i have done the comparison and recommendations part only but i don't know why my recommendations to the first company goes invisible whenever i try to upload !

1. TEAM
A
A Comparative Study of Two Industries
-Labor Management Relations (HRM450)
Muntaka Tasnim Tabassum
Mir Marjana Nusrat
Sornaly Ahmed
Refat Uddin Ahmed
Md. Leo Al-Amin Haque Aupo
ID-1610795030
ID-1520250031
ID-1611037030
ID-1610393030
ID-1512237030

2. Background Information- Bangladesh Export
Import Company Limited
• Was founded in 1970’s by Fasiur Rahman and Salman Fazlur
Rahman
• Has evolved from being primarily a commodities trading
company to a leading, diversified group with a presence in
industry sectors that account for nearly 75% of Bangladesh’s
GDP
• Present in textiles, real estate, hospitality, marine food and
commodities trading
• Textiles is the largest division among them, which is a fully
integrated manufacturer of cotton and polyester blended
garments for men, women and children, both for domestic
and export markets.

3. Background Information- Dutch Bangla Bank
Limited
• Bangladesh’s first joint venture bank
• Was an effort by local shareholders spearheaded by M
Sahabuddin Ahmed (founder chairman) and the Dutch
company FMO.
• First bank in Bangladesh to be fully automated
• Operates the nation's largest ATM fleet and in the process
drastically cut consumer costs and fees by 80%
• Set the record for the highest share price in the Dhaka Stock
Exchange in 2008

4. Methodology
•We have used the Interview method for both of the
company
•We made set of questions to ask the HR Managers and
the top management about their Collective Bargaining
process if they own any Trade Unions and for other
information needed

5. Strategy to resolve Dispute in Bangladesh Export
Import
If Dispute Arise
Head of Department address
HR
HR Investigate
If the person found is Guilty
First giving him a showcase
Latter
After one week the charges
person reply the latter.
if the person does not change
his or her activity, HR person
sends 2nd and 3rd latter, then
Look for solution of
service rules
If the person are not
guilty
the investigation is
stop.

6. Company Always motivates there employee,
Top Management Belief If they motivate employee properly
there will be (1)Productivity (2) Dedication and (3) employee will
fill up their target
So Company Takes some Strategy for motivation
(1) Giving bonuses who fill up target
(2) Quicker Promotion
(3) Celebrating employees’ Birthday.
(4) sending employees abroad for training
Bangladesh Export Import
Motivation

7. Job Evaluation:
(1) First six month Employee under probation period.
(2) Company does 3 time assessments
(3) During the first 6 month, supervisor does an internal survey.
(4) focus on employees’ work activity, timing,
Compensation :
(1)company is giving compensation by Employee Ranking.
(2)shares profit
(3)achieving internal and external equity
(4) rewarding and encouraging peak performance.
Indirect Incentive
Basic pay , and yearly Increment
Direct Incentive :
provident fund, employee welfare fund
Bangladesh Export Import :

8. Bangladesh Export Import
Industrial Relation Approach : Unitary Approach
Trade Union : None
Collective Bargaining : None.

9. Dutch Bangla Bank Limited
Industrial Relation
Approach
System Approach
Collaborative
Bargaining
None
Trade Union
None

10. Dispute Resolving Procedures
Internal Dispute
Arises
Whistleblowing
Attention of MD
& Chairman
Internal Control &
Compliance Division
Face to Face
Investigation
Data
Collection
Data
Analyzing
If Gulity- Fine /
Fired

11. Compensation &
Job Evaluation
• Ranking Method
• Performance
Appraisal by Key
Performance
Indicator (KPI)
Direct
Incentives
• Basic Pay
• House Rent
• Conveyance
Indirect
Incentives
• Provident fund
• Health Insurance
• Life Insurance
• Car Allowance
• House Building
Loan (HBL) at
lower rate
• Yearly Bonus

12.  Performance Bonus
 Promotion in due time
 Foreign trip for significant success
 Awards for achieving any target
 Cultural Fair / Event for occasions like Eid, Pohela Boishakh etc.
 Eid Bonus
 Film Show
 Art competition for employee’s children
Motivation Methods

13. Impacts of Not Having Trade Union & Collective
Bargaining
• Flexibility in addressing a problem
or complain immediately
• Less complex
• Less arrangements
Advantages
• No formal representatives
• Employee’s voice are not exercised
properly
• Takes more effort to stand up for
their rights
• Less employee protection and
unity
Disadvantages

14. Recommendations to Bangladesh Export Import Company
Limited

15. Recommendations to Dutch Bangla Bank Limited
The HP way of Management
Measuring and Reporting Engagement
Matrix
Enlisting Engagement Topic for
Management Meetings
Setting Engagement Goals and Milestones
Increasing Employee participation

16. Comparison of Two Companies (Similarities)
No Trade Union1
No Collective Bargaining2
No Practice of Employee
voice3
No Trade Union1
No Collective Bargaining2
No Practice of Employee
Voice3
Bangladesh Export Import
Company Limited
Dutch Bangla Bank Limited

17. Comparison of Two Companies ( Differences )
Unitary Approach4
Medium Participation5
Dispute Raised to Department
Head First6
System Approach4
Low Participation5
Dispute Raised to MD and
Cahir-man First6
Bangladesh Export Import
Company Limited
Dutch Bangla Bank Limited

18. Addressing an
immediate problem is
not possible as they have
to maintain a formal
procedure to talk to the
management team .
Just by taking interview
with questionnaire may
not reveal the fact what
type of problem the
organizations are
dealing with.
Limitations

19. Conclusion
To resolve any problem they discuss problems sitting in
meeting and make a settlement.
Power belongs to management because management can
make final solution and trade union can only raise that issue.
Employee satisfaction and involvement can be the reason of
successful organization.