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Pran RFL Group HR Practice
This presentation provides an overview of the human resource management practices of PRAN RFL Group, one of the largest conglomerates in Bangladesh. It introduces the group and its founders. It then discusses the group's recruitment and selection process, training programs, performance appraisal system, compensation practices, and human resource information systems. The presentation provides details on each of these HR functions and how they are implemented at PRAN RFL Group. It aims to describe how the group ensures it has the right human capital through its standardized HR processes and policies.
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Pran RFL Group HR Practice
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- 2. 2 NAME ID Meghla bhowmickBBA 010150105521 Arif hossain BBA 010150105529 Eshika sultana tithi BBA 0140362477 Md.Hafizur rahman BBA 01140205447 Admin hossain BBA150105538
- 3. “ Do you knowwhich company in Banladesh right now can be treated as a Multi National Company 3 ?
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- 5. Abstruct 5 Pran-RFL is thepioneer in Bangladesh to be involved in contract farming and procures raw material directly from the farmers and processes through state of the art machinery at their several factories into hygienically packed food and drinks products. The brand PRAN has established itself in every category of food and beverage industry and can boost a product range from Juices, Carbonated Drinks, Confectionery, Snacks, and Spices to even Dairy products. RFL Plastics is dealing with different types of plastic products in different categories such as house ware, plastic furniture, industrial ware & garments accessories. The Company has been expanding its product lines day-by-day & achieving diversified product range in the plastic sector.
- 6. Compa ny Profile 6 Pran started itsjourney on 1981 RFL started its journey on 1992 Founder of PRAN RFL Group in Major Gen. (Retd.) Amjad Khan Chowdhury Pran is the largest food & beverage company in Bangladesh RFL is the market leader in cast iron, pvc & plastics Pran has 30,000 employees RFL has over 12,000 Combined revenue of BDT 123.2 billion (2012) Note registered as a plc
- 7. Objectiv e of the Study 7 Recruitment& Selection Process Training Process Performan ce Appraisal Compensatio n System Department
- 8. Limitatio ns of the Study 8 Shortage of time. Can’t go to field to collect data. Lack of enough information in online
- 9. HRM Practice 9 An organization successdepends on its human resources. No matter how much an organization invests on other assets, if its human resource does not have the competence then the organization will be unsuccessful. Even when deciding on which fixed assets to invest, any organization goes through many industries. Therefore, when it comes to human resource it has to be even more careful. Pran- RFL group also consider their employees as their best asset.
- 10. Functions of HRD 1 0 • RecruitmentProcess Policy & Procedure • Conformation Policy & Procedure • Human Resource Development • Career Planning • Job Description Preparation • Maintaining Turnover • Conducting Appraisal at the End of Each Year
- 11. HRM Departme nts in PRAN RFL Group 1 1 Recruitment& Selection Section Training Section Performance Appraisal Section Compensation Section MIS Section
- 12. Source of Recruitm ent 12 Need Assessment Defining the Position Description Checking the RecruitmentOptions Advertiseme nt Screening & Shot- Listing
- 13. Selectio n Process 13 Selection Process Screening & Short- listing Application s Written test& Interview Reference Checking Employme nt Decision Offer the Role Verbal & Written Letter Offer
- 14. Training & Develop ment 14 Assessing the TrainingNeed of the Group Developing Training Strategy Preparing Lesson Plan & Module Arranging Training in All Areas Conducting Training Classes Obtaining Training Feedback & the Result
- 15. Types of Training Method 15 On theJob Training Method Off the Job Training Method
- 16. Performance Appraisal Functions 16 Conducting the evaluationprocess twice in a year. Performance appraisal are results-oriented Objectives are established jointly by the supervisor and subordinate . MBO (Management by Objective) method process for evaluating the performance of their employees by managers and sub-ordinate; Create a file for each employee Records employee performance development and improvement Set a list of criteria by which they evaluate employee’s performance
- 17. Performance Appraisal Functions 17 To discuss planningand goals Begin preparing the performance appraisal document Collect Performance information Review the assessments of evaluation Making plan to begin the next performance period Communicating performance standards for the upcoming performance period
- 18. Human Resource MIS 18 Gather andstore current and exact data and information regarding employee and the organization. Maintaining and updating of employee database Maintain employee related different statistics any other work which requires updating employee data HR-MIS helps for job analysis HR demand and supply forecast, measure employee performance appraisal. HR MIS involves with these factors-
- 19. Compensat ion System 19 Direct Compensation Indirect Compensation Salary Wage Savings Piece Rate Commissio LifeInsurance Pension Sick Leave Free Meals Vacation
- 20. Componen ts of Compensa tion System 20 Job Description Job Analysis JobEvaluation Payment System
- 21. Compensa tion Planning Process 21 Developing a ProgramOutline. Designing the Compensation Program Conducting a Job Analysis of All Positions Evaluating Jobs Determining Grades
- 22. Conclusi on 22 Proper utilization ofasset it the main objective of an organization and to utilize this assets, an organization needs expert employees. Human resource are the most unique and complex part of an organization and PRAN and RFL establish that standard model.
- 23. 23 Do you haveany questions