This Presentation Prepared by Md. Maruf Ahmed. A team member of Silent Dreamers.

1. A Case Study on Tech Valley solution Ltd.
HUMAN RESOURCE
MANAGEMENT PRACTICES OF
BANGLADESH

2. Presented by
Rebeka Sultana
Id#F-20911111074
Khandoker Badrul Alam
Id#M-20911111047
Mahmudul Hassan Sohag
Id#M-20911111062
MD.Maruf Ahmed
Id#M-20911111077
MD. Moshiur Rahaman
Id#M-20911111071

3. Importance of HRM department in
Tech Valley Solution Ltd
The term human resource refers to the people in an
organization. Human resource management is concerned
with people dimensions in management. When managers
engaged in human resource activities as a part of their job,
they seek to facilitate the contribution; people make to
achieve an organizations strategies and plans.
Human resource management encompasses those
activities designed to provide for and co-ordinate the
Human efforts, so that they can contribute to achieve the
goals of the organizations.

4. Importance of HRM department in
Tech Valley Solution Ltd
Employers are realizing that the success of an
organization relies on more than hiring qualified
candidates. Effective human resource (HR) planning and
management is required at all stages of an employee’s
corporate lifecycle to help ensure employee growth and
satisfaction. Employee satisfaction is vital to the success of
an organization because of its direct impact on
productivity. When employees are satisfied, they are more
likely to produce high quality work, optimize
performance, and exercise more critical thought and
creativity.
This combination of high satisfaction and maximum
productivity amounts to employee engagement.

5. Recruitment & Selection Process
To ensure the most appropriate methods of sourcing and
attracting qualified candidates to the organization
Using this information, the company determines which
job boards, communication channels, and advertisement
strategies are best for targeting candidates with the
required skill sets
A key component of this process is having an in-depth
understanding of the variety of job boards in the market
and what types of candidates they attract. Depending on
the position, the company will either choose to advertise
using a niche job board or employ a mass recruitment
strategy that utilizes a variety of job advertisement
services.

6. Source of recruitment
There are two kinds of
source TVSL uses for
recruitment
Internal source
External source

7. Internal source
TECH VALLEY
SOLUTION LIMITED
(TVSL) thinks that
current employees are a
major source of recruits
for all but entry-level
positions.
Promotions and
transfer are typically
decided by operating
managers with little
involvement by HR
department.
Job-posting programs
Departing Employees

8. External source
The HR department
of TVSL not only
seeks internally,
they must look
outside the
organization for
applicants.
Walk-ins and Write-ins
Employee referrals
Advertising
Internet

9. Screening and
Short-listing
Applications
Screening applications
is the verification of
applications against the
predetermined
requirements of job
given in job description
and job specification.
Based on such
comparison, many
applicants can be
screened out for their
inability to meet the
criteria specified in the
job specification.
Written test
Interview
Reference checking
Medical check-up

10. Training Policies of Tech
Valley Solution Limited
Training is a learning process that involves the
acquisition of skills, concepts, rules, and attitudes to
increases the performances of the employees in the
organizations. On the other hand development is
more future oriented, and more concerned with
education, than is employees training or assisting a
person to become a better performer.

11. Training and
development
program of
TVSL include
orientation
activities that
Inform employees of policies
and procedure of TVSL
Educate them in job skills
Develop them for future
advancement

12. Types of
Training
TVSL Train
employees in
three ways,
these are:
Theoretical
Practical
Field site

13. Training Need Assessment
(TNA)
Need assessment of training is a diagnosis of present
problems and future challenges. In this phase it is
determined which employees need to be trained and
what they need to be trained to do.
 The assessment phase addresses three key areas:
1. the organization
2.the job and the task
3. the individuals.

14. Performance appraisal System
of Tech Valley Solution
Limited
Performance appraisal information can provided needed
input for determining both individual and organizational
training and development needs. Another important use
of performance appraisal is to encourage performance
improvement.
 In this regard Performance appraisals are used as means
of communicating to employees how they are doing and
suggesting needed changes in behavior, attitude, skill or
knowledge.

15. Performance appraisal System
of Tech Valley Solution
Limited
For apprising the performance Tech Valley Solution
Limited (TVSL) consider the different criteria of the
employee, such as attendance, attitude, cooperation,
initiative, dependability, quality of work, overall
output, honesty, personality, ready to take challenge
etc.

16. Performanc
e Rating
Ratings are
assigned as
follows:
Outstanding
Very good
Satisfactory
Needs improvement
Unsatisfactory

17. Performance Criteria and their
Measurement
Which employee in which month how many
assignment
completed, is the employee services properly to the
clients, are the clients satisfied with that employee’s
services on basis of these factors TVSL measure the
employees performance.

18. Who Are the Appraisers?
TVSL arrange board meeting where they selected
Which employees improving their services
And gained clients satisfactions day by day and how
many employee should get promotion and how
many employee should not.

19. The Appraisers
are:
GM
AGM
MANAGER
And some
management members

20. Responsibility of the employee
The responsibility of the employee is to get
Assignment from his immediate supervisor and
provide services to the clients properly. And
obviously all the employee has to maintain the
disciplines of the organization.

21. Responsibility of the
Supervisor
IT sectors are updating day by day so the responsibility
come to the supervisor to train his employee for update
with the IT operations, otherwise the organization
could
not cope up with other IT organizations.
The responsibility of the supervisor is to take the
assignment from the clients and give it to the right
person (employee) who can solve client’s problems.

22. Work Schedules
The effective working days
of this organization is 6
days per week
Top levels employee are
working 8 hours per day
The effective working days
of this organization is 6
days per week
But technicians who are
working 14 hours per day.

23. Compensation Management
Tech Valley Solution Limited usually paid their
salaries to employees within 10 days of the next
month.
They try maintaining to continuous development of
the human resource through appropriate training and
motivation.
TVSL offers an attractive compensation package
within the limits of its financial resources, attract and
retain persons with the qualifications and expertise
best suited to the requirements of the job, as well as
to the organization as a whole.

24. Leave
For festival leave, usually the employee can get
the vacation of 13 days
They also get the public & government holidays.

25. Maintenance Safety
Welfare

26. Discipline
Each employee of TVSL is supposed to obey
the
Company discipline.

27. Termination of Services
The service of any permanent employee may
Be terminated without assigning any reason
with 30 days salary in lieu of notice.

28. Discharge
Discharge from service takes place when an
employee/worker found unfit for service because of
physical or mental incapacity, or of continued ill
health (12 month+) again because of gross
misconduct may take place at any time.

29. Resignation
An employee leaving the service of the
company is required to give 30 days’ notice or
surrender 30 days salary in lieu of notice.

30. Retirement
An employee who has completed his 60 years of age
gets
retirement. In an exceptional Case, however, experts
may be employed afresh for a period not exceeding 2
years from the date of retirement on contractual basis.
Such a contract is awarded only once. This is only for
the
top levels employee. But the ordinary and technical
employee who has completed his 50 years of age and
doesn’t provide services properly the employees have to
gets retirement.

31. Promotional Strategy
Promotion is an upward advancement to a position in
the next higher grade with same or additional
responsibilities. All promotions are made on the basis
of merit of each case.
In general, who has satisfactory service record and
consistent good performance scores in the annual
appraisal and worked in his/her present position for
at least 5 (five) years is eligible for promotion.

35. THANK YOU