Hrm Practices in Aarong

Part-1 Introduction musical arrangemental everyplaceview To provide a st able-bodied and gainful line mature of employment for the under privileged rural artisans, lift up the tralatitious identity and the commitment of quality service The name of the memorial tablet Aarong is a Bangla word. It means a village clean-living or foodstuffplace. Aarong started its locomote on the basis of this slogan. Now-a-days it is an established fashion and home decor in Bangladesh. Its dedication is to change the lives of the disadvantages , promoting tralatitious products from Bangladesh and opening the doors so their products eject be exported.It has grown into a thriving planetary enterprise showcasing ethnical break in to beautiful crafts from silks, handloom cotton, endi to terracotta, bamboo, jute and much more than. It is the handicraft selling arm of BRAC (Bangladesh Rural promotional material committee), the largest NGO in Bangladesh. Aarong has created a village fair for the craftsmen of all(prenominal) in all told trades go far together to exhibit and sale their traditional handicrafts. it helps vitalize the traditional slyness and chance upon a wider market for their products nationally and internationally.Established in 1978, Aarong is a fair trade memorial tablet dedicated to bring ab egress positive changes in the lives of disadvantaged artisans and underprivileged rural women by reviving and promoting their skills and craft. Reaching go forth to weavers, potters, brass workers, jewelers, jute workers, basket weavers, wood carvers, leather workers and more, Aarong embraces and nurtures a diverse commission of 65,000 artisans, 85% of whom argon women.Today, Aarong has become the foundation upon which independent cooperative groups and family- base artisans market their craft, in an effort to come come in the nations handicraft industry on a world plat tier of appreciation and ac lie withledgement. Background of the Organization Aarong began as a cause a means to an end for a quiet agreement fighting to uphold the dignity of the marginalized. In 1976, when BRAC- a Bangladeshi NGO dedicated to alleviating poverty and empowering the poor, scratch began encouraging sericulture for women in Manikganj, their just buyers were a few scattered retailers in capital of Bangladesh.Weeks, even months would dedicate between supply and payment, until BRAC intervened. Aarong was born out of a collect to control that the penniless silk farmers of Manikganj were paid for their goods upon rescue, so that they could feed their families. Today, Aarongs reach has spread beyond Manikganj to the rest of the hoidenish. It has grown into a thriving international enterprise showcasing ethnic wear to beautiful crafts from silks, handloom cotton, endi to terracotta, bamboo, jute and much more.From a single shop, Aarong has grown into unitary of Bangladeshs biggest retail chains, with eight stores spread across the major metropolit an beas of the country in Dhaka, Chittagong, Khulna and Sylhet and one(a) in London, UK. Aarong symbolizes fairness in the global village. The organization has identified three basic constraints for gainful employment of the low income and marginalized commonwealth in the rural beas deficiency of operative capital, marketing support and luck for skills increment.In enjoin to bridge these gaps, Aarong provides a wide range of services to its workers and suppliers embark The services Aarong provides to its customer and suppliers Aarongs Mission Statement To admit Aarong the surpass in the world in providing a unique Bangladeshi lifestyle experience to empower people and promote Bangladesh while protecting our environment. batch of the organization Aarong has a vision to establish them as worlds one of the famous fair trade fashion house, and to remain market leader throughout its business. Aarong expanded its business in international argonna.Aarong has a dream to devel op more artisans of Bangladesh and pull out them self-dependent and attract more and more international customers to wards Bangladeshi culture. Goals Empowering destitute rural women by providing opportunities for employment and income generation. Ensuring mercantile success of the enterprise of women producers. Reviving traditional skills of rural artisans. Services cede Medical check-up including free eye treatment, eye-glasses and treatment costs for severe illnesses turn over wage payments for employees in need Day c ar services Workers hideaway fund Twenty five thousand independent cooperative groups and traditional family-based artisans also market their crafts through Aarong. Potters, Brass Workers, Jewelers, Jute workers, Basket Weavers, Handloom Weavers, Silk Weavers, Wood Carvers, welt workers and various artisans with specialized skills from all over the country come to Aarong for marketing and support services. ad hominemity evidence Result humane Metrics Jung Typology Test Based on Carl Jungs and Isabel Briggs Myers Typological approach to personality I throw been classified in the ENTP category.It refers that- I m Extrovert (67%) transcendental (31%) Intuitive Thinking (25%) Perceiving (33%) much specifically * I assimilate distinctive preferences of extroversion over Introversion (67%) * I run through moderate preferences of Intuition over Sensing (31%) * I have moderate preferences of Thinking over mite (25%) * I have moderate preferences of Perceiving over Judging (33%) HR homework of Aarong Aarong is the one of the biggest fashion house in Bangladesh with ten outlets around the country. slowly the fashion house/lifestyle store Aarong has a incarnate perspective and branches of Ayesha Abed foundation in several(prenominal) districts.Aarong & AAF has been employing a huge turn of employees from all over the country and in some cases overseas employees. hither is the organogram of Aarong & AAF to have a look on the position s of the employees who be involved in different Human Resource activities Figure Organogram of HR & homework incision of Aarong Recruitment and selection impact Selecting and recruiting good employees for an organization is indeed one of the about crucial and critical aspects of running an organization as the decisions so taken to this respect can take the organization to the heights of success.In this respect, it mustiness be borne in mind that each single(a) has a semiprecious contribution, irrespective of the position or status of the employee in respective organization. Staffing is the work at of recruiting applicants and selecting prospective employees it is known as the key strategic atomic number 18 of Human Resource focusing. Stated that an organizations per trendance is a take aim result of the individuals it employs. The specific strategies used and decisions made in provideing process provide directly impact an organizations success or lack thereof.Planning f or enlisting and selection The aim of the policy and the procedure is to support the recruitment and selection of people with necessary ability, skills, qualification and competencies to contribute effectively to delivery of Aarong & AAF Recruitment and Selection Strategy As Aarong has huge number of employees all around the country, they recruit different types of employees based on the nature of the arguments. Aarong recruits five types of employees, these atomic number 18 ?Regular ?Part eon ?Temporary ?Contractual ? spue based Regular employeeRegular employees work five days a week from Sunday to Thursday, starting from 8. 30 am to 5. 15 pm. These employees go out receive the entire compensation program (bonus, increment, overtime and insurance) and every opposite facility that be stipulation by the organization. Part-time employees Part- time employees are those who does non work on the reparation working hours, they are given the facility of flexible work hours. Part t ime employees are recruited for the outlets for poser gross sales associates, store helper, guards etc. They are not given the facilities of the tied(p) employees.However they pass on be given some facilities based on the get hold ofs they have with the organization. Temporary employee Aarong recruits temporary employees for different purposes. Some times when a position is vacant and the recruitment might take abundant to fill in thats when Aarong & AAF goes for recruiting temporary employees. Temporary employees may work full time or part-time. The temporary sales associates for Ramadan work as part timer. On the other hand temporary employees for documentation work as long as full timer in Aarong. Contractual employeeContractual employees are hired to work on indisputable projects or for a certain period of time. The sales associates for the Ramadan are under contract of one month whereas the interns have three months of contracts in Aarong. However depending on the natur e of the bank line the organization may extend their contract with employees. count on based employee Project based employees are hired for specific projects. The organization make contract with them to work on a certain project. To open newborn outlets in Mirpur and Uttara Aarong hired interior chassisers to design new outlets is under project based employment.Recruitment method Aarong recruits its employees mostly on viva voce and they do not take any written examination of the candidates. But the questions are conducted by several steps, which are, in first round if someone qualifies the query thence they are selected for the second round of the call into question. These types of interviews are arranged for officer, executive and directorial take. But for the technical posts like IT plane region computer literacy is tested. But latterly Aarong has stated taking written examination on computer for pay and accounts surgical incision and also for other parts as well.On ly In case of design studio the applicants has to present their portfolio. The steps of recruiting the employees To recruit the employees for different departments Aarong goes through several steps, these are exerciseed by the HR department Figure Recruitment Process in Aarong & AAF Requisition for Staff In the beginning of the stamp all the departments brain send their requisition in a fixed form to the HR department estimating the requirement of new staff for the whole year in their respective department, then HR postulates the approval of the director.HRD would make per annum plan to recruit staff on the basis of the received approve requisition. According to the organizational chart, it is previously determined how many people are required to run a particular department or to do a specific kind of crinkle. So with the resignation of an employee respective department needs to get approval for a new position, it forwards the form to HRD on with the detail particulars like educational aim, experience, interpersonal skills and other skills that the frolic required of the deserving candidate. Check and Verify organizational Chartin one case the HR department receives an approved job requisition, it is the foremost duty of the HR departments to check and verify the approval with the organizational chart. Next, the manager of HR prepares the job sojourn, which is to circulate for job announcement. This job watch contains job righteousness, objectives, number of vacancies of the department, educational background of the candidate, working experience and other interpersonal skills. The job watch basically asks the potential candidate to send their CV if they qualify the marginal qualification level. Sources of RecruitmentThere are two kinds of sources Aarong & AAF uses for recruitment. They are ? inherent source ?External source ?Internal source Aarong & AAF think that on-going employees are a major source of recruits for all but entering level posi tions. Whether for promotions or for lateral job transfer, internal candidates already know the in globe organization and have detailed information about its buckram policies and procedures. Promotions and transfer are typically decided by responsible department with involvement by HR department. Employee references/ recommendation Employee reference has universal application.Lower level and mid-level positions can, and often are filled by the recommendation of a menstruum employee. In higher level positions it is more likely referral leave behind be a lord acquaintance rather than a friend with whom the recommender has closure social contacts. In jobs where specialized expertise is important, and where employees participate in professional organizations that foster the development of the expertise, it can be expected that current employees will be acquainted with or know about individuals they think would make excellent contribution to the organization. External sources Aarong & AAF believe in innovative enthusiasm so HR department use to look outside of the organization for applicants. The external source starts with the job advertisement on different media. conjecture Advertisement Aarong gives their advertisement mostly on the major newspapers and internet to collect applicants for all the departments and posts. Through the advertisement they declare the posts of the jobs and the job exposition which includes duties and responsibilities along they also mention the facilities Aarong provides.In the advertisement they mention the required qualification of the applicants, age and experience etc. Collecting & Screening later the advertisement for a particular job the HR department starts stack away the bio data. The bio data are smooth from sources, for example the bio data dropped in the application box in the question office are collected, online applications are downloaded and printed, some are collected from the outlets by post and some are thr ough references. afterward collecting the applicants bio data the qualifications, experience and age are matched.The applicants are selected and prioritized based on their education such as applicants from reputed universities and year of experience they possess. While display them qualified applicants for the contract jobs are found, but sometimes applicants with fewer old age of experience are kept separately. And some time these candidates bio data are used when there is lack of candidates for interview. Short listing the potential Applicants After going through the bio data that matches the qualifications, applicants who are well qualified for the positions have to be put on a pitiful list.Following completion of short listing process, HR personnel should give them priority in trading for interviews. Schedule and Arrange the interview After short listing the bio data, the arrangements of the interview starts. The shortlisted candidates are to be called and they should be w ell sensible about the interview method, date, time and venue etc. For these responsible personnel has to make a schedule for interview. HR manager and respective departments managers, sometimes program head altogether decides a convenient time for the interview.After scheduling the applicants are informed of the time date venue of the interviews and if appropriate, be asked to bring photographs for further identification. turn out interview Interviews must be fair, objective and structures to allow the maximum heart and soul of information to be obtained from the applicants. The person specification and outline job description should form the basic questioning . which should be relevant to the recruitment of the post. In the interview panel there are two personnel from Aarong most of the time, one person from the HR department and another person should be from other department.For example recruiting a marketing officer the representative from the HR department is either a senior HR officer or an executive and the other interviewer in this case would be marketing head or marketing manager. In the interview panel the judges are given an interviewer assessment form to keep the record of applicants personal attributes and their educational and professional qualification. From officer and above there are two rounds of interviews taken. The candidates selected from the first round interview are to be interviewed by the director of Aarong.Compile interview results At this stage HR hive aways the interview results. In order to compile the result, average score of the interview is calculated. Usually, the candidate that matches with hiring departments requirements is called for the second round of interview. After the interviews the candidates are selected by analyzing their qualifications by the director mostly and then it is the responsibility of HR to inform applicants about the result. But for but for entry level jobs it is the responsibility of an HR officer to finalize the selection.Background Check/ candidates verification The selected candidates will provide copies of their educational and professional certificates ant the HR department will make arrangement for verifying these records by calling their references checking the copies of certificates with the original ones. testify the selected candidate After verification of the papers submitted by the candidates, HR department will call them for further formalities that are to be carried out like negotiation of salary, confirmation of joining date, fitness certificate, let go order etc.Appointment After completion of the introductory training sessions, the candidates are asked to come with their certificates, releasing order from previous employer, experience certificate, reference letter etc. The regular employees are required to fill-up several forms on the day of their appointment. These are Personal information form Insurance form Joining form preparation Training departme nt of Aarong is a part of Human Resource department. Training personnel are responsible for all the necessary training sessions for the new employees.As they are to be acquainted with the new organization, working environment, people and job responsibilities. The training officers train the new employees to be introduced with the job and organization and make sure they are able to perform effectively. As the training section is very small and yet they are responsible for training employees all over the country, the training session lasts for one day. In mid-level and higher positions the employee gets on the job training. But positions like Sales associate, store helper and livelihood workers are mostly trained about their job. Orientation or gun triggerGenerally the HR department arranges employees orientation or installing which provides new employees with basic background information about the organization, information they need to perform their job, their job description or s o on. It is called a acculturation process. it helps to cope with new environment very comfortably and it minimizes reality shock. exertion appraisal System transaction appraisal system is defined as a systematic process of act planning, organizing, monitoring, appraising, and guiding & rewarding individual employees performance by using standard tools.This is a formal management process being conducted through participation. The system does not but represent an annual event rather it represents a systematic affect viewed from the standpoint of join perspective. The essence of performance appraisal system is that the employees perform the best of their abilities to attain individual standard and achieve the organization goals. Aarong and Ayesha Abed mental institution has a performance appraisal system virtually similar to an amalgamation of Behavioral anchored ratings scale (BARS) and key performance forefinger (KPI) performance Appraisal mechanism.The present performanc e is done using a) Appraisal by Achievement against certain behavior b) Competence profile in current job, which includes rating or leadership quality, resource management, business development, communicatory etc. The organization views the system as year round process. each employee at Aarong is being evaluated once in a year. And employees are evaluated when their working period is more than six month. Aarong has three types of performance appraisal form, these are top level, mid-level and entry level, as all the employees cannot be evaluated in alike(p) manner.The reason for having the performance appraisal system is to evaluate them from different aspects and find out their strengths and weakness and provide them chances to improve them in order to perform more effectively. There are different component of the performance appraisal system namely performance planning, performance monitoring and performance development and annual appraisal each of those are inter related and i nterconnected with each other having several sub- component under each of those components. The annual performance Appraisal formatIn this study, focus has been given on the performance appraisal system of the management executive. The elements of the performance appraisal form are a) murder planning b) Career growth & development c) Performance competences d) Overall performance evaluation e) Review and comment by appraiser, appraisers manager and appraise her/himself. In Aarong has four types of Performance Appraisal formats, Form-A, for top level employees, PA Form- B, for mid-level employees, PA Form-C, for lower level employees, and the last one is Performance Appraisal or Sales Associates. Aarong mainly uses customized software developed for carrying out the specificfunctions involved in the various functional departments. The Key In-HouseSoftware used by Aarong is as follows Part-2 IT in HRM The IT used in Aarong 1. Central Office counseling System (COMS) COMS also used by the export department for handling export orders. The retailing department uses COMS to check inventory levels and maintain re-order levels by analyzing data such as amount sent to outlet, amount in display and amount in the warehouse. 2. Point of Sale (POS)Point of sales software is used in all the outlets ofAarong. When a sales staff scans the barcode of any product, the software records the transaction. This database enables the organization to identify the demand of the product and go down their inventory level accordingly. 3. Ayesha Abed Foundation Software (AAFS) Ayesha Abed Foundation, which is the primary coil manufacturing unit of Aarong, uses this Software to check product levels. 4. Customer Relationship Management This software enables Aarong to identify the most loyal customer and to retain them.Customer databases are maintained with the help of this software. It also enables Aarong to provide special services, such as My Aarong Rewards, to loyal customers. With the buying and contact information of all loyal customers, Aarong is able to notifythem whenever products that suit their taste are available Figure HRIS department at Aarong The Human Resource Department of Aarong is responsible for managing , controlling and the employment of the total employees, staff, and managers. The firm maintains some IS function with its HRM department.These functions have been given in the up diagram and described here Employee Database All the information of the employees is saved in the database following the Microsoft access. This database includes the information of the employees from the joining days to the last days. Performance tracking Sales representatives are given a percentage of commissions on the sale that is why performance tracking is an important issue. The sale per day is track by using bar code readers and time punch machine.Pre specified reports Based on the database maintained at the central office managers are allowed to access pre speci fied reports on the companys employees and the key performance indicators. Company Intranet The intranet provides managers to extract data on employees personal records and qualifications, sales performance, and prehistorical reports on sales and managerial activities using the online. Part-3 Biography of Mr. Fazle Hasan Abed Fazle Hasan Abed, breach & Chairperson, BRAC was born in Bangladesh in 1936.He was educated at Dhaka and Glasgow Universities. The 1971 carrier bag War of Bangladesh had a profound effect on him, then in his thirties, a professional accountant who was holding a senior corporate executive position at Shell Oil. The war dramatically changed the concern of his life he left his job and moved to London to sacrifice himself to Bangladeshs War of Independence. There, he helped to initiate a campaign called Help Bangladesh to trick out funds to raise awareness about the war in Bangladesh.When the war over, he returned to the newly independent Bangladesh, finding the economy in ruins. Millions of refugees, who had seek shelter in India during the war, started returning to the country and their relief and rehabilitation called for pressing efforts. It was then that he established BRAC to rehabilitate returning refugees in a remote area in north-eastern Bangladesh. He directed his policy towards support the poor develop their capacity to better manage their lives.Thus, BRACs primary objectives emerged as alleviation of poverty and empowerment of the poor. Under his leadership, in the span of only three decades, BRAC grew to become the largest development organisation in the world in terms of the scale and diversity of its interventions. Sir Fazle has received numerous national and international awards for his achievements in leading BRAC, including the David Rockefeller Bridging Leadership loot (2008), the Inaugural Clinton Global Citizen Award (2007), the Henry R.Kravis Prize in Leadership (2007), the Palli Karma Sahayak Foundation (PKSF) Award for liveliness Achievement in Social Development and Poverty Alleviation (2007), provide Award for Global Health (2004), UNDP MahbubulHaq Award for Outstanding Contribution in Human Development (2004), Schwab Foundation Social Entrepreneurship Award (2002), Olof Palme Award (2001), UNICEFs Maurice jacket crown Award (1992) and the Ramon Magsaysay Award for Community Leadership (1980). He is also recognise by Ashoka as one of the global greats and is a founding share of its prestigious Global Academy for Social Entrepreneurship.In 2010, he was appointed by UN Secretary General Ban Ki-moon to the Eminent Persons Group for the Least developed Countries. Sir Fazle has received several honorary degrees including Doctor of Humane Letters from Yale University in 2007, Doctor of Laws from Columbia University in 2008, Doctor of Letters from the University of Oxford in 2009 and doctorate of Laws from the University of Bath in 2010. In February 2010, he was appointed Knight air fo rce officer of the Most Distinguished Order of St. Michael and St.George (KCMG) by the British crown in recognition of his services to reducing poverty in Bangladesh and internationally. He was awarded sensible Prize, the worlds first major international prize for education by Qatar Foundation in November 2011. Comparative analysis Illustrated profile of Fazle Hasan Abed I can imagine my to be career as an entrepreneur. I am graduating from Dhaka University in BBA and I would prefer being an entrepreneur. For this I have to be- 1. More patient as I see it is less in me 2.I am enthusiastic but in some matter I easily loose my enthusiasm for this I have to work a stagger Part-4 Recommendation * Greater use of MIS, DSS and ESS for effective decision making. * Adoption of amply automated supply chain management system to ensure great quality and flexibility. * Streamlining the Designing and approval process into one workstation. * Automation of the postulate projection and Trend an alysis tasks. * Greater use of networking to carryout financial minutes with partners and suppliers.