Rayhan 008 V2

Internship Report
on
Human Resource Management (HRM) Practices

and Its Impact on Employee Performance: A
Study on MEP Group in Barishal
Supervised by
Surajit Kumar Mondal
Lecturer and Internship Supervisor
Department of Management Studies
University of Barisal
Submitted by
Md. Rayhan Shahariar
Class Roll: 18 MGT-008, 3rd Batch
Exam Roll: MGT003/8
Session 2016-17
30 December 2020
Letter of Transmittal
December 22, 2020
Lecturer,
University of Barisal.
Subject: Submission of Internship Report.
Dear Sir,
With due respect, I am very pleased to select my internship report titled as “Human Resource
Management (HRM) Practices and Its Impact on Employee Performance: A Study on
MEP Group in Barishal” that was required for post-graduation from the MBA program of
University of Barisal of Management Studies.
In presenting this report, I have tried my level best to include all the relevant information and
explanation, to make the report informative and comprehensive.
Lastly, I would like to express my sincere appreciation and thanks for allow me to pursue my
internship program. I strongly believe that this report will satisfy your requirements and
expectation.
Sincerely Yours,
…………………………
Exam Roll: MGT003/8
Session: 2016/17
I
Acknowledgment
At the very beginning, I would like to express my deepest gratitude to almighty Allah for
giving me the strength and composure to finish the report within the schedule time. I feel
satisfied and glad that I have completed this study within specific duration. This internship
report might never have been completed without the necessary radical knowledge, assistance
of many annual report, books, articles, websites and primary data. It also enhances my
knowledge of practical area.
I would like to express my special gratitude to my honorable Internship Supervisor Surajit

Kumar Mondal sir, Lecturer, Department of Management Studies, University of Barisal for
his persistent guidance, keen interest and continuous encouragement during my internship
period.
I am very much grateful to Md. Ariful Hassan, Assistant Manager, my internship

supervisor of MEP Group. Without their direction and suggestion, it would be difficult for me
to prepare this report. I would also like to thank all other officers who gave me their valuable
time in between their busy working hour and helped me to make my report resourceful
providing necessary information.
I am also thankful to my internship group mates who also helped me to prepare this report.
…………………………
Exam Roll: MGT003/8
Session: 2016/17
II
Letter of Endorsement
This is to certify that the report on “Human Resource Management (HRM) Practices and
Its Impact on Employee Performance: A Study on MEP Group in Barishal” is done by
Rayhan Shahariar as a partial fulfillment of requirements for the degree of ―MBA from
University of Barisal. The dissertation has been carried out under my guidance and is a record
of the sincere work carried out successfully
…………………………….
Lecturer and Internship Supervisor
University of Barisal.
III
Student’s Declaration
I am Rayhan Shahariar, student of Department of Management Studies, University of Barisal,

hereby declare the work presented in this report on “Human Resource Management (HRM)
Practices and Its Impact on Employee Performance: A Study on MEP Group in
Barishal” has been carried out by me and has not been previously submitted to any other
organization for an academic purpose.
The work I have presented not breach any existing copyright and interpretations drawn there
in are on materials collected by myself.
…………………………
Exam Roll: MGT003/8
Session: 2016/17
IV
Certification of the Industry
V
Executive Summary
The manufacturing industry and readymade garment industry in Bangladesh are the key export
sectors and the main source of earning foreign exchange for the last 25 years. As of 2016,
Bangladesh held the 2nd place in producing garments just after china [CITATION Kam17 \l 1033 ].
In the financial year, 2016-2017 the RMG industry generated us$28.14 billion, which was
80.7% of the total export earnings in exports and 12.36% of the GDP [ CITATION BBS18 \l 1033 ].
RMG and manufacturing industries enjoyed a striking rise from 30 enterprises in 1980 to
about 5,600 industries in fiscal years 2012-2013. According to statistics in 1983-84, this
sector employed 0.040 million workers and in 20016-2017, this figure increased to 4.00
million workers[CITATION Wom17 \l 1033 ]. Among them, about 3.20 million workers are
women. On the other hand, 75% of the workers in the MEP manufacturing industry also
women. MEP industry is a key Industry and they are follow proper HRM practice. As a
result, it’s a perfect source to collect the proper data and discover the relation between HRM
practice and It’s impact of employee performance. In this paper, the author decided to explain
HRM, HRM practice, different opportunities and barriers for the employees in the industrial
area, and the related matter and analysis of the data which collected from the different workers
of MEP manufacturing company limited in Bangladesh. Therefore, this paper is an attempt to
find out the “Human Resource Management (HRM) Practices and Its Impact on Employee
Performance” in fact, this sector is the largest employee in Bangladesh industrial sector. On
the other hand, if we closely look at the nature of the HRM picture in Barisal city, we get a
different view. The increased rate of Proper HRM practice in Barisal city is not too standard.
The research has been directed with primary and secondary data collected from the annual
reports of the condition of more than a few years. To find out the actual scenario, data is
analyzed in SPSS software. Based on the findings, the author has identified some problems
and provided some recommendations. This report also consists of references and acronyms as
a supplementary part.
Keyword: HRM, HRM practice, Selection Process, Performance Appraisal, Promotion

of Employee .
VI
TABLE OF CONTENTS
Letter of Transmittal................................................................................................................................I
Acknowledgment....................................................................................................................................II
Letter of Endorsement............................................................................................................................III
Student’s Declaration.............................................................................................................................IV
Certification of the Industry....................................................................................................................V
Executive Summary...............................................................................................................................VI
Chapter 1: Introduction...........................................................................................................................1
Introduction........................................................................................................................................1
Objective.............................................................................................................................................2
Methodology.......................................................................................................................................3
Literature Review................................................................................................................................3
Training and Employee Development.................................................................................................4
Performance Appraisal........................................................................................................................5
Limitation of the Study.......................................................................................................................5
Chapter 2: The Organization...................................................................................................................6
Mohammadi Electric Wires & Multi-Products (MEP) Ltd..................................................................7
Corporate Information.........................................................................................................................8
Table: 01 corporate information......................................................................................................8
Organization Structure........................................................................................................................9
Figure 02: hierarchy of organizational authority.............................................................................9
Organization Department..................................................................................................................10
HRM.................................................................................................................................................11
Distribution Department....................................................................................................................11
Marketing and Sales Department......................................................................................................11
Purchase Department........................................................................................................................12
Production Department.....................................................................................................................12
Account Department.........................................................................................................................13
Mission, Vision, and Strategy...........................................................................................................13
Vision................................................................................................................................................13
Mission.............................................................................................................................................14
Brand Name......................................................................................................................................14
Services.............................................................................................................................................14
Pricing...............................................................................................................................................14
SWOT...............................................................................................................................................15
Chapter 3: HRM Practices, Analysis and Recommendation.................................................................16
HRM Practices of MEP.....................................................................................................................17
HRM Practices Followed by MEP Ltd..............................................................................................19
Human Resources Planning of MEP.................................................................................................20
Recruitment Process of MEP:...........................................................................................................21
Source of Recruitment.......................................................................................................................21
Nature and Class of Posts:.................................................................................................................22
Nationality:.......................................................................................................................................22
Age:..................................................................................................................................................22
Physical Fitness:................................................................................................................................22
Procedure for Recruitment:...............................................................................................................23
General Flow Chart of Selection Procedure......................................................................................24
Figure 2: Flowchart Of Selection Procedure.................................................................................24
Placement of Personnel.....................................................................................................................25
Training of MEP Group:...................................................................................................................25
In-House Training/ Workshop/Seminar............................................................................................26
External Training/Workshops/Seminars Inside the Country.............................................................26
External Training/ Workshop/Seminar Abroad.................................................................................27
Figure 3: Arrangement of training during the year 2015...............................................................27
Motivational Tools of MEP Group....................................................................................................28
Financial Motivational Tools:...........................................................................................................29
Non-financial Motivational Tools:....................................................................................................29
Performance Evaluation Methods OF MEP Groups:.........................................................................30
Performance Appraisal Process:........................................................................................................30
Annual Confidential Report Method.................................................................................................31
Managing Transfer and Promotion in MEP:.....................................................................................32
Managing Transfer and Promotion in MEP:.....................................................................................34
Call for Promotion Viva:...................................................................................................................34
TABLE 3: Pyramid Rating Score for the employees of MEP GROUPS.......................................34
Performance Indicator:......................................................................................................................35
Selection of Employees for Promotion:.............................................................................................35
Kinds of Penalties:............................................................................................................................35
Minor Penalties:................................................................................................................................35
Major Penalties:................................................................................................................................36
Definition of Misconduct:.................................................................................................................36
Processing of Disciplinary Issues:.....................................................................................................37
General Conduct & Discipline:.........................................................................................................37
Place of Service:............................................................................................................................37
Observance of Rules & Directives:...............................................................................................37
Terminal Benefit and Compensation:............................................................................................38
Kinds of Terminal Benefits:..............................................................................................................38
Gratuity:........................................................................................................................................38
Contributory Provident Fund:.......................................................................................................38
Benevolent Fund:..........................................................................................................................38
Group Insurance:...........................................................................................................................39
Compensatory Payment of Refused Earned Leave:.......................................................................39
Suspension of Terminal Benefit:.......................................................................................................39
Impact of Human Resource Management Practices on Job Satisfaction...........................................40
Questionnaire Analysis.................................................................................................................40
Recommendation..................................................................................................................................41
Conclusion............................................................................................................................................42
Reference..............................................................................................................................................44
Chapter 1: Introduction
Introduction
In the recent world, human resources are considered to be the most essential sources of a
business enterprise that has performed a crucial function in accomplishing the business
enterprise’s aggressive advantage. Over the years, researchers have counseled that many human
aid management practices can improve and keep organizational performance.
There is very little research analyzing the outcomes of human resource control practices in
growing nations, especially Bangladesh, and best a very restricted range of studies degree the
connection between human resource management practices and intangible measures. Overall
performance including organizational dedication.
Human resource management is an American ideal that has to turn out to be one of the maximum
vital departments for any type of agency. Personnel management consists of all sports and
decisions that have an effect on all personnel in a business enterprise. Since human useful
resource management is an essential tool for gaining a competitive advantage, the practice of
human resources ought to be at the coronary heart of the organizational method.
People are a source of competitive benefit, whether or not they are visionary managers hiring
customer service specialists or even tech-savvy. Managing humans is an awful lot extra hard
than coping with different resources, in which human sources play a critical position in
connecting the expectancies of humans and corporations. The HRM system defines fixed
policies, recommendations, and regulations that influence the behavior and mindset of
employees closer to the business enterprise.
Organizational commitment is an intangible effect of the HRM machine, critical for keeping
personnel and growing their potential. It shows whether or not HRM practices in an organization
are capable of developing a psychological connection between the employee and the
organizational goal.
To build a successful brand, a business enterprise should have extraordinarily engaged personnel,
as engaged personnel trust within the organization's dreams and values. Therefore, with the aid
of supplying brilliant offerings, committed employees can supply on the brand guarantees.
1
There are lots of studies and theories on engagement. Enforce a listing of definitions and observe
the differences and similarities. The similarities served as the idea for a definition: "commitment
is a force that binds a character to an approach that applies to a selected goal."
Three predominant predictors of organizational engagement were identified from a sequence of

research regarding personnel as someone, task, and various organizational factors.
Organizational factors that play the maximum essential position encompass growing a worker-
driven painting tradition that encourages personnel to study the organization's brand, support
management, clarify roles, and access organizational resources. Organizational aid consists of
the relationship of the leader and his or her members, in which the manager fulfills his
obligations through solving subordinates' issues, replacing statistics, and more. This increases
powerful engagement and happens whilst personnel are extra connected to the organization.
Objective
Despite the theoretical relationship between HRM practices and organizational consequences,
empirical studies linking the two dimensions are scarce. The purpose of the observation is to find
out the HRM practice of MEP group and Its impact of the employer over-all performance..
Another intention of the look at is to benefit in-intensity records on digital personnel
management.
2
Methodology
This report was conducted to identify different dimensions of employee’s views to examine the
HRM practices through a structured questionnaire. The methodology of research has been
applied for subjective assessment based on secondary and primary sources to investigate the
loopholes in the current legal framework on the role of manufacturing industry on changing
HRM practices. While doing this part of the research, the existing literature on the HRM
practices and its impact have been explored and examined thoroughly. Both the primary and
secondary data are used to make the report richer and informative.
Some vital preferred statistical and quantitative tools had been used for facts analysis functions.
The statistics used to investigate the information have been the suggest, preferred deviation, and
analysis of variance. Another correlation evaluation became used to reveal the relationship
between the variables studied.
Literature Review
HRM is a particularly new phenomenon and the literature in this region continues to be
emerging. We based our look at the available literature and followed it heavily from other
disciplines such as statistics systems, organizational way of life and behavior, organizational
communication, and of the route, human useful resource control. The subject of HRM is
developing rapidly, as a whole lot of research is being achieved on the topic of HRM and as a
result, many theories, frameworks, and techniques are being developed. In this literature, we've
especially focused on HRM practices and organizational overall performance.
The effect of human asset the board on a company's presentation has gotten again to the front
and, accordingly, has come to be a territory that deserves extra consideration within the area
(HRM). Hardly any examinations have validated that a few HR practices will undoubtedly affect
an employer's presentation, whilst diverse experts recommend that a more applied and pragmatic
methodology is sizeable for these paintings. Despite the truth that representatives of affiliation
have as of late been considered as an affiliation's maximum full-size resource, its belongings are
felt via multiple associations.
3
Exploratory examinations looking at the impact of sure (HRM) rehearses on worker execution
have extended. You may run over one of kind HR rehearses which can influence an
organization's presentation on my own or whilst joined with others. Notwithstanding, the final
results can't be successfully deciphered. To look at the effect of HR rehearses on worker
execution, which is also recognized with authoritative development, it very well is probably vital
to distinguish the HR rehearses suggested using Pfeffer (1998), which clarify inside the writing
that their effect on representative presentation maybe every day, consultant execution.
Training and Employee Development

Instructional instructions are held to reap change through acquainting any other worker with the
corporate culture. These are new workers who get new aptitudes or enhance their talents to
execute the progressions required through an affiliation. Preparing isn't enough to evoke the hard
workforce. Nonetheless, it's miles a large device an organization can use to perform it drawn out
targets.
Representative preparing occurs as a consent to keep up corporate culture and be worthwhile,

which thus activates prizes and acknowledgment. Preparing additionally assumes a full-size
characteristic in representative presentation, as the aptitudes procured throughout making ready
makeup most of the employee lifecycle in an association. Preparing as an apparatus assists a
worker in enhancing their insight and techniques and enhance their presentation within the
association. Preparing assumes a great feature in inspiring representatives to take an interest in
coordinated sports, energetically uphold applications that enhance the affiliation, and give a
valiant effort to guarantee authoritative objectives are met. At the point whilst representatives are
organized, businesses can undoubtedly accomplish their objectives.
4
Performance Appraisal
Execution evaluation is utilized by institutions to assess representative endeavors and to
compensate them for exertion. Execution evaluation turned into observed to have both on the
spot and backhanded consequences for employee managerial execution. Criticism from
execution evaluation sporting activities, which might be normally achieved in any event as soon
as each year, can assist enhance authoritative cycles.
Limitation of the Study

While at the organization, I had some regulations on having access to organization information.
Since I become running there as an intern, I did not have to get right of entry to too many files,
which prevented me from which includes quite a few targeted facts on positive subjects within
the report.
Although I had this dilemma, I have executed my satisfactory to correctly reap the objectives of
this internship document. The important issue of this file is that the problem itself may be very
exclusive, so little or no records may be found out about the document.
There are some other limitations that I had faced are as follow:
 Lack of enough information is determined in the internet site for some accounts.
 Busy work schedule of the officials leading to much less session with them.
 Covid-19 is one of the major limitation for collecting data
In some cases, updated published information was not available
5
Chapter 2: The Organization
6
Mohammadi Electric Wires & Multi-Products (MEP) Ltd.
Mohammadi electric wires & multi-products (MEP) turned into founded in 1974 as a private
company in the basic industrial state, Barisal. It begins commercial production in 1976. At that
point, the main merchandise has been the pattern, socket, fan, cable and holder, and so on. Due
to the great and layout with competitive price, the extent of call for multiplied unexpectedly.
After the employer moved to hatkhola, Barisal, to provide a lot of potentials there. You start on
this route. Finding out what customers need and delivering the goods they are trying to find.
Discover new segments of the domestic market and vicinity products on the national
marketplace. Maintaining the employer's goodwill using serving first-class merchandise with
actual designs is a primary subject. Efforts to increase the market globally and construct a
distribution network to make products to be had on the customer's doorstep. To boom the wide
variety of recent merchandise and capacities, MEP respectfully launches the cable unit and the
strength-saving lamp in 1999 and 2013. Under the present-day machine, MEP produces almost
one thousand special electrical and digital items for its consumer.
The company believes that clients always have the proper to assume protection and specific
design. We consequently attempted to offer them the best merchandise that corresponds to the
generation that modifications each day. The MEP is also worried approximately environmental
troubles. They have blanketed eco-friendly and energy-saving products of their product lines.
MEP is an extraordinary social and cultural occasion as a part of social duty.
7
Corporate Information
Name of the company: Mohammadi electric wire & multi-products (MEP)
Chairman: Samsul Alam Chaklader
Managing director: Mr. Dr. Jahangir Alam Chaklader
Director (marketing): Shokil Alam Chaklader
Slogan: Bigger than your imagination
Legal status: Public limited company
61 Bijoy Nagar
Registered office:
Eastern arzoo tower, (13th floor), room#7-8
Dhaka -1000
Swarup ali chairman lane, hatkhola

Barishal office:
Barishal-8200, Bangladesh
Phone number: +88-0208392043, 0431-63864, 01755520866
Fax: 0431-62763
E-mail: info@mepgruopbd.com
Website: http://www.mepgroupbd.com
Table: 01 corporate information
8
Organization Structure
Mohammadi electric wire & multi-products (MEP) ltd. Under the direction of the chairman. This
position indirectly oversees all different positions and directly over the managing director (MD),
the second one maximum rank of the company. Md leads DMD (deputy managing director). All
of these three ranks guide the director collectively. Directors run their precise department. The
ordinary hierarchy of authority is as follows:
Figure 02: hierarchy of organizational authority
9
Organization Department
Mohammadi electric wire & multi-products (MEP) ltd. Is surely a family-run commercial
enterprise organization even though it is known as an enterprise. It's virtually not that large that
an employer means it. It is a small local enterprise organization trying to supply across
Bangladesh. Mohammadi electric wire & multi-products (MEP) ltd. Would not have as many
departments or divisions or sectors as other agencies. There are only six departments:
 HR department
 Distribution department
 Marketing and sales operation department
 Purchase department
 Production department
 Accounts department
10
HRM
The human resources branch was separated from the administrative branch. Therefore, the HR
branch remains within the day-by-day method of expanding, adapting, and enforcing new
techniques that relate to the enterprise's situation. This department is liable for recruiting
capability candidates, education them, accomplishing succession planning, and growing their
competencies.
Distribution Department
The income department of MEP ltd. Collects data from the administration. This department of
this enterprise is responsible for dealing with statistics to and from the employer, managing
substances, arranging transportation, and correctly distributing and turning in the products in
terms of time and cost.
The work of the administration is closely related to that of the industrial office, and
consequently, the management of MEP SRL has determined even after many years to continue
its very own direction. The sales department of MEP ltd. Is liable for the distribution of its
completed products during the united states of America. The income community of MEP ltd. Is
made from the various clients of MEP who've their goods delivered to their doorstep using the
organization's flat wagons.
They are especially worried about 3 elements, particularly industrial, corporate and countrywide
scales. In the buying and selling segment, the income gadget of MEP ltd. Engaged in buying and
selling activities with dealers, dealers, and stores. The enterprise phase includes enterprise
(various industries that construct their very own homes), large contactors, real property, and
belongings developers, and homeowners (individuals who construct their homes). The 1/3
segment of the income gadget of the MEP ltd distribution gadget concerns the countries and
humans worried about the export activities of MEP ltd.
Marketing and Sales Department

The advertising and marketing and income departments of the MEP limited distribution machine
will be merged. It is one of the most important and liveliest departments within the corporation.
This branch is placed in Barisal's company headquarters and is controlled with the assist of a
11
proprietor of a member of the family. The advertising enterprise is responsible for carrying out
all the business enterprise's advertising sports activities. Your tasks encompass carrying out a
market survey / observe to observe the respective existing marketplace and the capacity required
by way of the market on your merchandise and planning strategies if you want to reach
customers inside the marketplace with several exceptional marketing media. In the case of
marketing media including commercials (each on digital and printed media) and flyers, the
concept of these commercials is conveyed by using the MEP.
This branch works specially to attract the attention of the goal clients using their promotional
sports and equipment and to create a call for and need for his or her product in the marketplace.
By implementing such activities, this department also plays a great function in growing a need
and cognizance for its system for dispensing MEP products in the marketplace. The income arm
then revisits the business enterprise's earnings to discover and study the numbers that imply each
of the profits and losses. They additionally take part in the marketing and marketing decisions of
the corporations and collectively plan various income techniques for the organization.
Purchase Department
This department related to bought uncooked materials of finished product from overseas and
home. This department preserves the timetable with the production department. After the
statistics form the production branch and getting decision shape management, they purchase their
raw materials. On the other hand, they decide to buy essential matters the one's choices
additionally come from administration.
Production Department
Production branch behavior the manufacturing of MEP product. They make a certain pleasant
product for the purchasers. They guide the employees via skillful supervisors to make the sure
satisfactory product.
The production branch informs the administration and different branches approximately the need
for production. They are choosing the assistance of management.
12
Account Department
The branch of MEP ltd. It is related to every other. This branch is accountable for keeping and
checking forex records and the generation of the documents at the organization's economic
transactions. All business reports and enterprise journal entries from MEP ltd. Are organized
through the accounting office. This branch additionally ensures the protection of the debts to the
employer. In the event of economic complications within the annual financial statements or the
annual audit, the branch performs an important function in wearing out this operation. The
account branch also takes care of the organization's guidelines and regulations. With the account
control, the department takes care of the working situations of the personnel and tries to create
better running surroundings for the personnel so you can grow their productivity.
Mission, Vision, and Strategy

The global is converting all around us. To continue to achieve success as an enterprise within the
years to come and beyond, they want to look in advance, apprehend the tendencies and forces to
shape their company inside the future, and put together speedy for what's to come back. You
were given prepared for the following day nowadays. It creates a protracted-time period purpose
for your business enterprise and offers us a roadmap to win collectively with your filling
partners.
Vision
Our imaginative and prescient is to be the main electricity corporation in Bangladesh, imparting
find answers through advanced hard work, resource and funding performance, and increasing the
dimensions of our business thru transparent commercial enterprise practices and striving for
brand new levels for tremendous service. We are a business enterprise that now focuses on a
whole variety of power green electric protection devices.
13
Mission
i. To offer quality and splendid service to our clients professionally and exclusively.
ii. To try for honesty and integrity in all our endeavors as we offer possibilities for growth
and enrichment to our personnel, our enterprise companions, and the communities
wherein we perform.
iii. To strive to be frequently on the path of innovation for green merchandise and try and
make environmentally risky raw materials redundant.
iv. To preserve excessive standards of technology to offering secure, dependable, and comfy,
and value-for-money merchandise.
Brand Name
A precise call can significantly boom the success of a product. The MEP group itself is a strong
emblem. The MEP is known throughout Bangladesh. It could be very clean to pronounce,
recognize, and bear in mind.
Services
They try and provide a quality provider to the client. They supply the product to the consumer's
cope with beneath their duty.
Pricing
Pricing relies upon the excellence and emblem of the enterprise. The standard monetary
dedication additionally varies appreciably
14
SWOT
Strength
i. It has a capacity of operating business in Bangladesh broadly.
ii. Its products' quality is exportable standard.
iii. Its management personnel are experienced.
Weakness
i. Narrow intention for expanding business.
ii. Production capacity is lower than market demand.
iii. It has a lower level of reputation in the market.
Opportunity
i. It has the capacity of serving a niche market like a rural market.
ii. It can expand business operations abroad.
iii. Consumer loyalty can be gained through quality products.
iv. It can grow a new market demand and new market.
Threat
i. Large competition among the companies exists in the consumer goods sector.
ii. MEP is much dependable on import.
15
Chapter 3: HRM Practices, Analysis and Recommendation
16
HRM Practices of MEP
Human aid control is a hard and fast of correlated suggestions with an ideological and
philosophical basis. These tips are grouped into 4 aspects about
(i) the constellation of ideas and hypotheses.
(ii) strategic focus on human resource management selections;
(iii) central involvement of supervisory government; and
(iv) depend upon several levers to form the employment courting.
Human resource control activities may be in short summarized in five primary areas:
(i) organizational planning;
(ii) employees;
(iii) performance control review;
(iv) expert schooling and organizational improvement; and
(v) praise, benefit, and compliance structures.
The traditional motive and reason for useful human useful resource testing are to make sure that
the company may be a hit through human beings. As shown inside the literature, Ulrich, and lake
(1990) argue that human useful resource management systems may be the supply of
organizational talents that permit organizations to discover and leverage new opportunities.
However, as referred to within the literature, the goals of human aid management ought to be
carried out: organizational effectiveness; human capital control; knowledge control; rewards
control; relations with employees, and satisfaction of numerous needs.
Managing people at paintings is an essential part of the control procedure. To apprehend the
essential significance of human beings inside the organization, it is miles very essential to
consider that human info and the company are synonymous. In a well-run enterprise, the
collaborative workforce is frequently regarded because of the primary source of fun and
productive earnings. However, such organizations no longer see capital investments as
opportunity personnel as a primary supply of development. A corporation is effective in that it
achieves its desires. A robust enterprise will make sure a spirit of collaboration and a sense of
commitment and pleasure within the place of it have an impact. To hold the workforce glad and
engaged in their work in academic and studies libraries, sturdy and powerful motivation is
wanted on the diverse stages, departments, and departments of the library.
17
It is a unique concept that could only be interpreted in economic phrases. It has been stated that
personnel normally cost rewards on the only hand and repulsive efforts on the opposite. A better
revenue/salary for the same effort, therefore, suggests a choice to go away from an activity with
lower revenue, which will increase pleasure. There may be a want for employment necessities
that cross past the trade of salary services. Although employment necessities are economic
dating, it is essential to notice that they have got a company connection with social and mental
perspectives. An employee can be glad about the financial rewards and can file a diploma of
dissatisfaction with one or more factors in their job wishes as well as with control hints or due to
the fact they represent an impediment to assembly their needs or due to the fact their
expectations are not. You are satisfied with economic rewards. Thang and buyens (2008) argued
that schooling and improvement result in advanced information, talents, abilities, attitudes, and
behaviors in employees that in the end improve the outstanding financial and non-economic
performance of groups. They reviewed the results, which indicated that human aid management
practices are key predictors of worker happiness, engagement, and retention.
Padala (2010) completed an observation to discover exceptional parameters for the leisure of
work and organizational commitment. The remark showed that the personnel has a brilliant ardor
for his or her dedication to their business enterprise. Age, schooling, sort of commercial
enterprise, a period of service, and profits correlate negatively with pride with worker strategies
and organizational dedication. Employees who take part very actively in unions have a higher
job pleasure and an immoderate period of organizational engagement. Abbas (2011) found that
monetary elements, operating conditions, supervision, and development opportunities are related
to the overall satisfaction of banking specialists. Suman Devi and suneja (2013) argued that there
is a huge difference between public and private bank personnel in more than a few things:
process pleasure, wages and advantages, supervision, education, and development. However,
these differences are not superb in terms of personal expressions, personnel talent, oversight,
ordinary performance rating, and sorts of paintings.
Majumder (2012) gave a detailed insight into human aid management practices and task delight
among personnel of various non-public banks in Bangladesh. The results endorse that most
employees are disillusioned with the repayment package, observed through reward and
18
motivation, career growth, education and schooling, management fashion, work making plans,
and duty.
Masoodul et al. (2013) used 3 HRM practices (compensation, empowerment, and evaluation
gadgets) and their results for the joy and loyalty of employees closer to the artwork. His research
carried out at numerous nationally owned banks, concluded that compensation is essential to
increasing the commercial enterprise pride of employees. Empowerment can be visible as a key
element in employee retention. Hussain and Rehman (2013) examined the relationship between
human useful resource control practices implemented with the help of the corporation and the
willingness of personnel to stay for the company and paintings properly. The test result tested
that human aid control practices, particularly non-public and organizational adjustment, task
safety, verbal exchange, schooling, and development, contribute greatly to the improvement of
employees' intentions to live in the corporation. Also, strong fantastic interrelationships between
human useful resource control practices and employee retention have been diagnosed, and such
practices enhance the retention ability of organizational employees.
HRM Practices Followed by MEP Ltd

Resource rules are based totally on agreement with and relationships. The coverage of the fabric
enterprise is to take care of folks who are looking for lengthy-time period careers within the
industry due to the fact agree with and relationships are constructed through the years. The
income package can be a critical element in motivating people to sign up for a business
enterprise, however, it is now not the most effective one. MEP corporate subculture has grown so
much over the past two decades that employees have sufficient opportunity to take initiatives and
obligations to unleash their hidden ability to maximize advantages for themselves and society.
The assignment is to keep an engaged, enterprise-like corporate way of life this is in step with
STL's project. Achieving effects and taking obligation are crucial parts of our tradition where
control and employee’s paintings collectively and are collectively responsible. Because MEP has
incredibly era-primarily based paintings surroundings, one of its essential goals is to build
resilient and effective personnel that is appropriate for the activity. Therefore, training and
sensible guidance on the numerous industrial disciplines will preserve all through the year as a
part of the personnel improvement plan. The motivational system through various methods
19
continues to invigorate the team of workers. Dedicated schooling guides and seminars are
organized throughout the year, such as refresher guides on anti-cash laundering and counter-
terrorism issues.
Human Resources Planning of MEP

As with most groups, the performance of parliamentarians relies upon the high-quality and
dedication of their team of workers. Consequently, the Industry’s' approach noted above is to
draw, hold, and inspire the maximum proficient MPs inside the enterprise. The overall wide
variety of personnel at the time of the withdrawal in 2015 become 501. The way of life of MEPs
that have grown during the last two decades gives employees sufficient opportunity to take
initiative and take responsibility. The task is to hold an engaged corporate tradition and fashion
in step with the position of the MEP. Achieving outcomes and taking duty are critical parts of
our lifestyle where management and employee’s paintings collectively and are together
responsible.
The following issues are observed by MEP for HR planning:
i. At the beginning of the one year, hiring managers analyzed company models for the
beyond 12 months about the enterprise expansion plan for the subsequent three hundred
and sixty-five days.
ii. The Industry human assets department (IRD) also collects statistics on staffing desires
from all managers inside the fabric industry.
iii. HR managers also examine the turnover charge inside the fabric enterprise.
iv. In mild of the above, hard will set the smart employee of the magnificence required via
the industry together with his / her characteristics/studies for the following year.
v. After the needs of the manufacturing industry employees have been finalized, the
problem is submitted to industry management for review; and
vi. Finally, worker requirement for the approaching 365 days is permitted thru the board of
directors.
20
Recruitment Process of MEP:
Recruitment is the employer's way of seeking candidates for skilled employment. Selection
refers to the search procedure to identify candidates with the know-how, talents, talents, and
different characteristics important to help the company achieve its objectives. Companies with
first-rate techniques require different types and numbers of employees. The strategy an employer
pursues immediately influences the type of staff they wish to hire and select.
Source of Recruitment
There are two kinds of sources that MEP Group utilizes for selecting. They are
1. Internal source
2. External source.
1. Interior inventory MEP Group accepts that current day representatives are a vital
stockpile of enlistment for everything except access-stage positions. Regardless of
whether it is for advancements or angle task moves, inner applicants as of now
comprehend the organization and highlight unmistakable data about their items,
formal tips, and strategies. Advancements and moves are commonly controlled by
utilizing top control with the inclusion of the HR include.
2. Outside inventory, if the occupation necessity cannot be met inside, the MEP Group
representatives branch searches for candidates from out of entryways the association.
The great perceived type of work is promoting. MEP Group looks for possibilities
through paper publicizing. In 2018, MEP Group ran 3 commercials in papers. One
for trained professionals and newbies (one for elegant administrators and one for
coins supervisors.
21
Nature and Class of Posts:
Posts under the industry will be of two classes:
a) Regular, and
b) Casual.
A) Normal posts are the one's posts sporting a particular fee of pay and sanctioned without the
restriction of time.
B) Casual posts are created for (a) the overall performance of obligations of a casual (e.g., Day
today) or intermittent nature, or (b) the execution of selected paintings.
Nationality:
No individual is appointed to any publication in the carrier of the Industry until he/she is a citizen of
Bangladesh.
Age:
The age of all new employees at the entry point into the service of the industry is based on the
following provisions:
 At the time of appointment as a public reliable, the age of the applicant ought to be no
less than 21 (twenty-one) and most of 30 (thirty) years. And
 At the time of appointment to non-officeholder positions, the age of the candidate needs
to be a minimum of 18 (eighteen) and a maximum of 25 (twenty-five) years.
When hiring skilled personnel, the age limit is reduced to sixty-five years. In this case, the age
restriction for everyday paintings is up to 57, because the retirement age for everyday employees
is 57.
Physical Fitness:
No humans will be appointed in the provider of the industry except he is declared bodily and
mentally in shape by way of the Medical Officer of the industry or any other Medical Authority
designated using the enterprise on this behalf.
22
Procedure for Recruitment:
 All appointments to specific posts are made by the enterprise's regulations using:
a) Direct recruitment.
b) Promotion.
c) Transfer on deputation.
d) Contract as professional / advisor for quite qualified employees
 On the off chance that reasonable competitors or an alright wide assortment of suitable
possibilities for advancement to the empty job (s) are not to be had with the Industry's
assets, the empty positions will be packed using direct enrollment. Ongoing alumni are
ordinarily recruited for two positions, explicitly. Learner Officer (TO) and Assistant
Officer (AO) through a seriously composed assessment ordinarily performed via the
Institute of Business Administration (IBA) at Dhaka University, seen by methods for a
hands-free assessment led by methods for the Industry's Recruiting Committee. Existing
representatives who expect to use for a situation via another competitor preceding the
recruiting strategy need to meet the rules set for the area. Your inquiries could be checked
as standard for the elective candidates.
23
General Flow Chart of Selection Procedure
By the Barishal MEP Group's hiring process, the HR branch follows the following float chart for
hiring their team of workers:
Figure 2: Flowchart Of Selection Procedure
In addition to the Industries Human Resources division cited above, a database holds the resumes
they have received internally from diverse sources occasionally. To meet immediate needs, the
industry employed a body of workers without delay by undertaking a speakerphone. In this case,
the indusry will get hold of assist from the above database.
24
Placement of Personnel
MEP GROUP follows the concept of "proper human beings inside the right place" for the site of
its personnel. In the case of a placement, the enterprise takes into consideration the place of the
house, the instructional association, family ties, and so on. Above all, the enterprise sees the
immediate want for the position of civil servants. However, the industry equipped authority has
the proper to switch enterprise managers and employees from one department to another or from
a department to any other branch of the branch in Bangladesh or out of doors of Bangladesh,
until the terms of the employment relationship do now not expressly provide in any other case. If
a legit / worker refuses to comply with a valid referral order from the competent authority, such
refusal could be taken into consideration misconduct and the authority reserves the right to take
disciplinary movement towards the reputable / worker concerned.
Training of MEP Group:

MEP GROUP appends astonishing essentialness to the improvement of its workforce through
relentless tutoring. MEP GROUP trusts in each on-the-action tutoring and hands-on preparation.
Instruction wing has been mounted to encourage the interior preparing programming. A skilled,
overly HR division is essential to the comparatively blast and satisfaction of the undertaking.
This can be finished by improving specialist abilities, expertise, and productiveness. In this
manner, the office executives claim to fame of the tutoring of its workforce at homegrown and
abroad. My other basic action is to show the workforce underneath the directing and oversight of
my noteworthy head of the branch. There are three classifications of schooling. These are:
a. In-house Training/ Workshop/ Seminar

b. External Training/ Workshop/Seminar within the country
c. External Training/ Workshop/Seminar abroad
25
In-House Training/ Workshop/Seminar
The MEP GROUP Training Wing operates under the direction and supervision of the Human
Resources Department, which organizes various training courses/workshops/seminars for the
employees in the industry by the academic calendar approved by the control. Broad categories of
school education are:
 Foundation Training/ Orientation Training Course (for newly recruited officers)

 Credit/ Foreign Exchange related courses
 Various workshops/ seminars on industry rules and regulation/ MEP GROUP
Asset-Liability products/ Customer Services etc.
The head of the training wing forwards the proposal to Human Resources for permission to
organize this system, with a request to compile a list of members. As a trade representative, I am
assigned the following tasks:
 Assessment of training desires of the members after a session with the

information/ Divisional Heads/ Branch Managers.
 Create a list of eligible participants.
 Forwarding the file to the competent authority for approval
 Preparing Office Order with the recommendation to attend the training software
in time.
External Training/Workshops/Seminars Inside the Country

Different companies inclusive of Bangladesh Industry Institute, Bangladesh Bank Training
Academy (BBTA), South Asia Enterprise Development Facility (SEDF), Peer Industries or
different economic institutions or different education establishments ship an invitation to take
part in various schooling guides/workshops/seminars organized through you now and then. After
receiving those invites, my sports are as follows:
 Discuss approximately the education content material with the divisional head
 Prepare a listing of an eligible player
 Send the list to able authority for approval
 Liaison with the organizing frame of the education application
 Liaison with the members and involved supervisors
26
External Training/ Workshop/Seminar Abroad
Several global economic companies invite our applications to take part in schooling
packages/seminars/workshops abroad. The activities for organizing education
courses/workshops/seminars overseas for bank employees are similar to organizing external
education guides/workshops/seminars. I also ought to set up a cash allowance (pocket cash) for
the officers concerned.
Figure 3: Arrangement of training during the year 2015
27
Motivational Tools of MEP Group
The MEP GROUP continually advances greatness through honors and acknowledgment.
Furthermore, some of the pleasantly considered clues have been defined for the prosperity of
laborers inside the type of MEP GROUP Superannuation Fund, MEP GROUP Gratuity Fund,
House Building Loan Scheme and Car Loan Scheme, etc. Better Health Care for Workers There
is a logical counselor at base camp and at settled on branches to give clinical suggestions to big
business representatives. Likewise, every laborer is given a total clinical management office at
regular intervals.
To triumph over the challenges in a distinctly aggressive market, the control pursued the
following areas:
 Attract and keep excellent specialists within the zone.

 Job evaluation, activity enrichment, performance target, performance assessment, and
pay and overall performance-based incentives.
 Assess the schooling needs of character employees, inclusive of education desires for
introducing new merchandise, offerings, and technologies.
 Organization of excessive satisfactory schooling courses at domestic and abroad so that
MEP GROUP executives can advantage aggressive benefits within the market.
 Encourage its personnel to expand and amplify existing know-how and talents and to
accumulate new talents and competencies.
Periodically evaluate and updating of the organizational shape that allows you to gain a shape
that strongly helps the strategic targets of the world.
The MEP GROUP has the subsequent equipment to motivate its personnel:
28
Financial Motivational Tools:
i) Salary: MEPs provide their personnel appealing remuneration in phrases of primary
earnings, house rent, medical allowance, and shipping.
ii) Holiday allowance (LFA): the MEP presents each employee as a ZS a base pay of 30%
for holidays for every month of a calendar year.
iii) Bonuses: MEP offers its employees competition bonuses, incentive bonuses, and profit-
sharing bonuses.
iv) Annual increase: Employees get hold of an annual increase to help cope with inflation.
v) Home Loan Facility (HBL): Qualified Executives (Deputy Vice President and above)
receive an HBL Facility under the MRP Employee Home Loan at a minimum interest
price; H. Bangladesh Bank change fee.
vi) Vehicle Structure: Eligible executives (from the rank of Deputy Vice President) will
obtain a Vehicle Structure as a part of the Automotive Lease Financing Program for
MEP Employees. Additionally, executives in the rank of Executive Vice President
acquire the financial institution's automobile.
Tipping Fund: The MP has a tipping facility for his team of workers.
Non-financial Motivational Tools:
i. Work Environment: MEP GROUP offers its employees first-rate work surroundings with
the aid of presenting the current era, corporate subculture, and many others.
ii. Promotion:
a) Transportation cannot be legally required.
b) Promotion to a better position occurs briefly for a period of three hundred
and sixty-five days. If the performance is great at some point in this era,
the officeholder may be regulated/showed for the promoted entity through
the order of the able authority.
c) If an incumbent does now not perform satisfactorily throughout this
period, the period of the transient promotion can be extended for a similar
duration of three hundred and sixty-five days, after which the incumbent is
29
confirmed or relegated to the lower role considering its overall
performance.
d) In super cases, a govt/worker can be promoted for superb overall
performance, dedication, and for qualification for an expert exam
throughout his or her provider, that's required for the highest role.
iii. Medical facility: the MEP organizes an annual clinical take a look at-up for his staff, for
which the industry bears all costs. The enterprise has also entered into a company
settlement with some fitness care providers to conduct medical tests at a decrease fee.
Performance Evaluation Methods OF MEP Groups:

In performance appraisal, the employee's beyond performance is primarily assessed for the body
of workers' praise, advertising, and improvement functions. Performance evaluation (is) a
procedure that identifies, evaluates, and develops the performance of personnel on the way to
acquire the targets of the personnel and the employer. Performance evaluation isn't necessarily
used to attribute blame or take disciplinary action. Previous managerial theories used
performance appraisal as a stick that management installation to hit human beings. Performance
critiques now are clearer and cognizance of growing the agency's strengths and worker
performance.
Performance Appraisal Process:

According to the employment settlement, the service of normal personnel of the MEP is a
challenge to the guidelines and regulations which might be contained within the carrier policies
of the "MEP GROUPS", i.e., the service policies of the arena. Accordingly, MEP management
uses the exclusive annual report (ACR) technique to evaluate the performance of its human
sources. The "Pyramid Scoring System" approach is likewise used.
30
Annual Confidential Report Method
Method for personal annual reviews Although this method is typically used as soon as 12
months, in unique cases, it may also be used quarterly and semi-yearly. The ACR may be given
by the direct superior who isn't always below the employee concerned. Finally, the ACR is
countersigned by the employee's direct superior. In this situation, if an employee manages a
couple of departments/branches in a year, the ACR should be received from the superiors below
which he worked for at least 03 (three) months or greater. In this case, a mean ACR grade is
taken into consideration for the overall performance evaluation. In ACR, the reporting manager
evaluates his colleagues on twenty factors, as described underneath:
I. Intelligence and intellectual alertness.

II. Personality.
III. Judgment and feel of the share.
IV. Initiative and guidance.
V. Expressiveness.
VI. Ability to carry out assigned paintings.
VII. Discipline.
VIII. Perseverance and responsibility.
IX. Ability to put into effect choices.
X. shot.
XI. Integrity.
XII. Sense of responsibility.
XIII. Ability to plan, prepare and monitor work.
XIV. Ability to make unbiased choices.
XV. Keep authentic information/documents and maintain confidentiality.
XVI. Punctuality.
XVII. Dealing with colleagues and superiors.
XVIII. Information on the regulations and regulations.
XIX. Dealing with the bank purchaser.
XX. Eligibility in Current Order.
31
Each of the above categories is numerically ranked 1, 2, 3, four, and 5. This means that the best
quantity an employee in ACR can get is one hundred. Also, the reporting manager or
countersigned manager can write standard comments in ACR for a worker.
Managing Transfer and Promotion in MEP:

The competent authority of the MEP has delivered another technique, particularly the Pyramid
Scoring System, to pick out man or woman top performers inside the financial institution's
branches/departments. The most important reason for this gadget is to determine the level of
efficiency of the financial institution's human assets. It is likewise used as a device to enable
control to recognition on the repayment bundle, along with retaining efficient human assets, in
addition to worker schooling wishes for their also improvement. The following are the Pyramid
Scoring System strategies:
With the help of this machine, the managers/branch managers determine the overall performance of the
department/departments staff (as well as themselves) with the help of the rating segment from A to D of
the pyramid, where "A" stands for most extraordinary performer and "D" stands for lower-level artists.
The maximum/minimum range of employees without a supervisor/department head can be assessed and
taken into account inconsistency with the normal performance for each segment from A to D, as indicated
in the pyramid. When calculating the large maximum/minimum variety of employees in a section, all
fractions must be rounded to the whole wide variety according to the rounding rule of mathematics.
32
FIGURE 4: Pyramid Scoring System method of MEP Group in Barishal
All the employees are categorized numerically as in line with Pyramid Scoring System as
underneath:
A class employee = 2
B category employee = 1.5
C category worker = 1
D class employee = 0.5
Several overall performance bonuses and the annual increment are weighted as in step with the
abovementioned class.
33
Managing Transfer and Promotion in MEP:
In case of transfer of a civil servant from one vicinity to every other, the parliamentarian takes
into consideration the employee's life history (wherein he lived, for what geographic function
he's dependable, etc.), own family ties, etc., an employee turns into after commencement from
one region onwards any other 03 (three) year shift in a single region of posting. Additionally,
management encourages worker rotation practices. Each inspector should publish a task
description of the employees he inspects every month. The Human Resources branch of the
enterprise evaluates this statement to evaluate the ability of the employees. On the alternative
hand, the MEP has a committee called the "Promotion Committee" to assess the suitability of the
worker to be promoted to the following higher role. In this context, the following methods are
used:
Call for Promotion Viva:

a) To determine if an employee can be known through the "Promotion Committee", he has
to meet the subsequent reputation:
b) a) Length of the provider at MEP: 2 years on 31 December of every calendar 12 months
Pyramid assessment rating:
Designation Aggregate Pyramid Rating Remarks

Score (from the last
promotion year to effective
promotion year)
TO - SEO 4 Pyramid Rating Score:
AVP - SVP 5 A=4, B=3, C=2, D=1
TABLE 3: Pyramid Rating Score for the employees of MEP GROUPS
Those employees who meet the above standards are indexed earlier than the “Promotion
Committee”.
34
Performance Indicator:
The committee evaluates the performance of the qualified worker in phrases of educational
qualifications, expert qualifications, ACR grades over the last 2 years and manager's feedback,
filing goal achievement, fitness, numerous work revel in, table reporting, and many others.
Selection of Employees for Promotion:

The human sources department of MEP prepares the personnel finances deliberating the
coverage of the expansion of the sector and the increase of the agency. The branch also reviews
the wide variety of vacancies for every grade. Based on the vacancy in every grade, the overall
performance of viva, and the overall performance signs of the operator in office, the committee
in the long run selects the employee for advertising.
Kinds of Penalties:
There are sorts of penalties that can be imposed underneath these policies. Specifically,
(a) minor penalties and
(b) Major Penalties.
Minor Penalties:
The following are the minor penalties: -
i. Censorship.
ii. Withhold, for a set length, the merchandising or increase, except for
ineligibility for promoting or monetary development.
iii. Interruption, for a detailed period, of an efficiency bar in the earnings time
scale, except for incapability to exceed this limit.
iv. Deduction of a quantity equal to 7 (seven) days of significant pay.
v. Reduction of income to a lower degree.
35
Major Penalties:
The predominant penalties are as follows:
a) Reduction to decrease activity or decrease salary rate.

b) Recover the repayment or any other quantity to which the worker is
entitled to all or a part of the loss of assets resulting from the employee
due to the Industry's negligence or breach of contract.
c) Removal from Service.
d) Dismissal from Service.
Note: dismissal does now not avoid destiny employment on the Industry or its members but
excludes dismissal.
Definition of Misconduct:
i. Disobedience alone or in aggregate with other disobedience to any valid or reasonable
order of superiors.
ii. Theft, fraud, or dishonesty regarding enterprise activity or assets.
iii. Damage or lack of industrial belongings or belongings.
iv. Habitual not on-time presence, recurring early departure or past due return to the
workplace after the lunch break.
v. Absence from paintings without previous authorization from the competent authority.
vi. Drunkenness, drug addiction, gambling, rioting, disorderly or indecent conduct at the
same time as on duty.
vii. Strikes, pickets or agitation in any shape within the bank's premises and in places in
which this is prohibited using regulation.
viii. Illegal strikes from work, for my part or with others, in violation of any presently relevant
regulation or law, or which incite others to strike.
ix. Maintain meetings or assemblies within the corporation premises without the prior
consent of the capable authority.
x. Refusal to paintings in every other job/function or any other workplace or region in the
industry as directed by using the capable authority inner or outdoor Bangladesh.
36
xi. Habitual indiscipline and abandonment of work without permission, disappearance from
the administrative center or the workplace without permission at some stage in running
hours.
xii. unauthorized use of business assets.
xiii. Misconduct, the slowdown in work, unreasonable put off in sporting out duties, refusal or
negligence in wearing out an official order from the manager.
Processing of Disciplinary Issues:

In the occasion of irregularities in the branches/structures of control that require disciplinary
motion, data on the problem can be accumulated from the relevant characteristic/feature and the
matter may be consulted with the head of the characteristic. The inner control and compliance
function need to then carry out a particular audit if vital. According to the audit reports, a
workplace file is created for the selection of the able authority. Following the decision of the
authority, disciplinary measures may be taken against the crook employee.
General Conduct & Discipline:
Place of Service:
Each employee is required to work in every office of the Industry, along with its branches,
subsidiaries, associates, and friends, in that potential and in that area, additionally on the global
undertaking, as installed from time to time by the capable authority is organized.
Observance of Rules & Directives:

Each employee needs to comply and abide using these rules and study, follow and comply with
all prison orders and commands/instructions that can be given now and again by way of one or
greater humans underneath whose jurisdiction, supervision, or manage they may begin with be
entitled to Time be placed.
37
Terminal Benefit and Compensation:
Kinds of Terminal Benefits:
The following types of terminal advantages may be admissible to everyday and full-time worker
of the Bank:
a. Gratuity.
b. Contributory Provident Fund.
c. Benevolent Fund.
d. Group Insurance.
e. Compensatory payment for refused Earned leave.
f. Superannuation Fund.
Gratuity:
Subject to the achievement of the situations set out within the above regulations, an employee is
entitled to a tip at the time of retirement or discharge from the provider of the Industry.
Contributory Provident Fund:

Subject to the fulfillment of the situations set out inside the regulations above, an employee is
entitled to a contribution-based pension fund benefit at the time of retirement or discharge from
the carrier of the bank.
Benevolent Fund:
a) The Industry is setting up a fund referred to as the "Benevolent Fund for MEP Group
Employees".
b) Source of Fund: The Fund can be credited using: (a) any amounts paid with the aid of
personnel in subscriptions to the Fund; (b) All presents/donations made by the financial
institution or different agencies and institutions or by using individuals. (c) Any earnings
benefit or hobby accruing to or arising from the Fund's investment.
38
Group Insurance:
Provision of institution insurance: if an employee dies while working for the Company, the
Industry can pay the holder a quantity same to the employee's base salary for twenty-four
(twenty-four) months taken from him, subject to a most of Taka 200,000 / = (Taka due lac).
Compensatory Payment of Refused Earned Leave:

a. Compensation for the period of denied go away earned beneath subsection eight.4. Three (d)
can be paid to a regular, complete-time employee of the Industry on the time of his
retirement dismissal or, in this example, from his demise whilst on responsibility. Inside the
Industry for its applicants or prison heirs/heirs for a length no longer exceeding 365 days,
problem to the provision of earned excursion no lo nger spent on his loan at the time of
retirement/dismissal.
b. The repayment for the duration of such denied earned excursion is calculated based on the
employee's brand-new material earnings.
Suspension of Terminal Benefit:

If industry-initiated criminal court cases for department court cases in opposition to an employee
are pending upon retirement or may not be in a carrier, they will no longer be entitled to final
payments other than their subscription to a fund and accumulated interest until it's far determined
that such a process, in addition to the fee of a very last advantage to him, depending on the
outcomes of that system.
39
Impact of Human Resource Management Practices on Job Satisfaction
Questionnaire Analysis
Q no Question No of Strongly Agree Neutral Disagree Strongly
RESP agree disagree
1 The organization has fair 25 12 7 2 2 2

recruitment and selection
process
2 Compensations are satisfactory 25 5 2 0 1 17
3 Transfer decisions are fair and 25 15 3 1 2 5
effective
4 Promotions held on the basis of 25 17 3 1 2 2
Performance appraisal
5 Management does an excellent 25 14 3 1 6 1
job of Communicating system
6 Management is disciplined with 25 13 1 4 6 1

employee performance feedback
and appraisals.
7 Employee Socialization & 25 12 6 3 2 2
induction facilities are suitable
8 Having enough Safety & Health 25 15 5 1 1 3

9 measure
Having proper Record 25 15 5 0 5 0
10 Maintenance
Management is quick to deal 25 11 6 2 4 1
with problem
employees/performance
11 Having Sound Career Planning 25 10 5 5 1 4
& Development
12 Discipline measures are 25 17 1 3 1 3

satisfactory
13 Enough Training and 25 13 5 5 1 1

development opportunity
14 Doing HR Research 25 8 8 4 1 4
15 Satisfactory leave provisions 25 6 8 8 3 0
40
Recommendation
 MEP Group Limited needs to exercise scientific method for its manpower planning.
 Appropriate job analysis is required immediately.
 MEP Group’s recruitment and selection procedure is quite transparent. But more business
graduates need to be recruited to handle today’s business complicacy.
 In MEP employees are satisfied but not highly motivated to perform at their best. So,
MEP should introduce intensive motivational programs for its employees, so that they
can enhance their performance.
 The Human Resources Division does not use dedicated software for managing its
manpower. Thus, they should use special software.
 MEP Group needs to introduce counseling process to motivate its employees.
 Need based training method is needed to be incorporated in Human Resources
Management system of MEP Group
 In case of placement of employees, Human Resources Division should give emphasis on
socio cultural factors of the place of posting as well as employees’ family bonding, living
status etc.
 MEP Group should introduce more financial & non-financial motivational tools as
motivational factors to reduce turnover rate.
 It is urgently needed to open a dedicated cell to handle employees’ disciplinary issues to
reduce operational risks.
41
Conclusion
The study concludes that the results of the evaluation of the facts display that recruitment and
selection, involvement, schooling, development and training, operating situations, competency-
based overall performance appraisal, and remuneration and rewards have a tremendous courting
with organizational engagement. It may be concluded that human useful resource management
practices are immediately related to the belief of organizational dedication. This study
recommends that cautious and recruiting methods be accompanied, inclusive of This paper
indicates that manufacturing companies should treat their personnel with admire and attention.
You should contend with the properly-being of the personnel. In each agency, especially in
production companies, there needs to be trusting and understanding surroundings between
personnel and bosses, so they feel at home, and as part of the organization.
The work and overall performance of the employees must be preferred. An appreciative
corporation conquers a stimulated team of workers who constantly intend to do a better process
due to the fact they love to be valued. Organizations want to encourage their personnel to get
involved in trouble-solving and selection-making activities, as this makes personnel experience
like their personal corporation and this increases their engagement.
There have to be surroundings of collaboration and belief between colleagues in organizations.
An employer's higher overall performance relies on the collaboration and consideration of
leaders, which results in more engagement. Basic blessings which include health care,
transportation help, food useful resource, and so forth to have applications or approaches to assist
employees to address incidents and save you work-associated injuries to attempt, extra
advantages which include gymnasium membership, country membership, and other facilities
presenting, and so on., will assist increase worker engagement with the organization.
A secure working country consisting of ventilation, lighting, noise, and temperature might not
increase organizational commitment, but it decreases commitment to the enterprise. It is critical
to take care of the fitness and satisfaction of the lifestyles of personnel. To ensure this, the
agency can provide good operating surroundings and employee coverage.
A wholesome compensation and reward policy are the middle of attraction for employees. The
facilities can be awards, promotions, awards, mandated functions, and so on. Organizations must
provide revenue-based totally on abilities, schooling, training, and work capacity. In designing
the reward, corporations ought to recall the expectations of the employees, to be able to motivate
42
the successful personnel to stay within the corporation and work on the fly, which ends up in
organizational engagement.
43
Reference
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and Practices Scale (HRMPPS): Exploratory and Confirmatory Factor Analysis. BAR, Rio de
Janeiro, 9(4), 395-420.
 He, Y., Lai, K. K., & Lu, Y. (2011). Linking Organizational Support to Employee Commitment:
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commitmen. Human Resources Management Review, 1(1), 61-89.
 Nadarajah, S., Kadiresan, V., Kumar, R., Nissa, N., Kamil, A., & Yusoff, D. M. (2012). The
Relationship of HR Practices and Job Performance of Academicians towards Career
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44

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Internship Report

Human Resource Management (HRM) Practices

Surajit Kumar Mondal

Department of Management Studies

Subject: Submission of Internship Report.

I would like to express my special gratitude to my honorable Internship Supervisor Surajit

I am very much grateful to Md. Ariful Hassan, Assistant Manager, my internship

I am Rayhan Shahariar, student of Department of Management Studies, University of Barisal,

Keyword: HRM, HRM practice, Selection Process, Performance Appraisal, Promotion

Three predominant predictors of organizational engagement were identified from a sequence of

Training and Employee Development

Representative preparing occurs as a consent to keep up corporate culture and be worthwhile,

Limitation of the Study

 Covid-19 is one of the major limitation for collecting data

In some cases, updated published information was not available

Chairman: Samsul Alam Chaklader

Managing director: Mr. Dr. Jahangir Alam Chaklader

Director (marketing): Shokil Alam Chaklader

Slogan: Bigger than your imagination

Legal status: Public limited company

Swarup ali chairman lane, hatkhola

Phone number: +88-0208392043, 0431-63864, 01755520866

Table: 01 corporate information

Figure 02: hierarchy of organizational authority

Marketing and Sales Department

Mission, Vision, and Strategy

i. It has a capacity of operating business in Bangladesh broadly.

ii. Its products' quality is exportable standard.

iii. Its management personnel are experienced.

i. Narrow intention for expanding business.

ii. Production capacity is lower than market demand.

iii. It has a lower level of reputation in the market.

ii. It can expand business operations abroad.

iii. Consumer loyalty can be gained through quality products.

iv. It can grow a new market demand and new market.

ii. MEP is much dependable on import.

HRM Practices Followed by MEP Ltd

Human Resources Planning of MEP

Figure 2: Flowchart Of Selection Procedure

Training of MEP Group:

a. In-house Training/ Workshop/ Seminar

 Foundation Training/ Orientation Training Course (for newly recruited officers)

 Assessment of training desires of the members after a session with the

External Training/Workshops/Seminars Inside the Country

Figure 3: Arrangement of training during the year 2015

 Attract and keep excellent specialists within the zone.

Non-financial Motivational Tools:

Performance Evaluation Methods OF MEP Groups:

Performance Appraisal Process:

I. Intelligence and intellectual alertness.

Managing Transfer and Promotion in MEP:

B category employee = 1.5

D class employee = 0.5

Call for Promotion Viva:

Designation Aggregate Pyramid Rating Remarks

Selection of Employees for Promotion:

(a) minor penalties and

(b) Major Penalties.

iv. Deduction of a quantity equal to 7 (seven) days of significant pay.

v. Reduction of income to a lower degree.