainment based creative and practical channel. It is inspired by the finest

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cultural, corporate and creative values to present content which entertains and enriches
audiences. We exist to attract and maintain customers. When we adhere to this maxim,
everything else will fall into place. Our services will exceed the expectations of our
customers.
2.8 Objective
The Asian Telecast Ltd is still in the speculative stage as a service provider. It plans to
take a modest strategy toward project acquisition, not accepting projects by virtue of
increasing revenue, but accepting new projects conditionally on the fact that sufficient
resources can be committed ensuring complete customer satisfaction. Let’s know
some objectives of Asian Telecast Ltd.
2.8.1 Marketing Objectives
 Increase visibility, evidenced by an increase in unsolicited
requests for service.
 After year one, generate at least 30% of new business each
quarter from referrals.
 Continually strengthen Asian Telecast Ltd brand equity,
evidenced by informal polling during networking activities.
2.8.2 Financial Objectives
 Maintain positive, steady, growth each month.
 Reach profitability by the end of year one.
 Continue to decrease the variable costs associated with serving a
project.
2.9 Target Markets
The Asian Telecast Ltd has two distinct customer groups which they will concentrate
on:
 Small-Medium size companies
 Large-size companies: 15-40 employees
 Audiance
2.10 Sales Forecast
The first month of operation will be used to set up the office and establish the online
presence. Some of the time will be working with the interior designers to create a
modern looking office space.

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Months two through four will be somewhat slow as Kiev is developing clients. He is
forecasting to take on some smaller projects. By month five Metolius will have
developed larger projects and will continue to grow steadily.
2.11 Goal
Asian Telecast Ltd is the 24 hour news & entertainment oriented television channel in
Bangladesh. The channel is growing up with a band of young and devoted journalists
of the country. Asian Telecast Ltd is now continuing its journey with a goal to present
authentic and politically unbiased news to the viewers in the nook and corners of
Bangladesh.
2.12 Principle and Values
The company has created its Code of Business Conduct and Ethics to ensure that our
employees’ business decisions follow our commitment to the highest ethical standards
and the law. Adherence to this Code and other official policies those are essential to
maintaining and furthering our reputation for fair and ethical practices among the
customers, shareholders, employees and communities. This Code applies to all
company employees and members of the Board of Directors, except where superseded
by specific terms of a valid contract between you and the company or a valid
collective bargaining agreement. In the event that this Code conflicts with the Clear
Channel Employee Guide or any contractual arrangement you may have with us or
that you may benefit from, the Employee Guide or contractual arrangement shall

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control. The provisions of this Code are not intended to, and should not be interpreted
to; prohibit activities otherwise protected by law (including legal labor organizing
activity).
It is the responsibility of each employee covered by this Code to comply with all
applicable laws and regulations and all provisions of this Code and the related policies
and procedures. Each employee covered by this Code must report any violations of the
law or this Code. Failure to report such violations and failure to follow the provisions
of this Code may have serious legal consequences and will be disciplined by the
company. Discipline may include termination of your employment.
This Code summarizes certain laws and the ethical policies that apply to all of our
employees, officers and directors. Several provisions in this Code refer to more
detailed policies that either concern more complex company policies or legal
provisions or apply to select groups of individuals within our company. If these
detailed policies are applicable to you, it is important that you read, understand, and
be able to comply with them.
Situations that involve ethics, values and violations of certain laws are often very
complex. No single code of business conduct and ethics can cover every business
situation that you will encounter. Consequently, we have implemented the compliance
procedures outlined in the sections of this Code entitled “Administration of the Code”
and “Asking for Help and Reporting Concerns.” The thrust of our procedures is: when
in doubt, ask.
2.13 The Overall Position of Asian Telecast Ltd
As the political condition of Bangladesh has been volatile and violent, there has been
an uprising of the viewers of news channel to be updated about the condition of the
country. There is a very famous quotation ‘Bad news is always good news for media”.
Being the new in the media, Asian Telecast Ltd. of doing pretty well in the industry.
The overall position is depicted bellow by tables and chart.

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Figure 2.4: Overall performance of Asian TV and its competitor

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2.14 Porter’s Five Forces of Asian Telecast Ltd.
Figure No-2.5: Porters Five Forces Model of Asian Telecast Ltd.
2.14.1 Bargaining Power of Buyers:
The most determinant parameters in bargaining power are the number of potential and
actual buyers. There is a limited customer (audience) base for this genre in the current
scenario. As a result of this the customer is the king and all the channels are doing
their best to gain customer satisfaction. In broader sense the only source of income for
these channels are advertisers. There is no particular brand loyalty of the channels but
there is loyalty for the shows telecasted in the channels, paving way for high
bargaining powers of buyers.
2.14.2 Bargaining power of Suppliers:
Supplier in this case can be divided into two groups. First being inputs required for the
production of the shows, like the technicians, equipments, anchors and directors. The
other important supplier will be production companies which are outsourced for the
production of shows. Supplier bargaining power is likely to be high when the market
is dominated by a few large suppliers rather than a fragmented source of supply.

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2.14.3 Rivalry among existing Firm:
The rivalry between existing players is very high. All the existing broadcasters are
trying to tap the same audience and enter into contracts with the same advertisers. The
broadcasters also resort to copying the format of a successful program on a rival
channel. The broadcasters also resort to poaching of key personnel of rival
broadcasters.
2.14.4 Threat of new entrants:
Profitable markets that yield high return will attract new firms. However, not many
company will seek to compete with Asian Telecast Ltd. because of the cost will be too
high to compete with the electronics giants that already exist. A small player will also
require strong relation with suppliers and efficient manufacturing processes otherwise
they could not produce at low cost. So that, threat of new entrants are high.
2.14.5 Threat of Substitute Product:
A threat from substitutes exists if there are alternative products with lower prices of
better performance parameters for the same purpose. They could potentially attract a
significant proportion of market volume and hence reduce the potential sales volume
for existing players. As this is a niche market, threat on substitution will be low.
2.15 SWOT Analysis of Asian Telecast Ltd:

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The following SWOT analysis captures the key strengths and weaknesses within the
Strengths and weakness within the company and describes opportunities and threats
faced by the Asian TV. SWOT analysis is a powerful technique for understanding
organizations strength and weakness and looking for the opportunities and threats it
may face. Used in a business context it helps organization crave a sustainable niche in
a market. This analysis is mainly based on a current market situation.
Strengths
 Ee
 Diversification
 Good relationship with employees.
 Training for Train up the Employees.
 Immense machineries support.
Weakness
 Manipulation of other Departments.
 Small workforce.
 Operating cost are high
 Subscriber acquisition cost is relatively higher than other firms
Opportunities
Skilled workforce.
Introduce new HR strategies.
Time to time foreign trade training.
New employees (fresh graduates) are recruited every year.
New branches will be opened in different part of
Bangladesh.
Threats
 Social networking websites like facebook and twitter.
 Regulatory risks and political situation.
 Pressure to decrease rate of profit.
 Carriage disputes with networks and/or broadcast companies.
 No exclusivity in content.

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2.16 IFAS
Key Internal Factors Weights Rating Weighted
Scores
Strength
Web based HR management. 0.15 4 0.6
Diversification 0.10 3 0.3
Good relationship with
employees.
0.13 4 0.52
Training for Train up the
Employees.
0.12 3 0.36
Immense machineries support. 0.10 3 0.3
Weakness
Manipulation of other
Departments.
0.13 3 0.39
Small workforce. 0.11 2 0.22
Operating cost are high 0.08 1 0.08
Subscriber acquisition cost is
relatively higher than other
firms
0.08 2 0.16
Total 1.0 2.93
Table No-2.3: Internal Factors Analysis Summary (IFAS) of the Asian Telecast Ltd.

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2.17 EFAS
Key External Factors Weights Ratio Weighted
Score
Opportunity
Skilled workforce. 0.16 3 0.48
Introduce new HR strategies. 0.12 2 0.24
Time to time foreign trade training. 0.13 2 0.26
New employees (freshgraduates) are
recruited every year.
0.08 2 0.16
Threats
Social networking websites like
facebook and twitter.
0.20 4 0.80
Regulatory risks and political
situation.
0.12 2 0.24
Pressure to decrease rate of profit. 0.05 2 0.10
Carriage disputes with networks
and/or broadcast companies.
0.04 2 0.08
No exclusivity in content. 0.10 4 0.4
Total 1.0 2.76
Table No-2.4: External Factors Analysis Summary (EFAS) of the Asian Telecast Ltd.

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2.18 SFAS
Strategic Factors Weights Ratio Weighted
Scores
Short
term
Inter
media
te
Lon
g
Ter
m
S1.Web based HR
management.
0.15 4 0.60 √
S2.Good
relationship with
employees.
0.13 4 0.52 √
W1.Manipulation
of other
Departments.
0.13 3 0.39 √
W2.Small
workforce.
0.11 2 0.22 √
O1.Skilled
workforce.
0.16 3 0.48 √
O2.Time to time
foreign trade
training.
0.13 2 0.26 √
T1.Regulatory risks
and political
situation.
0.12 2 0.24 √
T2.Social
networking
websites like
facebook and
twitter.
0.20 4 0.80 √
Total 1.13 3.51
Table No-2.5: Strategic Factors Analysis Summary (SFAS) of the Asian Telecast Ltd.

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Topic Part
“HR activities and practices of
Asian Telecast Ltd”.
Chapter: 3

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3.1 Human Resources Division of Asian Telecast Ltd
Asian Telecast Ltd recognizes that a productive and motivated work force is a
prerequisite to leadership in the market it serves. Asian Telecast Ltd treats every
employee with dignity and respect in a supportive environment of trust and openness
where people of different backgrounds can reach their full potential. The
organizational human resources policy emphasize on providing job satisfaction,
growth opportunities, and due recognition of superior performance. A good working
environment reflects and promotes a high level of loyalty and commitment from the
employees. Realizing this, Asian Telecast Ltd has placed the utmost importance on
continuous development of its human resources, identify the strength and weakness of
the employee to assess the individual training needs, they are sent for training for self-
development. To orient, enhance the knowledge of the employees Asian Telecast Ltd
organizes both in-house and external training. Human Resource division of Asian
Telecast Ltd is taking care of total function for all employees. The main functions of
Human Resources division are,
 Recruitment and Selection
 Pay-roll System
 Employee Attendance
 Training and Development
 Performance Evaluations
3.2 Major responsibilities of HR
The major responsibilities of HR in Asian Telecast Ltd are,
3.2.1 HR Policy formulation
Asian Telecast Ltd emphasis on HR policy formulation for nor only own department
but also for the other departments.
3.2.2 HR Planning
Asian Telecast Ltd establishes both short term and long term planning for the
organization.
1 Short Term
HR Planning Asian Telecast Ltd primarily recruits its human resources that will
support Strategic Human Resource Planning for current period.
2 Long Term

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HR Planning Here Asian Telecast Ltd is looking forward to build long-term resources
by several Training and Development programs.
i. HR Info System
Asian Telecast Ltd uses several software to ensure HR Info System includes,
• Vista HR Manager &
• Vista TAS
ii. Work and Job Analysis, Design and Evaluation
For every job there are work and Job analysis, design and evaluation at Asian Telecast
Ltd so that jobs are well defined.
iii. Recruitment and Selection
Recruitment and Selection of Asian Telecast Ltd are also important parts. Every
recruitment and selection process is made after concerned department submits
requisition for workforce.
3.2.3 Diversity Management
Asian Telecast Ltd highly believes in Diversity management. Here, in Asian Telecast
Ltd, there are many employees from different divisions of the country, even from
other countries like Indian and Pakistani employees.
3.2.4 Career management
Career management is also important part of Asian Telecast Ltd. For every employee,
after one year his/her job is being evaluated for long-term perspective.
3.2.5 Employee and Management Training and Development
Asian Telecast Ltd offers several in house and external Training program for the
employees.
3.3 Human Resource activities of Asian Telecast Ltd.
Asian Telecast Ltd has array of human resources activities. These includes,
a) Recruitment and Selection
b) Training and development

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c) Performance Appraisal
d) Compensation
e) Employee Relations
It is very important for an organization to perform these five arrays of HR activities.
All of these are people oriented tasks and must be performed by HR department.
Asian Telecast Ltd. is very efficient in these five sector and has a good structure for
long term success.
3.3.1 Recruitment and Selection
 Workforce Requisition
The workforce requisition is the primary and the first step of recruitment process. It is
a process through which the approval is taken to initiate the recruitment process.
Figure 3.1: Employee Requisition Process

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 Analysis of position and requirement
Analysis of position and requirement includes understanding the client organization
with regard to current business activities, future expansion plans, work culture and
extends to mapping competencies for specific position including job title, deliverables,
Key accountabilities and other important details which are required to bring success to
the position. Asian Telecast Ltd carefully analyses every positions and recruitment
situation of the market.
 Approval of Managing Editor
The Managing Editor of Asian Telecast Ltd. Approves the requisition form and check
the required workforce needed for the particular Department.
 Candidate Sourcing
Advertisement: Advertisement can be published in job sites, newspaper or other media
like, BDjobs, JobsA1.com, and Prothomalojobs. Etc. Referrals: The length of time
spent on sourcing potential candidates can vary greatly depending upon the level and
complexity of the position, according to many respondents. Referrals mainly based on
Position, Situation, and the nature of job.
 Short listing of Applicants
Immediately after the closing date, all original applications received, together with a
Summary Information Sheet, will be sent by Human Resources to the Chair of the
Recruitment Panel, who should forward copies of the applications to the Panel
members and arrange for short-listing to take place, The process involves drawing up
a list of target companies from which to recruit and utilizing our network, along with
our database then we list most potential candidates within target companies. We then
contact candidates and share the opportunity with them and draw their interest in the
position.
• Primary Short listing by HR:
Human Resource Department Primarily Shortlisted the candidates thus who applied
for the position and send the list to the concerning department.
• Final Short listing by Departments:
Department review the list of applicant and finally select the candidates for interview.

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 Assessment
Written Test: A written test would be conducted if needed. Written test is often
required, depending on the types of the position where the candidate is to be
employed.
Interview: Interview can be conducted in various ways. Few examples regarding
Asian Telecast Ltd. are furnished below-
• Traditional Face-to-Face Interview
Most interviews are face-to-face. The most traditional is a one-on-one conversation.
Focus should be on the person asking questions. Maintain eye contact, listen and
respond once a question has been asked. Establish rapport with the interviewer and
show them that interviewee’s qualifications will benefit their organization.
• Panel/Committee Interview
In this situation, there is more than one interviewer. Typically, three to ten members
of a panel may conduct this part of the selection process. This is a chance to show
group management and group presentation skills on display. Here candidate is
required to read the various personality types of each interviewer and adjust to them.
Find a way to connect with each interviewer.
• Behavioral Interview
The basic premise behind this type of interview is that the past behavior is the best
predictor of future actions. These types of questions may be asked in any interview
format—telephone, panel or one-on-one.
This type of question generally starts with the words “Give me an example when...” or
“Tell me about a time when...”
• Stress Interview
This kind of interview is specially conducted for sales department. Here the
interviewer watches the level of patients of the interviewee.
 Pool of Suitable Candidates
After having the written test and interviews we have got the pool of suitable
candidate. Candidates are called for salary negotiation session.
 Salary Negotiation

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Before start talking pay (and salary negotiations) with a prospective employer, we
need to find out how much the job is worth. We will need to take the time for
research. That way we will be prepared to get what we're worth and to get a job offer
that's realistic and reasonable.
Salary negotiation is something at which hiring managers are usually a lot more
proficient than the people they hire. Human Resources must be consulted to provide
detailed guidance and advice on determining appropriate offer salary levels within the
grade.
When deciding upon an appropriate salary to be offered, consideration will normally
be given to the following objective criteria -
 The level, breadth, depth and complexity of the individual’s knowledge
and understanding of different aspects of the job and, as appropriate,
expert, professional and theoretical knowledge.
 The level and breadth of existing relevant skills.
 Qualifications and length of relevant experience of the successful
candidate.
 Current salary and monetary benefits (e.g. bonus) of successful
candidates.
 Equal pay principles that all staff should receive equal pay for the same
or broadly similar work, for work rated as equivalent and for work of
equal value.
 Offering Candidates
The final stage in the selection procedure is to confirm the offer of employment after
satisfactory references have been obtained, and the applicant has passed the medical
examination required for pension and life assurance purposes or because a certain
standard of physical fitness is required for the work. The contract of employment
should also be prepared at this stage.
 If there are several suitable candidates, it may be appropriate to “hold”
rather than reject these until the outcome of the offer to the most suitable
candidate is known.
 All unsuccessful candidates should be notified of the outcome
appropriately and are provided with feedback, if requested, by the Chair
of the Recruitment Panel.

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 If anyone accepts this job offer, the hire date will be on the day that s/he
attends new-hire orientation. Plan to work for the remainder of the
business day after new-hire orientation ends.
 Recruitment paperwork
The Chair of the Recruitment Panel should complete the Recruitment Panel
Chairperson’s Report and return to Human Resources, together with all associated
recruitment paperwork, including:
 The original applications of all candidates;
 The completed short-listing form(s);
 The original interview/assessment notes and test sheets, if applicable;
 The completed Interview/Assessment form(s).
 Joining and Placement
It contains few steps, candidates required to take appointment letter from HR, needs to
fill joining document, and finally he placed under hisher reporting line manager.
 Confirmation
After recruitment, permanent employees will need to serve under probation period as
follows: -Skilled Employees: Initially for three months, extendable for further three
months. -Unskilled Employees: Initially for six months, extendable for further three
months.
Superiors must notify HR department one week prior to the maturity of employees
have completed their probation period. A formal confirmation letter is issued subject
to successfully completion of probation period and necessary approval as well.
 Promotion, Transfer, Re-Designation, Deputation, Absorption
Promotion: As required by the company, an employee may be promoted to a higher
level or may be absorbed, deputed or transferred at any position, in any place of
company’s operation or in any of its sister concern or other associated
GroupCompanies.
Transfer: Where the duties and responsibilities of an employee change, the company
may change the remuneration, designation and job description of the post.

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Re-Designation: The promotion, transfer or change of designation, duties and
responsibilities shall not however, be disadvantage to the employee with regard to his
or her nature of work, status remuneration.
Absorption: However, provision of clause 12.3 will not apply to transfer on account
of inefficiency, misconduct or where the transfer is made at the request of the
employee.
 Selective Recruitment Using Job Boards
Although staff turnover is not a major issue for media world and Asian Telecast Ltd.
Authority, the agency relies on selective recruitment techniques to maximize the use
of limited hiring budgets. To ensure the most appropriate methods of sourcing and
attracting qualified candidates are used, the agency considers the following details for
each position: level of entry (junior, intermediate, and senior), level of education
(degree, diploma), professional association, and technical requirements (Engineer,
GIS tech). Using this information, the company determines which job boards,
communication channels, and advertisement strategies are best for targeting
candidates with the required skill sets.
A key component of this process is having an in-depth understanding of the variety of
job boards in the market and what types of candidates they attract. Depending on the
position, Asian Telecast Ltd will either choose to advertise using a niche job board or
employ a mass recruitment strategy that utilizes a variety of job advertisement
services.
Positions that require specific technical skill sets, the company often relies on niche
job boards since they reduce the candidate pool by targeting a more applicable
audience. On the other hand, Asian Telecast Ltd utilizes as many free job posting or
partner sites as it can to maximize exposure and increase the number of applicants for
other positions.
 University Internships
Asian Telecast Ltd with expert advice, information, and tools to assist with the
development and implementation of sustainable policies and practices—offers
internships to Masters and Bachelor level university students as part of its recruitment
strategy. Using the internship program, Asian Telecast Ltd can target students who
excel academically and provide them with the opportunity to obtain practical work
experience. This helps to train and develop the skill sets of interns at an early stage of
their career while giving the company an opportunity to gauge the intern’s skills,
abilities, and inner drive. The program has proven beneficial to both the interns and

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the company, and is one way Stratus is helping build the capacity of new graduates in
the environment industry.
3.3.2 Training and development
Training is a process of learning a sequence of programmed behavior. it is application
of knowledge. It gives people an awareness of the rules procedures to guide their
behavior. It attempts to improve their performance on the current job or prepare them
for an intended job.
Development is a related process. It covers not only those activities that improve job
performance but also those that bring growth of the personality; help individuals to the
progress towards maturity and actualization of their potential capacities so that they
become not only good employees but also better men and women. In organizational
terms, it is intended to equip person to earn promotion and hold greater responsibility.
Training is an essential part of every employee. Well training leads to development of
them and thus leads to development of the organization. Asian television offers
Employee Training program both internally and externally.
Internal Training Program
Here, Asian Television organizes in house training program where both internal and
external trainer facilitates training program for individual departments. Internal
training program is very helpful for the employees as in this system they can get
training in their own environment. Human Resources Department organizes mainly
two types of internal training; for own department and the other departments.
External Training Program
Here, employees are trained by external Training Institutes like; bdjobs, prothom-
alojobs etc. employees are sent towards to the several training institute for a period of
time.
There
 On the job training
On the job training is a training that shows the employee how to perform the job and
allows him or her to do it under the trainer’s supervision.

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On the job training is normally given by a senior employee or a manager like senior a
manager. The employee is shown how to perform the job and allowed to do it under
the trainer’s supervision.
 Job rotation
Job rotation is a training that requires an individual to teach several different some in a
work unit or department and performer each job for a specified time period.
In job rotation, individuals learn several different job within a work unit or
department. One main advantages of job rotation is that it makes flexibilities possible
in the department. When one employee like junior executive absence another
executive can easily perform the job.
 Apprenticeship training
Apprenticeship training provides beginning worker with comprehensive training in the
practical and theoretical expect of work required in a highly skilled occupation.
Apprenticeship program combined of the job and classroom training to prepare
worker for more than eight hundred occupation such as computer operator, sewing
technician.
3.3.3 Performance Appraisal
Performance appraisal is the process of assessing employee’s past performance,
primarily for reward, promotion and staff development purposes.
‘Performance appraisal is a process that identifies evaluates and develops employee
performance to meet employee and organizational goals.
Performance Appraisal doesn’t necessarily use to blame or to provide a disciplinary
action. Previous management theories used to view performance appraisal as a stick
that management has introduced to beat people. Performance appraisals are now more
clarified and they concentrate on developing organizational strengths and employee
performance.
Performance appraisal system of Asian Telecast Ltd is very efficient in terms of
evaluation. The main intention of the system is to evaluate the employee’s
performance of the job. Performance appraisal is conducted for an employee after
completion of one year service in the channel. Based on the evaluation Asian Telecast
Ltd offers the employees Increment, if the performance is satisfactory. If the
performance is not satisfactory, the employee may be warned for that and asked to
perform better. The main prerequisite of performance appraisal is that, the employee

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must complete one year service length in channel. Based on the performance, Asian
Telecast Ltd also offers Promotion for employee.
3.3.4 Compensation
Compensation is an important issue in Asian Telecast Ltd. Here, HR department uses
a software- “VistaHR manager” to process Compensation for all employees. Here, for
every employee, there are two parts in salary payment, one is addition and another is
deduction. Under addition part, 50 % is basic salary and other 50% is divided into
House rent, Medical facilities, Conveyance, and Miscellaneous costs. On the other
hand, in deduction part, there are provident funds, income Tax, absent and leave
without pay deductions. The total pay of an employee is determined by adding up all
additions and subtracting all deductions. Then the salary inputs to employee’s bank
account.
3.3.5 Employee Relations
Asian Telecast Ltd emphasis on wonderful employee relations with long-term
perspective, so that the employees retains for many years. Asian Telecast Ltd is
careful on ethics, justice and fair treatment for every employee in order to ensure
employee relations.
In Asian Telecast Ltd there are good practices of ethics. There are several policies to
ensure ethics, for example-
o Equal Employment Opportunity Policy and
o Sexual Harassment Policy
These two policies indicate that AsianTelevision is highly motivated to ensure ethics
in workplace. Ethically Asian Telecast Ltd is very committed that all employees will
get fair treatment in every aspect of work life.
Justice is also a very important concern of Asian Telecast Ltd in every cases, Asian
Telecast Ltd ensures justice for all employees. In case of any occurrence, justice Asian
Telecast Ltd investigates with high level of importance and endures. Fair treatment is
also for every employee ensured by Asian Television. Here, HR department ensures
that all employee gets equal treatment in every sector of work life.

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3.4 Other HR activities of Asian Telecast Ltd.
There are some other HR works done by HR department; here are some brief,
a) Policy Works:
A policy is typically described as a principle or rule to guide decisions and achieve
rational outcomes. The term is not normally used to denote what is actually done; this
is normally referred to as either procedure. Like as-
 Food policy
 Mobile phone policy
 Sexual harassment policy
 Holiday policy
 Recruitment policy
 Leave policy
 Security Policy
 Equal employment policy
 Travel policy
 Car policy
 Provident fund policy
 Increment policy
 Bonus policy
 Accident policy
b) Leave Management System
Web‐based Employee Leave Management System streamlines communication
between HR and employees, facilitates simple yet efficient management of employee
leaves. Leave management ensures that all leave taken and leave requests are properly
accounted for. Office staffs can apply, approve and view leave records without the
hassle and delay of going through the admin staff ‐ it's all at your ID card with
anytime, anywhere access. For employees, this system allows them to easily
determine their vacation availability (from any point‐in‐time) and request leave online.
For managers, leave approval no longer involve trails of paperwork. The system
provides full audit trails of your staffs' leave balances and plans.
Below are some essential features of leave management system:
i. Organization Leave Policy masters.
ii. Yearly Leave & Holiday Set‐up.

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iii. Employee leave master (with
eligibility for applicable leaves)
iv. Leave Application (by Employee)
v. Leave Application (by Front
office/HR)
vi. Approval / Rejection.
vii. Request for cancellation of
applied leave.
viii. Leave Approval/Rejection &
cancellation.
ix. Leave encashment.
x. Special grants.
xi. Reports.
c) Attendance Tracking System
Tracking the time and attendance of the employees working for the company can be a
difficult task for any business. Careful records will need to be kept to ensure that all
employees are being paid the correct amount on each paycheck and their earned or
taken sick and vacation time is correctly logged. Keeping track of all of this
information for each employee can be a daunting assignment, but using HR software
to assist in the process can make tracking the time and attendance of employees much
easier and more streamlined. It provides customized reports for review by HR
personnel and department managers.
d) Security
User can login into system using their corporate email credentials. This application is
accessible only with in office intranet. Application encrypts all essential information
before storing it into database for better protection of data. For password protection
used MD5 based 64 bit encryption. So that even developer cannot decrypt password.
e) Health and safety at work

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A young worker or employee must do an assessment of possible health and safety
risks, before they employ in this organization. They must pay particular attention to
their age, lack of experience, and other things that could be a risk to their health and
safety. There are special restrictions on the following types of work:
o Work which you are not physically or mentally capable of doing.
o Work which brings you into contact with chemical agents, toxic material or
radiation. (e.g. Asian television broadcast technology department).
o Work which involves a health risk because of extreme cold, heat or vibration.
You are only allowed to do the work above under the following circumstances-
Where it is necessary for employees training. Where an experienced person is
supervising them! Where any risk is reduced to the lowest level that is
reasonable.
These rules do not apply if employees are doing short term or occasional work in a
family business or in a private household, which is not considered to be harmful to
them.
f) Night Shifts
There are special limits on the hours employees can work at night. Employees cannot
usually work between 10pm and 6am (only for thus who belongs to non‐news
Departments like HR, Finance, Accounts, and Support Service etc.) but journalists are
allowed to work on different sessions in order to their assignments.
g) Holidays
Employees are legally entitled to paid holiday in the same way as other workers. How
much paid holiday they get depends on how many days they work and when they
leave year begins.

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Actual Task Part
Chapter: 4

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4.1 Internship at Asian Telecast Ltd
I have got the opportunity to work in Asian Telecast Ltd. as an intern for three months
from February 01 to April 30, 2017; it’s a part of my academic program. As my major
is Human Resource Management, I worked in Human resource department as an
intern where I had learnt several Human Resource practices of Asian Telecast Ltd.
4.1 Description of the job
I had the opportunity to have three months long internship at Asian Telecast Ltd. I
have come across with different tasks that are conduct by the HR department. I was
introduced to the jobs of an HR personnel, there were different types of jobs I was
made acquainted with some were regular others were periodical. I was assigned to the
following jobs regularly. Those were-
 File documentation of employees
 Collecting Personal information of employees
 Collecting Provident fund form of employees
 Software update
 Collecting CV
 Call for interview
 Create interview summary
 Attendance work
 Entry in leave register
 Generating Domain & Mail ID of employees
 Deduct mobile bill of employees
 Deduct canteen bill of employees
 Creating ID cards of employees
 Creating Business cards of employees
 Creating increment letters of employees
Some of these jobs are briefly described below:

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4.1.1 Calling for Interview
After screening the CVs and separate them based on their location, it was my job to
call the candidates for interview and inform them about the interview date, time and
venue. The interviews were held in the head office of Asian Telecast Ltd. After the
interview I had to call the selected candidates.
4.1.2 File documentation of employees
The HR department of Asian Telecast Ltd. keeps record of their employees both
manually and in HRMS. After recruiting I learned to prepare files for new employees.
Every new employee is assigned a PIN for their identification. The employee file
contains employees joining letter given by ASIAN TV, employees CV, photocopy of
employee’s educational certificates, reference letter.
4.1.3 Leave Processing
Leave processing includes receiving leave applications and inputting to software.
Apart from these specific jobs, I also observed other jobs performed by other team
mates. Here I observed,
 Recruitment and selection process
 Payroll
 Policy formulation
 Training and Development
 Grievance handling etc.
4.1.4 File documentation
Here file documentation generally means serial all personal documents of individual
employees according to their checklist. I also follow the checklist to serial the
documents of individual employees.
Collecting Personal information

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I collect personal information of each employee like blood group, age, permanent
address, present address.
Collecting Provident fund form
I assemble individual employee’s provident fund form, which is 7% for all employees.
Software update
Asian Television regularly use two types of software for their regular activities
update. Vista HR Manager & TAS. In Vista I update new joining employee’s personal
information, educational information & also their bank account information.
Collecting CV
For hiring new employees I gather CV from external source like BDjobs,JobsA1 &
also from internal source like known person of current employees.
Call for interview
I call all candidates before their written exam & interview.
Create interview summary
Before any interview I have to generate the interview summary of each employees.
Entry in leave register
I have to entry leave status of individual employees in the software & also in manual
register book.
Generating Domain & Mail ID of employees
I suggest each employee’s domain & mail ID & mail it to IT department to precede it.
Deduct mobile bill of employees
I abstract all employees extra mobile bill from their monthly salary.

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Deduct canteen bill of employees
I deduct each employee’s canteen bill from his or her monthly salary.
Creating ID cards of employees
I assemble requisition form for employee’s ID card & mail them to IT department to
generate it.
Creating business cards of employees
I gather requisition form for employee’s business cards & mail them to selected studio
to precede the work.
4.2 Observation
I learnt so many things from the Asian Telecast Ltd. as an intern which I think it will
help me a lot when I’ll work on other organizations. In short, the entire experience
was very insightful and I had learnt a lot of things personally and organizationally
from my experience during this internship period which will help me very much for
my next career life.

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Research Part
Chapter: 5

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5.1 Introduction
This chapter is all about the research that was conducted to get a clear view about the
HR Activities and Practices of Asian Telecast Ltd. This part also includes the
findings, analysis of those findings and also some important interpretations. The
research is based on all facilities and benefits provided by the company. These
chapters will efficiency HR activities and practices of Asian Telecast Ltd.
5.2 Problem Statement
As an independent researcher, we have conducted quantitative research on the
efficiency of HR activities and practices of Asian Telecast Ltd. From my observation
and experience during my internship I have found that Asian Telecast Ltd. planned
their company activities in a proper and systematic way, but still I have seen some
problems about HR activities and practices of Asian Telecast Ltd. Basically I am
trying to find out the efficiency of HR activities and practices program. So, my
problem statement is-
“Measuring the efficiency of HR activities and practices of Asian Telecast Ltd.”
5.3 Project Timeline
To prepare this project report I had to spend total one month. The project activities
have shown in the following:
 Week 01 : Developed the research plan
 Week 02 : Developed the hypothesis
 Week 03 : Conduct survey research
 Week 04 : Data analysis and Interpretation

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Description Week 01 Week 02 Week 03 Week 04
Developedthe Research plan
Developedthe Hypothesis
Conducting survey research
Data analysis and interpretation
Figure-5.1: project timeline
5.4 Budget Information
The total expenditure to prepare this project as followed -
Table 5.2: Budget information
SN Description Amount
1 Transportation Cost 9000 BDT
2 Cell Communication Cost 250 BDT
3 Internet Bill 350 BDT
4 Research Related Book Purchase 150 BDT
5 Printing and Binding Cost 500 BDT
6 Refreshment Cost 1000 BDT
7 Others Expenditure 150 BDT
Total 11400 BDT

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5.5 Sampling Method
Target Population:
Sampling unit or population of my study is every employee of Asian Telecast Ltd.
Sample:
The sample of this study is all the employees of Asian Telecast Ltd.
Sample size:
The sample size of my survey is forty (40) employees of Asian Telecast Ltd.
Here,
n = sample size = 40
Sample Elements:
The all units which are used to take samples are sample elements. So population is the
sample elements.
Sampling Procedure:
To accurately determine the probability, probability sampling is selected and it is
simple random sampling, because each member of a population has an equal chance
of being included the sample.
Probability Sampling
- Simple Random Sampling
5.6 Research Technique
Research Methodology
1. Type of research: Descriptive

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2. Research Approach
Survey ( Quantitative research)
3. Instrument of Research
Questionnaires with Structure question ( closed – end)
5 Likert Scale Question
Data collection
I have collected data from two sources which is primary source and secondary
sources. In order to find the required information has been collected from different
published articles, journals, brochures, and web sites. The research is basically based
on both primary and secondary data. All the information incorporated in this report
has been collected both from the primary sources and as well as from the secondary
sources.
Primary Sources:
I have collected the primary data from the employers of Asian Telecast Ltd. through
structured questionnaires and also my three month observation at Asian Telecast Ltd.
Secondary Data:
Secondary data are collected from:
 Different Annual reports of Asian Telecast Ltd.
 Website of the Company
 Newspaper Articles
 Questionnaire
 Files & Document of the Company.
Analysis and Presentation of Data
After collecting all the data I had analyzed all the data individually. For analysis of
data Microsoft Word, Microsoft Excel, different tables and graphs were used to make
the data meaningful. I present the data through graph, chart, table etc. Based on my

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analysis I made findings, recommendation and conclusion. The following formula has
been followed:
Z test =
µ = mean value
n = sample size
s=σ = Standard deviation
X = Average
5.7 Hypothesis scale
In order to analysis the data a 5 point Liker scale has been used. 1 stands for strongly
disagreed employee, 2 stands for only disagreed employee, 3 stands for the neither
agree nor disagree employee, 4 stands for agreed employee, and 5 stands for strongly
agreed employee.
The scale has been shown below:
Employee Opinion Weighted
Strongly Disagree 1
Disagree 2
Neither Agree Nor Disagree 3
Agree 4
n
s
X 

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Strongly Agree 5
Table 5.3: Hypothesis scale
5.8 Analysis
5.8.1 Hypothesis development
H1:
HA: Asian Telecast Ltd follows the modern HR policy for the benefit of the
employee.
H2:
HA : HR Department of Asian Telecast Ltd maintains the standard of recruitment
and selection process.
H3:
HA Asian Telecast Ltd provides effective training to the new employees.
H4:
HA : Asian Telecast Ltd maintains a good employee management relationship.
H5:
HA : The working environment of Asian Telecast Ltd is safe and co-operative.
H6:
HA : There is credibility of performance appraisal of employees.

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5.8.2 Hypothesis testing
Here the sample size is 40.
5 Points Liker Scale H 1 H 2 H 3 H 4 H 5 H 6
1 Strongly Disagree 1 1 2 4 1 8
2 Disagree 2 3 3 7 4 8
3 Nether Agree Nor Disagree 5 10 7 2 5 5
4 Agree 20 18 16 15 17 10
5 Strongly agree 12 8 12 12 13 9
Calculations
Total 160 149 153 144 157 124
Average 4.00 3.73 3.83 3.60 3.93 3.10
Standard Deviation 0.93 0.96 1.11 1.35 0.16 0.23
Z Test 10.21 8.15 7.6 5.15 56.53 16.5
Outcome for Null Hypothesis (A for
Accepted and R for Rejected)
R R R R R R
Table 5.4: Hypothesis Testing

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5.8.3 Graphical Representation
H1:
HO: Asian Telecast Ltd does not follow the modern HR policy for the benefit of the
employee.
HA : Asian Telecast Ltd follows the modern HR policy for the benefit of the
employee.
HO: μ = 2.5
HA: μ > 2.5
n = 40
Here x= 4.00
σ = 0.93
Z cal= (x – μ)/ (σ/√n) = 10.21
At 5% level of significance, follows Z distribution =1.645.
Since Z cal> Z tab, the null hypothesis is not accepted. So at 5 % level of significance,
it can be said that Asian Telecast Ltd follows the modern HR policy for the benefit of
the employee.
Interpretation: Around 80% respondents had identified that Asian Telecast Ltd
follows the modern HR policy for the benefit of the employee.
2% 5%
13%
50%
30%
H1
Strongly Disagree
Disagree
Neither agree nor Disagree
Agree
Strongly Agree

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H2:
HO: HR Department of Asian Telecast Ltd does not maintain the standard of
recruitment and selection process.
HA: HR Department of Asian Telecast Ltd maintains the standard of recruitment and
selection process.
HO: μ = 2.5
HA: μ > 2.5
n = 40
Here x= 3.73
σ = 0.96
Z cal= (x – μ)/ (σ/√n) =8.15
it can be said that HR Department of Asian Telecast Ltd maintains the standard of
recruitment and selectionprocess.
Interpretation: Around 65% respondents had identified that HR Department of Asian
Telecast Ltd maintains the standard of recruitment and selectionprocess.
2% 8%
25%
45%
20%
H2
Strongly Disagree
Disagree
Agree
Strongly Agree

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H3.
HO: Asian Telecast Ltd does not provide effective training to the new employees.
HA: Asian Telecast Ltd provides effective training to the new employees.
HO: μ = 2.5
HA: μ > 2.5
n = 40
Here x= 3.83
σ = 1.11
Z cal= (x – μ)/ (σ/√n) = 7.6
it can be said that Asian Telecast Ltd provides effective training to the new
employees.
provides effective training to the new employees.
5%
7%
18%
40%
30%
H3
Strongly Disagree
Disagree
Agree
Strongly Agree

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H4.
HO: Asian Telecast Ltd does not maintain a good employee management relationship.
HA: Asian Telecast Ltd maintains a good employee management relationship.
HO: μ = 2.5
HA: μ > 2.5
n = 40
Here x= 3.60
σ = 1.35
Z cal= (x – μ)/ (σ/√n) = 5.15
it can be said that Asian Telecast Ltd maintains a good employee management
relationship.
maintains a good employee management relationship.
10%
17%
5%
38%
30%
H4
Strongly Disagree
Disagree
Agree
Strongly Agree

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H5.
HO: The working environment of Asian Telecast Ltd is not safe and co-operative.
HA : The working environment of Asian Telecast Ltd is safe and co-operative.
HO: μ = 2.5
HA: μ > 2.5
n = 40
Here x= 3.93
σ = 0.16
Z cal= (x – μ)/ (σ/√n) = 56.53
it can be said that the working environment of Asian Telecast Ltd is safe and co-
operate.
Interpretation: Around 76% respondents had identified that the working
environment of Asian Telecast Ltd is safe and co-operative.
2% 10%
12%
43%
33%
H5
Strongly Disagree
Disagree
Agree
Strongly Agree

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H6.
HO: There is not credibility of performance appraisal of employees.
HA: There is credibility of performance appraisal of employees.
HO: μ = 2.5
HA: μ > 2.5
n = 40
Here x= 3.10
σ = 0.23
Z cal= (x – μ)/ (σ/√n) = 16.5
it can be said that there is credibility of performance appraisal of employees.
Interpretation: Around 53% respondents had identified that there is credibility of
performance appraisal of employees.
18%
18%
11%
23%
30%
H6
Strongly Disagree
Disagree
Agree
Strongly Agree

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5.8.4 Findings
H1:
2% respondent are strongly disagree, 5% are disagree, 13% are neither agree nor
disagree, 50% are agree and 30% are strongly agree. Most of the people of Asian
Telecast Ltd. have agreed that Asian Telecast Ltd follows the modern HR policy for
the benefit of the employee.
H2:
2% respondent are strongly disagree, 8% are disagree, 25% are neither agree nor
disagree, 45% are agree, 20% are strongly agree. Most of the people of Asian Telecast
Ltd. have agreed that HR Department of Asian Telecast Ltd maintains the standard of
recruitment and selection process.
H3:
In the hypothesis 5% respondent are strongly disagree ,7% are disagree, 18% are
neither agree nor disagree, 40% are agree and 30% are Strongly agree. So 30% people
agree that Asian Telecast Ltd provides effective training to the new employees.
H4:
In this hypothesis 10% respondent are strongly disagree, 17% are disagree, 5%
neither agree nor disagree, 38% are agree and 30% are strongly agree. We can say that
Asian Telecast Ltd maintains a good employee management relationship.
H5:
In this hypothesis 2% respondent are strongly disagree, 10% disagree, 12% neither
agree nor disagree, 43% agree, 33% are strongly agree. So we can say that the
working environment of Asian Telecast Ltd is safe and co-operative.

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H6:
In this hypothesis 18% respondent are strongly disagree, 18% disagree, 11% neither
agree nor disagree, 23% agree, 30% are strongly agree. So we can say that there is
credibility of performance appraisal of employees.
5.9 Recommendations
Although the HR activities of Asian Telecast Ltd is doing a decent job at the present,
but there is scope to enhance development both internally and externally. To
streamline and strengthen the overall activities of the Company the following areas
have been identified:
 It is important for employers to develop and institute a comprehensive set of
HR policies and procedures to guide the conduct of both employees and
supervisors in the workplace and protect both employers and employees from
miss management. So we need to follows the modern HR policy.
 The recruitment and selection section must be improved by following proper
recruitment policies and process. It is needed to be sure that there using of
reference on recruiting must be reduced and we should follow written & oral
exam to hire candidate.
 Special training and seminars can be arranged for the new employee as well as
for the manager to practice the corporate culture in the office.
 It is already seen that Asian Telecast Ltd maintains good employee
management relationship so they should keep it going for enhance brand image
in future.
 Company work is a group effort, and a person has to be able to interact with
several types of people to succeed in his/her professional life. If you are
improve good relationship with supervisor and coworker you fell satisfy your
job. So we need to working environment of Asian Telecast Ltd is made more
safe and co-operate.
 There is credibility of performance appraisal of employees. Because they did
not maintain the proper procedure of performance appraisal. So Asian Telecast
Ltd should maintain the proper procedure of performance appraisal and the
increment should be depended on performance appraisal.

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5.10 Conclusion
Finally, I would looked at the extent to which Asian Telecast Ltd hold themselves
accountable for effective HRM systems and adherence to the Merit System
Principles or other organizational values and policies.
In sum, the organizational performance of ATV could be explained by its effective
recruitment and selection practices and performance appraisal practices. As the
review of the literature showed, research has established that although the value of a
company’s human resource assets may not show up directly on its balance sheet, it
nevertheless, has tremendous impact on an organization’s performance. However,
there was insufficient evidence to show that ATV remuneration practices as well as
its training and development practices contribute positively towards its corporate
performance, as perceived by the respondents.

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References
1. Dessler, G., (2011) Human Resource Management. 12th Ed. New Jersey:
Pearson Prentice Hall.
2. Robbins, Stephen P. & Mathew, Mary, (2009) Organization Theory: Structure,
Design and Application, 3rd Ed. New Jersey: Pearson Prentice Hall.
3. About: Asian Telecast Ltd.
http://asiantvbd.com/about-us/, retrieved, March 19, 2017.
4. About: Research methodology 2015
http://www.citehr.com/topic/recruitment-and-selection-rtag.html, retrieved,
March 27, 2017.
5. Divisional Report of Asian Telecast Ltd.
6. Newsletter of Asian Telecast Ltd.
7. Valuable discussion of supervisors during the period of internship.

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Appendix
Questionnaire
Dear Sir / Madam
As a measure of conducting an academic research titled as ‘HR activities and
practices of Asian Telecast Ltd.’, this questionnaire has been prepared and served
to collect your response. I would highly appreciate your participation and precious
opinion you make to this research. As it is only going to serve the academic purpose
you may go responding the entire questionnaire without any hesitation. Your
responses will only be used for the purpose of research, a partial requirement of
Practicum Course which will be presented in IUBAT- International University of
Business Agriculture and Technology under the authority of Md.Shiful Islam, a
student of CBA, IUBAT. You are asked to remain assured about the due
confidentiality of your responses and personal information.
Name: ……………………………
Gender: Male/Female
Designation: …………………
Q. Duration of working in Asian Telecast Ltd.
 Below 6 months
 6 months -1 year
 1-3 years
 3-5 years
 Above 5 years
1. Asian Telecast Ltd follows the modern HR policy for the benefit of the employee.
a) Strongly disagree
b) Disagree
c) Neither agrees nor disagrees
d) Agree
e) Strongly agree

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2. HR Department of Asian Telecast Ltd maintains the standard of recruitment and
selection process.
b) Disagree
d) Agree
e) Strongly agree
3. Asian Telecast Ltd provides effective training to the new employees.
b) Disagree
d) Agree
e) Strongly agree
4. Asian Telecast Ltd maintains a good employee management relationship.
b) Disagree
d) Agree
e) Strongly agree
5. The working environment of Asian Telecast Ltd is safe and co-operate.
b) Disagree
d) Agree
e) Strongly agree
6. There is credibility of performance appraisal of employees.
b) Disagree
d) Agree
e) Strongly agree

65 | P a g e
Photographs of Asian Telecast Ltd.

66 | P a g e

HR activities and practices of Asian Telecast Ltd.

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