This presentation summarizes the HRM overview of Lafarge Surma Cement Limited. It includes an introduction of the presenters and the functions of HRM planning like recruitment and selection, training and development, performance management and compensation. It also discusses company profile, recruitment process, orientation, training programs, communication system, reporting structure, performance appraisal process and common salary structure. Finally, it analyzes some issues and provides recommendations.

1. WELCOME TO OUR
PRESENTATION

2. PRESENTATION
ON
HRM OVERVIEW
OF
LAFARGE SURMA CEMENT
LIMITED

3. PREPARED BY
HUMAN DEVELPOMENT GROUP
NAME ID
IMRUN MALLIK 111091237
FOYSAL BIN HANNAN 111091237
ZAYED 111093212
MAHFUZ AHAMAD KHAN 111093023
ABDULLAH MD.SAHAREAR 111083032
MAHA AZIM 111083154
SUBMITTED TO
FARHANA RASHID

4. HRM OVERVIEW CONSISTS
PERFORMANCE
RECRUITMENT MANAGEMENT
TRAINING AND
HR PLANING AND AND COMPENSATION
DEVELOPMENT
SELECTION PERFORMANCE
APPRAISAL

5. PROSPECTIVES CONSTRAINTS
To get practical knowledge Due to limited time
To understand HRM functions Due to secrecy

6. COMPANY PROFILE

7. ORGANOGRAM
MD
FINANCIAL SOCIAL
COMMERCIAL
CORA DIRECTOR DIRECTOR COMMERCIAL HR DIRECTOR CAD
DIRECTOR
DIRECTOR
SENIOR
MANAGER
MANAGER
SENIOR
EXECUTIVE
EXECUTIVE
LINE OFFICER

8. Lafarge at a Glance
Origin: France
Years active: 1833 to present
Headquarters: Paris, France
Position: Second in cement industries
Revenue: €16.17 billion (2010)
Operating income: €2.169 billion (2010)
Profit: €827 million (2010)
Total assets: €42.49 billion (end 2010)
Total equity: €18.22 billion (end 2010)
Number of Employees: 75,680 (end 2010)

9. RECRUITMENT AND SELECTION
Begins with functional
departments need
HRD has job analysis
Two process:
*internal- among
current employees
Recruitment
*external- provides
take written test for advertisement
junior officers and test Collect cv and sort them
knowledge out
Take 3 interviews
*panel interviews Selection
*interview to the MD
Check educational
certificates
Background Check professional
checks and certificates
Check criminal records
appointment Check fitness by medical
test

10. • Inform the employee about the rules and regulations
• Show the desk and provide work aids
• Inform all employees
Orientation • Help the employee to join JTG after confirmation
• New employee gets training from own supervisor as a part of
on the job training
• Common training program on Microsoft Office and others are
given to every employee
• Other training are depends on employees performance
appraisal
Training • If the supervisor recommends, then they will get off the job
training
• Emergency training is provided for emergency need

11. Communication
Online chat and communication is via Lotus software
Every employee has cell phone to communicate
Reporting System
Usually based on the organogram
Sometimes employees can directly report to top management

12. Performance Appraisal Performance Management
Performed twice in a year Expected performance level is 70%
Highest grade is 1 or A for efficient
Performance appraisal form is filled up
performance
by the employees
Grade 2 or B is for average performance
This form follows BARs method
Grade 3 or C is for below performance
Form is reviewed by immediate from expected performance level
supervisor
Employee retention plan allows any
employee to perform at grade C for
Supervisor send it to HRD three consecutive years
Any employee performing at grade C for
Performance appraisal consists of grade four consecutive year will be terminated
sheet, development plan etc.
12

13. COMPENSATION
Basic salary
House rent
Cash Personal allowances
Benefits Transport allowances
Location allowances
Cell phone bill
Transportation on need Non cash
Insurance benefits
Recreation allowances
programs on festivals
Non financial Picnic
benefits Office party
Unannounced programs

14. Common salary structure
Basic
-
+Transportat Deductions(t Gross salary-
+House rent +Personal +Location +Shift
ion ax, pf, other deductions=
allowance allowance allowance allowance
allowance fixed net salary
deduction)
Basic salaries at different levels
• Non management: 5,500-9,500
• Officers- Sr. Executive: 12,500-17,000
• Assistant Manager- Sr. Manager: 32,000-120,000
• director: 200,000-600,000
• MD: 1,500,000

15. Analysis Recommendation
Chance of biasness in performance Should take subordinates review
appraisal and peers review
Salary can’t motivate employees
Salary structure should be upgrade
properly
Should provide transportation to
Chance of office politics exists
all depots
Transportation problems of the
employees at depots

16. Conclusion
Thank you