This is a powerpoint slide about PRAN RFL Group HR Practice.

1. “
Do you know which company in
Banladesh right now can be
treated as a Multi National
Company
1
?

2. “
PRAN RFL Group
2

3. HRM Practice
in
PRAN RFL
Group

4. Abstruct
4
Pran-RFL is the pioneer in Bangladesh to be involved in
contract farming and procures raw material directly from
the farmers and processes through state of the art
machinery at their several factories into hygienically
packed food and drinks products. The brand PRAN
has established itself in every category of food and
beverage industry and can boost a product range from
Juices, Carbonated Drinks, Confectionery, Snacks, and
Spices to even Dairy products.
RFL Plastics is dealing with different types of plastic
products in different categories such as house ware,
plastic furniture, industrial ware & garments accessories.
The Company has been expanding its product lines day-
by-day & achieving diversified product range in the

5. Compa
ny
Profile
5
Pran started its journey on 1981
RFL started its journey on 1992
Founder of PRAN RFL Group in Major Gen.
(Retd.) Amjad Khan Chowdhury
Pran is the largest food & beverage company
in Bangladesh
RFL is the market leader in cast iron, pvc &
plastics
Pran has 30,000 employees
RFL has over 12,000
Combined revenue of BDT 123.2 billion
(2012)
Note registered as a plc

6. Objectiv
e of the
Study
6
Recruitment &
Selection
Process
Training Process
Performan
ce
Appraisal
Compensatio
n
System
Department

7. Limitatio
ns of the
Study
7
 Shortage of time.
 Can’t go to field to collect
data.
 Lack of enough information
in online

8. HRM
Practice
8
An organization success depends on its human
resources. No matter how much an
organization invests on other assets, if its
human resource does not have the competence
then the organization will be unsuccessful.
Even when deciding on which fixed assets to
invest, any organization goes through many
industries.
Therefore, when it comes to human resource it
has to be even more careful. Pran- RFL group
also consider their employees as their best asset.

9. Functions
of HRD
9
• Recruitment Process Policy &
Procedure
• Conformation Policy & Procedure
• Human Resource Development
• Career Planning
• Job Description Preparation
• Maintaining Turnover
• Conducting Appraisal at the End of Each
Year

10. HRM
Departme
nts in
PRAN RFL
Group
1
0
Recruitment &
Selection Section
Training Section
Performance
Appraisal Section
Compensation
Section
MIS Section

11. Source
of
Recruitm
ent
11
Need
Assessment
Defining the
Position
Description
Checking the
Recruitment Options
Advertiseme
nt
Screening & Shot-
Listing

12. Source
of
Recruitm
ent
12
Internal
Sources
External
Sources

13. Selectio
n
Process
13
Selection
Process
Screening
& Short-
listing
Application
s Written
test &
Interview
Reference
Checking
Employme
nt Decision
Offer the
Role
Verbal &
Written
Letter Offer

14. Training
&
Develop
ment
14
Assessing the Training Need of the
Group
Developing Training
Strategy
Preparing Lesson Plan &
Module
Arranging Training in All
Areas
Conducting Training
Classes
Obtaining Training Feedback & the
Result

15. Types of
Training
Method
15
On the Job
Training Method
Off the Job
Training Method

16. Performance
Appraisal
Functions
16
Conducting the evaluation process twice in a
year.
Performance appraisal are results-oriented
Objectives are established jointly by the
supervisor and subordinate .
MBO (Management by Objective) method
process for evaluating the performance of
their employees by managers and sub-
ordinate;
Create a file for each employee
Records employee performance development
and improvement
Set a list of criteria by which they evaluate

17. Performance
Appraisal
Functions
17
To discuss planning and goals
Begin preparing the performance appraisal
document
Collect Performance information
Review the assessments of evaluation
Making plan to begin the next performance
period
Communicating performance standards for the

18. Human
Resource
MIS
18
 Gather and store current and exact data and
information regarding employee and the
organization.
 Maintaining and updating of employee
database
 Maintain employee related different statistics
any other work which requires updating
employee data HR-MIS helps for job analysis
 HR demand and supply forecast, measure
employee performance appraisal.
HR MIS involves with these factors-

19. Compensat
ion System
19
Direct
Compensation
Indirect
Compensation
Salary
Wage
Savings
Piece Rate
Commissio
Life Insurance
Pension
Sick Leave
Free Meals
Vacation

20. Componen
ts of
Compensa
tion
System
20
Job
Description
Job Analysis
Job Evaluation Payment
System

21. Compensa
tion
Planning
Process
21
Developing a Program Outline.
Designing the Compensation Program
Conducting a Job Analysis of All
Positions
Evaluating Jobs
Determining Grades

22. Compensa
tion
Planning
Process
22
Establishing Grade Pricing and Salary
Range
Determining an Appropriate Salary
Structure
Communicating the Final Program to
Employees and Managers
Monitoring the Program

23. Conclusi
on
23
Proper utilization of asset it the main objective
of an organization and to utilize this assets, an
organization needs expert employees. Human
resource are the most unique and complex
part of an organization and PRAN and RFL
establish that standard model.

24. 24
Do you have any
questions