The document is a presentation on HR activities and practices at Asian Telecast Ltd. prepared by Md. Shiful Islam. The presentation contains the following sections: introduction, organizational profile of Asian Telecast Ltd., HR activities and practices at the company, actual tasks performed by the presenter during internship, research methodology used to evaluate HR efficiency, findings and recommendations. The presentation evaluates various HR functions like recruitment, training, performance appraisal, compensation, and employee relations and aims to provide recommendations to improve HR practices.
BIM Term Paper Proposal on Applications of ICT on Office Management santo BD
BIM Term Paper Proposal
Topics is "Applications of ICT on Office Management and organization Development"
Broader objective of the study :
? ? Main objective of this study- ICT applications how to help office management and
to develop organization.
Specific objectives: The specific objective of the study will be:
• Identify the ICT applications using for office management.
• To identify impact on employment productivity of using ICT applications.
• Cost benefit analysis of using ICT applications in the organization.
Bangladesh Institute of Management (BIM), Dhaka
Internship Report on HRM Practices at PAEC EC Chashma by Muhammad Mansha KhanMansha Khan
Internship at Education Centre at PAEC (Pakistan Atomic Energy Commission) Education Centre, Chashma, Punjab
PAEC Education Centre, Chashma providing the duties under the PAEC Federal Government in the shape of knowledge advancement study for all students who want to gain. It started its function and operations as complete Education Centre in 1996 at Chashma, Mianwali Punjab.
In this report I (Mansha Khan) divide all internship factors into various chapters. Each chapter explains the different human resource practices and administrative functions relevant to nature. In first chapter briefly explain introduction and history of EC, Chashma and also described the introduction of organizational functions. Second chapter relates to the structure and culture of organization where roles of different individuals with different mandates are explained. The overall management functions, duties and responsibilities are mention in this chapter which closely linked with management of facilities in the EC and with other departments.
Moving to next step which is related to the all activities which I perform during the internship training in this portion I described those task which I accomplish in the Office of Education Centre Chashma. At the last I explain the most significant chapter recoded in this report named as Human Resource Practices, here I describe the all Human Resource Management Practices which are perform by the organization like as (Recruitment, Promotion, PERs, Resignation of employees, Retention, Retirement etc) and different Policies.
Human resources and Administrative departments are the most vital resource of every institution to gain competitive edge over the all affective competitors which putting directly economical effects. Organization should manage these human resources there are many ways and practices that can be use to create workforce against the competitors by an organization.
This internship report contains the summary of HR & administrative exercises followed by PAEC Education Centre and how its significance to enhance their workforce. My assessments and different analysis depends on my journey as an intern at PAEC Education Centre, Chashma. In this report, I fully tried to uphold all experience and activities which I learn & perform under the supervision of Head EC.
By: Muhammad Mansha Khan (MBA 3.5 - HRM)
A sample of an academic project on Human Resource management basically focusing on the vertical of Recruitment and Selection followed by Offer Letter samples.
E-recruitment wipro project file
it helps for the Wipro e-recruitment
it is depends on the project of wipro company
its is usefull to all the people who will do the project of e-recruitment
It is mainly used for the job purpose.
BIM Term Paper Proposal on Applications of ICT on Office Management santo BD
BIM Term Paper Proposal
Topics is "Applications of ICT on Office Management and organization Development"
Broader objective of the study :
? ? Main objective of this study- ICT applications how to help office management and
to develop organization.
Specific objectives: The specific objective of the study will be:
• Identify the ICT applications using for office management.
• To identify impact on employment productivity of using ICT applications.
• Cost benefit analysis of using ICT applications in the organization.
Bangladesh Institute of Management (BIM), Dhaka
Internship Report on HRM Practices at PAEC EC Chashma by Muhammad Mansha KhanMansha Khan
Internship at Education Centre at PAEC (Pakistan Atomic Energy Commission) Education Centre, Chashma, Punjab
PAEC Education Centre, Chashma providing the duties under the PAEC Federal Government in the shape of knowledge advancement study for all students who want to gain. It started its function and operations as complete Education Centre in 1996 at Chashma, Mianwali Punjab.
In this report I (Mansha Khan) divide all internship factors into various chapters. Each chapter explains the different human resource practices and administrative functions relevant to nature. In first chapter briefly explain introduction and history of EC, Chashma and also described the introduction of organizational functions. Second chapter relates to the structure and culture of organization where roles of different individuals with different mandates are explained. The overall management functions, duties and responsibilities are mention in this chapter which closely linked with management of facilities in the EC and with other departments.
Moving to next step which is related to the all activities which I perform during the internship training in this portion I described those task which I accomplish in the Office of Education Centre Chashma. At the last I explain the most significant chapter recoded in this report named as Human Resource Practices, here I describe the all Human Resource Management Practices which are perform by the organization like as (Recruitment, Promotion, PERs, Resignation of employees, Retention, Retirement etc) and different Policies.
Human resources and Administrative departments are the most vital resource of every institution to gain competitive edge over the all affective competitors which putting directly economical effects. Organization should manage these human resources there are many ways and practices that can be use to create workforce against the competitors by an organization.
This internship report contains the summary of HR & administrative exercises followed by PAEC Education Centre and how its significance to enhance their workforce. My assessments and different analysis depends on my journey as an intern at PAEC Education Centre, Chashma. In this report, I fully tried to uphold all experience and activities which I learn & perform under the supervision of Head EC.
By: Muhammad Mansha Khan (MBA 3.5 - HRM)
A sample of an academic project on Human Resource management basically focusing on the vertical of Recruitment and Selection followed by Offer Letter samples.
E-recruitment wipro project file
it helps for the Wipro e-recruitment
it is depends on the project of wipro company
its is usefull to all the people who will do the project of e-recruitment
It is mainly used for the job purpose.
Selection Process Of Apparel Promoters LtdAriful Saimon
Internship Report
On
Selection Process
Of
Apparel Promoters Ltd
(This Internship Report is submitted for the Partial fulfillment of MBA, Human Resource Management).
Prepared By:
Name: Abdullah Al Sayed
ID 150-222-080-2304
Major: HRM
Section : B
Faculty of Business Studies
Premier University, Chittagong.
Date of Submission:
Instructions and RubricBased upon class discussions, assigned LaticiaGrissomzz
Instructions and Rubric
Based upon class discussions, assigned readings and reputable resources, agency information you will be developing a program evaluation plan based upon your work in your field placement setting.
Your research question should consider some aspect of client satisfaction..
You are not expected to collect the information you are discussing. Your work should reflect a basic understanding of (1) selecting questions for research purposes, (2) making sure your measurements are clearly linked to your research question (3) approaches used to collect data (4) the challenges in data collection and (5) the importance of disseminating the results of assessments. This assignment is worth 100 points.
Your answers must be addressed in FULL
The paper should include the following sections:
Section I-IV shouldbe at least 4-5 pages (Worth 30 points)
I: Provide the Name and Mission of your agency
II: Identify and discuss the specific program(s) you are working with at your agency. Provide the goals of the program you are working with. Describe your program in full.
III: What type of activities are you engaged in at your field placement? Who are the people that
you serve? (ex. Adolescent mothers, older adults). What are some of the challenges that you face providing services for your clients/organization? What are some of the challenges your clients face? (
This section should be at least 2 pages)
IV: Identify a specific research question pertaining to the program you are working with at the
agency. Note: The question should reflect an assessment of the program overall and not an
individual
VI: Background Information on your Program Evaluation Plan:
See below A-C
(15 points)
Background Information on your Program Evaluation Plan
20
What are the goals of the
program evaluation? What are the performance issues driving the evaluation?
Who are the critical partners, sponsors, and other stakeholders of the evaluation?
What are the desired results of the evaluation plan? What outputs or products are expected from the evaluation?
VI. Data Collection Form and Rationale
(See form below)
(10 points)
WORKSHEET: DEFINING DATA COLLECTION QUESTIONS
In the column on the left, write down the questions you desire to answer through data
collection. You should have at least
3 questions. The questions should focus on your overall
research question. On the right, please explain how each of the questions will generate data
that will help you with your need assessment.
Evaluation Questions to be answered through Data Collection
Rationale for the Question (How will the question generate data relevant to
the goal of your evaluation plan?)
21
VII: WORKSHEET: NEEDS ASSESSMENT DATA COLLECTION PLAN
...
Instructions and RubricBased upon class discussions, assigned TatianaMajor22
Instructions and Rubric
Based upon class discussions, assigned readings and reputable resources, agency information you will be developing a program evaluation plan based upon your work in your field placement setting.
Your research question should consider some aspect of client satisfaction..
You are not expected to collect the information you are discussing. Your work should reflect a basic understanding of (1) selecting questions for research purposes, (2) making sure your measurements are clearly linked to your research question (3) approaches used to collect data (4) the challenges in data collection and (5) the importance of disseminating the results of assessments. This assignment is worth 100 points.
Your answers must be addressed in FULL
The paper should include the following sections:
Section I-IV shouldbe at least 4-5 pages (Worth 30 points)
I: Provide the Name and Mission of your agency
II: Identify and discuss the specific program(s) you are working with at your agency. Provide the goals of the program you are working with. Describe your program in full.
III: What type of activities are you engaged in at your field placement? Who are the people that
you serve? (ex. Adolescent mothers, older adults). What are some of the challenges that you face providing services for your clients/organization? What are some of the challenges your clients face? (
This section should be at least 2 pages)
IV: Identify a specific research question pertaining to the program you are working with at the
agency. Note: The question should reflect an assessment of the program overall and not an
individual
VI: Background Information on your Program Evaluation Plan:
See below A-C
(15 points)
Background Information on your Program Evaluation Plan
20
What are the goals of the
program evaluation? What are the performance issues driving the evaluation?
Who are the critical partners, sponsors, and other stakeholders of the evaluation?
What are the desired results of the evaluation plan? What outputs or products are expected from the evaluation?
VI. Data Collection Form and Rationale
(See form below)
(10 points)
WORKSHEET: DEFINING DATA COLLECTION QUESTIONS
In the column on the left, write down the questions you desire to answer through data
collection. You should have at least
3 questions. The questions should focus on your overall
research question. On the right, please explain how each of the questions will generate data
that will help you with your need assessment.
Evaluation Questions to be answered through Data Collection
Rationale for the Question (How will the question generate data relevant to
the goal of your evaluation plan?)
21
VII: WORKSHEET: NEEDS ASSESSMENT DATA COLLECTION PLAN
...
The success of a commercial bank depends largely in the quality of service rendered to the regulars. Quality of service depends on the capability and the quality of the employees of the organization. Therefore, the authority of PBL has to be more careful in recruiting the right person for each job. As has been seen, the recruitment and assortment process of PBL has rooms for improvements. The policy and process should be revised and rechecked. So although the process they have been adopting so far has been somewhat effective, to adapt to the changing times, the process should be revised and modernized.
A presentation prepared by an expert team of writers of Academic Writer UK for Guy smith email id howsthat13@hotmail.com. We have helped many students like Guy in the past and assisted them scoring top grades.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
2. Presentation on Internship
Report
“HR Activities and Practies Of Asian
Telecast Ltd.”
Prepared By:
Md. Shiful Islam
ID# 12102120
Program: BBA
Major: HRM (Human Resource
Management)
Section: Day, Spring 2017
IUBAT- International University of Business Agriculture and
Technology
3. HR Activities and Practices of Asian Telecast
Ltd.3
The aim of my presentation is to provide a clear idea
about “HR Activities and Practices of Asian Telecast
Ltd.”, and to recommend some ways to solve
problems.
4. HR Activities and Practices of Asian Telecast Ltd.4
Sequences of Presentation
Introduction Part
Organizational Part
HR Activities and Practices of Asian Telecast Ltd
Actual Task Part
Research Part
Recommendation
Conclusion
5. HR Activities and Practices of Asian
Telecast Ltd.5
Introduction Part
6. HR Activities and Practices of Asian Telecast Ltd.6
Background of the Study
7. Methodology of the Study
HR Activities and Practices of Asian Telecast Ltd.7
Selection of The Topic:
Suggested by: Faquir Mohammad Ishtiaque (Faculty, IUBAT)
Sources of Data:
Primary Sources
Secondary Sources
8. Objectives of the Study
HR Activities and Practices of Asian Telecast Ltd.8
Broad Objective:
Specific Objective:
9. Limitations of the Study
HR Activities and Practices of Asian Telecast Ltd.9
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.
Improper coordination among all departments.
Being busy with other works so not getting more information.
10. HR Activities and Practices of Asian
Telecast Ltd.10
Organizational Part
11. Corporate Information of IPI
HR Activities and Practices of Asian Telecast Ltd.11
Corporate Profile:
Name of the Company Asian Telecast Ltd
Company Address House-60, Road-1, Block-A, Niketan,
Gulshan-1, Dhaka-1212 Tel: +88 02
9852960-4, Fax: 9852964
E-mail: info@asiantvbd.com Web:
www.asiantvbd.com
Corporate Office House-60, Road-1, Block-A, Niketan,
Gulshan-1, Dhaka-1212 Tel: +88 02
9852960-4, Fax: 9852964
E-mail: info@asiantvbd.com Web:
www.asiantvbd.com
Nature of the company Media
Managing Director Md Harun Ur Rashid (CIP)
Chief Executive Officer Md. Abdul Halim
Year of Establishment 2013
Number of Employee 215
12. HR Activities and Practices of Asian
Telecast Ltd.12
Vision & Mission
13. HR Activities and Practices of Asian
Telecast Ltd.13
Organizational Structure
14. Departments Of Asian Telecast Ltd.
HR Activities and Practices of Asian Telecast Ltd.14
There are six departments of Asian Telecast Ltd.
i. The Administration Department:
15. HR Activities and Practices of Asian
Telecast Ltd.15
II) Sales and Marketing Department:
Cont..
16. HR Activities and Practices of Asian
Telecast Ltd.16
iii. The News Department:
iv. The Programme Department:
v. Broadcast and Engineering Department:
Vi. Finance and Accounts department:
Cont..
17. HR Activities and Practices of Asian
Telecast Ltd.17
The Overall Position of Asian Telecast
Ltd.
19. SWOT Analysis
HR Activities and Practices of Asian Telecast
Ltd.19
SWOT analysis means the analysis of strength, weakness, opportunity and threats. For Asian
Telecast Ltd. It is given below:
Strength
Web based HR Management
Diversification
Good relationship with employees
Training for Train up employees
Immense machineries support
Weakness
Manipulation of the department
Small workforce
Operating cost are high
Subscriber acquisition cost retalivetly
higher then other film.
Opportunities
Skilled workforce
Introduce new HR strategies
Time to time foreign trade training
New employees are recruited every year.
New branches will be opened in
different part of Bangladesh.
Threats
Social networking website like facebook
& twitter
Regulatory risk & Political situation
Pressure to decrease rate of profit
Carriage disputes with networks or
broadcast companies.
20. Internal Factors Analysis Summary (IFAS)
HR Activities and Practices of Asian Telecast Ltd.20
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
21. External Factors Analysis Summary (EFAS)
HR Activities and Practices of Asian Telecast Ltd.21
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 (fresh graduates) 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
22. Strategic Factors Analysis Summary (SFAS)
HR Activities and Practices of Asian Telecast
Ltd.
22
Strategic Factors Weights Ratio Weighted Scores Short term Interme
diate
Long
Term
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
23. HR Activities and Practices of Asian Telecast
Ltd.23
Topic part
“HR Activities and Practices of Asian
Telecast Ltd”
24. HR Activities and Practices of Asian Telecast Ltd.24
Human
Resource
Management
Process:
The process of
hiring and
developing
employees so
that they become
more valuable to
the organization.
25. HR Activities and Practices of Asian Telecast Ltd.25
Human Resource activities of Asian Telecast Ltd.
a) Recruitment and Selection
b) Training and development
c) Performance Appraisal
d) Compensation
e) Employee Relations
26. HR Activities and Practices of Asian
Telecast Ltd.26
a. Recruitment and Selection
Workforce Requisition
Analysis of position and
requirement
Approval of Managing Editor
Candidate Sourcing
Short listing of Applicants
Assessment
Pool of Suitable Candidates
Salary Negotiation
Offering Candidates
Recruitment paperwork
Joining and Placement
Confirmation
Promotion, Transfer, Re-Designation,
Deputation, Absorption
Selective Recruitment Using Job Boards
University Internships
27. HR Activities and Practices of Asian
Telecast Ltd.27
Cont..
b. Training and development
On the job training
Job rotation
Apprenticeship training
c. Performance Appraisal
d. Compensation
e. Employee Relations
28. HR Activities and Practices of Asian
Telecast Ltd.28
Other HR activities of Asian Telecast Ltd.
Policy Works
Leave Management System
Attendance Tracking System
Security
Health and safety at work
Night Shifts
Holidays
29. HR Activities and Practices of Asian
Telecast Ltd.29
Actual Task Part
30. Actual Task Part
HR Activities and Practices of Asian Telecast Ltd.30
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
31. HR Activities and Practices of Asian
Telecast Ltd.31
Cont..
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
33. HR Activities and Practices of Asian Telecast Ltd.33
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.”
34. Project Timeline
HR Activities and Practices of Asian Telecast Ltd.34
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
35. HR Activities and Practices of Asian Telecast Ltd.35
Budgeting
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
36. HR Activities and Practices of Asian Telecast Ltd.36
Methodology
Source of Data Analysis of data
Primary Data:
Primary data
collection was
attained through a
structured
questionnaire survey
on Asian Telecast
Ltd. employees.
Questionnaires with
structure question
Liker Scale
Question
Strongly agreed
Agreed
Neutral
Disagreed
Strongly disagreed
•Ms Word
• Ms Excel
• Average
• Standard Division
• Variance
• Z-test / Zcal
37. HR Activities and Practices of Asian Telecast
Ltd.37
Sampling plan
Sample Unit Sample Frame Sample size
Sampling
Procedure
Employees of
Asian Telecast
Ltd.
The sample frame of
this study consists of
all 40 employees of
the Asian Telecast Ltd.
Probability
Sampling
Simple Random
Sampling
40 employees of
the Asian Telecast
Ltd.
Sample Frame
38. HR Activities and Practices of Asian Telecast Ltd.38
H1:
HA: Asian Telecast Ltd follows the modern HR policy for the benefit of the employees.
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.
39. HR Activities and Practices of Asian Telecast Ltd.39
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
40. HR Activities and Practices of Asian
Telecast Ltd.40
Graphical Representation
41. Hypothesis no: 01
HR Activities and Practices of Asian
Telecast Ltd.41
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.
2% 5%
13%
50%
30%
H1
Strongly
Disagree
Disagree
Neither agree
nor Disagree
Agree
Strongly Agree
Interpretation: Around 80% respondents had identified that Asian Telecast Ltd
follows the modern HR policy for the benefit of the employee.
42. Hypothesis no: 02
HR Activities and Practices of Asian
Telecast Ltd.42
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
At 5% level of significance, follows Z distribution =1.645.
2% 8%
25%
45%
20%
H2
Strongly
Disagree
Disagree
Neither agree
nor Disagree
Agree
Strongly
Agree
Since Z cal> Z tab, the null hypothesis is not accepted. So at 5 % level of significance, it can be said that
HR Department of Asian Telecast Ltd maintains the standard of recruitment and selection process.
Interpretation: Around 65% respondents had identified that HR Department of
Asian Telecast Ltd maintains the standard of recruitment and selection process.
43. Hypothesis no: 03
HR Activities and Practices of Asian
Telecast Ltd.43
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
At 5% level of significance, follows Z distribution =1.645.
5% 7%
18%
40%
30%
H3
Strongly
Disagree
Disagree
Neither agree
nor Disagree
Agree
Strongly
Agree
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 provides effective training to the new employees.
Interpretation: Around 70% respondents had identified that Asian Telecast Ltd
provides effective training to the new employees
44. Hypothesis no: 04
HR Activities and Practices of Asian
Telecast Ltd.44
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
At 5% level of significance, follows Z distribution =1.645.
10%
17%
5%
38%
30%
H4
Strongly Disagree
Disagree
Neither agree nor
Disagree
Agree
Strongly Agree
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 maintains a good employee management relationship.
Interpretation: Around 68% respondents had identified that Asian Telecast Ltd
maintains a good employee management relationship.
45. Hypothesis no: 05
HR Activities and Practices of Asian
Telecast Ltd.45
HO: The working environment of Asian Telecast Ltd is not safe and co-operate.
HA : The working environment of Asian Telecast Ltd is safe and co-operate.
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
At 5% level of significance, follows Z distribution =1.645.
2% 10%
12%
43%
33%
H5 Strongly
Disagree
Disagree
Neither agree nor
Disagree
Agree
Strongly Agree
Since Z cal> Z tab, the null hypothesis is not accepted. So at 5 % level of significance, it can be said that
the working environment of Asian Telecast Ltd is safe and co-operate.
Interpretation: Around 57% respondents had identified that The working
environment of Asian Telecast Ltd is safe and co-operate.
46. Hypothesis no: 06
HR Activities and Practices of Asian
Telecast Ltd.46
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
At 5% level of significance, follows Z distribution =1.645.
18%
18%
11%23%
30%
H6
Strongly Disagree
Disagree
Neither agree nor
Disagree
Agree
Strongly Agree
Since Z cal> Z tab, the null hypothesis is not accepted. So at 5 % level of significance, 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.
47. 47
1. 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.
2. 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.
3. 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.
HR Activities and Practices of Asian
Telecast Ltd.
48. HR Activities and Practices of Asian
Telecast Ltd.48
Findings(Cont..)
4. 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.
5. 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-operate.
6. 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.
49. HR Activities and Practices of Asian Telecast Ltd.49
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.
50. Foreign Exchange Operations of Uttara Bank
Ltd.50
Cont..
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.
51. HR Activities and Practices of Asian Telecast Ltd.51
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.