When the service of an employee comes to an end due to termination, resignation, discharge, dismissal, redundancy or retirement, the employee may request for a certificate of employment stating the period of employment with ORBITAL along with other details.
Chapter-9
Recommendations & Conclusion
9.1 Findings
Scope of the business and commerce is growing larger in size and transactions relating to them are becoming more and more complex so that the range of competition is becoming wider with the changing economy of a country in particular and globe in general. With a view to adapting the new situation, the business firms require graduates and postgraduates in order to carry out their activities smoothly for success.
In this Internship report, I tried my best to focus and find the drawbacks and strength the company. The challenging task of the Company is to attract people from the job market. In Bangladesh, jobs are more complex and require significant interaction with sophisticated technology. The Company must ensure that they have the right people for those jobs, which, in most cases, will require the employees to continuously train and upgrade the employee‘s skills. But let them keep in mind that, this will not be an easy task, all employees are not, alike-either in skill level or in their backgrounds. Thus the Company needs to pay more attention to diversify those exists in the work force.
Some findings are as follows
1. Financial benefits are not the only motivator to get and sustain good manpower. This the TQM practice in HRM of the firm which could ensure the employee existence well.
2. Skilled and efficient manpower does not retain in the company due to lack of interest in the jobs they are doing. People are not assessed to deploy them in right work places.
3. The employer‘s commitment with the employees does not carry out properly, so the employees do not carry jobs with due commitment and utmost care.
4. Employees of all level are not motivated properly, because the maintenance plan of the company is not updated. Moreover the HR department does not follow the said maintenance plan (written).
5. While working with the report preparation, I found the HRM policies are not been applied in the organization, though there are written constitutions against each and every sector of HRM.
6. The company is governed by the time-to-time decisions made by the owners.
The owner‘s wisdom, experience and judgment are the only source of employee appraisal policy. Somewhere the appraisal policy is not mentioned to the unit heads. So they cannot make the periodic appraisal of the employees properly. Some times employees are evaluated individually not in a consignment. So other employees become disheartened.
7. In the manpower-planning sector, the company communicates orally build data. No periodic or forecast of potential positions that would be filled up by the company periodically. Company also fails to select the right person in the right position due to lack of proper manpower planning.
8. The recruiting process of the company is considerable. They start recruiting through proper public notice about the job and no nepotism is allowed here. In addition, the company recently invites application through on line which is very much modernized and useful system. Company collects manpower from internal and external sources. There are some internal transfers also.
arrange some in-house training session for its employees. There is no training and development plan on behalf of the employees. Some sort of informal attachment is seen here to meet the on the job training needs.
10. The company doesn‘t provide accommodation facilities properly in the office
room so that it is a great problem for the employees to carry out their daily activities in giving proper attention.
11. The level of motivation of the employees is very poor. No employee is devoting his or her mental attachment here. People are observed seeking better opportunity every time. No incentive package or employee motivation plan is being implemented here. Even people are not getting anything as rewards for additional time spend and additional work.
9.2 Recommendations
As a growing company, ORBITAL will have to maintain proper manpower evaluation policy, so that no discrimination may prevail between the employees. The management pattern should be clear and transparent. Regulation regarding various matter of the job condition should be centralized and written.
Some key recommendations are
1. To protect employee turnover, this is very much important to specify duties and responsibilities of each post properly.
2. Job load should be rationalized through proper manpower recruiting and over time should be paid in case of over load of duties.
competitive factors which will attract employees attention and make them tension free for existing company.
4. Discrimination in evaluating manpower of different industrial units has made industrial disputes and dissatisfaction among them. The HR managers of different industrial units should seat together to avoid that discrimination. The Head of HR should take the whole responsibility regarding this matter.
5. There should be a set written job discipline and employee code of conduct for all level of employees, so that they can enjoy a ‗we‘ feeling among them.
6. The employers should avoid time to time verbal decision regarding training, appraisal and motivational package.
7. Training need should be assessed properly and the employees should be covered by a cyclical training plan. Because trained manpower can deliver the right result for the company.
8. There should be a well-planned rewarding system (like incentive plan) to meet the targets. When employee will be based on target achieving, the company will get more mileage in its developmental goal.
9. The company should adopt a combined and set socialization scheme to develop the new entry HR at a minimum cost and less effort.
9.3 Conclusion
A modern HRM practice is nothing but establishing judgment in all the sectors of the organization. Scope of the business and commerce is growing larger in size and transactions relating to them are becoming more and more complex so that the range of competition is becoming wider with the changing economy of a country in particular and globe in general. Business changes are taking place very rapidly and business firms have to adopt the changing
situation in very short period of time for their survival. With a view to adapting the new situation, the business firms like ORBITAL should be fare and productive in taking any HR decision.
The recruitment and selection process should be professional and the employee socialization process should be proper so that the employees feel the organization as their own organization. If the socialization process fails to represent the organization as their own property, the HR process and practices will fail and will be meaningless.
The job market of the country is very much volatile now. Because the cellular phone companies are playing a giant role in maintaining people with global standard, where the local companies are doing the traditional works. ORBITAL will have to face HR crisis, if they are no longer changing their mentality from work force to Human Resource for maintaining its people.
There is a hope full condition that, the company has already hired resourceful people to the top positions of each departments to carry out good manners within the people of the below and mid level. As an innovative organization, I am sure ORBITAL will establish a very effective HRM Practices in its arena very soon.
BIBLIOGRAPHY
1. www.paradigmbd.com
2. Portfolio of PARADIGM Architects & Engineers
3. Human Resource Policy of PARADIGM Architects & Engineers
4. Decenzo, David A and Robbins, Stephen P, Human Resource Management, Replica presses pvt. Ltd., Delhi-110040, 1999.
5. Luthans Fred, Organizational Behavior, 9th edition, Mc Graw-Hill