Fareast International University

School of Business

Assignment
ON
A Study On Population Structure Of Bangladesh

Corse Name: Human Resource Management

Prepared To:
Mr. Sk. Kamrul Hasan

Assistant Professor
School of Business
Fareast International University

Prepared By:
Tanven Rahman
Id: 14301122
School Of Business
Fareast
International
University

Date of Submission: 03 September 2016,

Tabel of Contents

No.
1.0

2.0

Content
Phase 1: Feasibility study/ Exploratory research
Introduction

02

Background of the study

03

Logo

04

Scope of study & Limitation

04

Research aim and objectives

05

Hypotheses

05

Phase 2: Methodology

06

Data collection method

08

Conclusion and Inference

08

Research Question

3.0
4.0

Page
number

6-11

Phase 3: Tentative work plan

07

Abstract

07
11

Phase 4: References

Introduction
To provide a stable and gainful source of employment for the under privileged rural artisans, lift
up the traditional identity and the commitment of quality service
On the basis of these principal Aarong started its journey in Bangladesh. Aarong is an
organization that is dedicated to change the lives of disadvantages, promoting traditional
products from Bangladesh and opening the doors so their products can be exported. Throughout
Bangladesh and in international destinations, the name of Aarong is the synonym of quality
originality and uniqueness. The designer and the creators of the product range offered by Aarong,
have not only established the organization as leaders in deshi handicraft, but have also reignited
interest and popularity for styles and traditional crafts that are native to the country. It is the
gracious blend of contemporary and customary that ensures that each product is original and
saleable in modern society. Aarong therefore has thousands of artisans producing pottery work,
jewelry, woven baskets, silk, leather items, brass pieces and magnificent wood cravings. Today,
few urban consumers will argue that Aarong is the local Mecca for deshi handicraft. Aarongs
product designs has brought consumer attention back to the products and styles that are
indigenous to Bangladesh, its designers blending the traditional with the contemporary in a
manner that has won instant consumer appeal, starting a revolution in trends that has now been
taken up by countless other boutiques and stores. Aarongs product designs focus on the diverse
types and textures of crafts and patterns that have been passed along from generation to
generation among weavers and artisans in craft hubs around the country.
The name of the organization Aarong is a Bangla word. It means a village fair or market. The
village fair provides craftsmen of all trades a marketplace to display and sell their traditional
handicrafts. The naming of Aarong as such upholds the organizations commitment to promote
the indigenous goods of our country, which are a part of our rich cultural and artistic heritage.
It is the handicraft marketing arm of BRAC (Bangladesh Rural Advancement committee), the
largest NGO in Bangladesh. Aarong has created a village fair for the craftsmen of all trades come
together to exhibit and sale their traditional handicrafts.it helps vitalize the traditional
craftsmanship and find a wider market for their products nationally and internationally.
Established in 1978, Aarong is a fair trade organization dedicated to bring about positive changes
in the lives of disadvantaged artisans and underprivileged rural women by reviving and
promoting their skills and craft. Reaching out to weavers, potters, brass workers, jewelers, jute
workers, basket weavers, wood carvers, leather workers and more, Aarong embraces and
nurtures a diverse representation of 65,000 artisans, 85% of whom are women. Today, Aarong
has become the foundation upon which independent cooperative groups and family-based
artisans market their craft, in an effort to position the nations handicraft industry on a world
platform of appreciation and acknowledgement. Over the years, Aarong has earned a name as
one of the finest rural craft producers and marketer in home and abroad

Background of the Organization

Aarong began as a cause a means to an end for a quiet organization fighting to uphold the
dignity of the marginalized. In 1976, when BRAC- a Bangladeshi NGO dedicated to alleviating
poverty and empowering the poor, first began encouraging sericulture for women in Manikganj,
their only buyers were a few scattered retailers in Dhaka. Weeks, even months would pass
between supply and payment, until BRAC intervened. Aarong was born out of a need to ensure
that the penniless silk farmers of Manikganj were paid for their goods upon delivery, so that they
could feed their families.
Today, Aarong's reach has spread beyond Manikganj to the rest of the country. 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 one of Bangladesh's biggest retail chains, with eight stores spread across the
major metropolitan areas of the country - in Dhaka, Chittagong, Khulna and Sylhet and one 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 people in the rural areas:
lack of working capital, marketing support and opportunity for skills development. In order to
bridge these gaps, Aarong provides a wide range of services to its workers and suppliers:
Spot payment on product delivery to encourage efficiency and productivity
Reach out to producers in remote areas to ensure fair value for their efforts
Marketing communication and information for artisans
Advances against purchase orders where necessary
Training & Education in skills development to raise product quality and marketability
Product Design and Support in Product Development
Quality Control to increase producer awareness of the importance of quality
These values reflect fair trade principles which have been developed by registered Fair Trade
Organizations. It contributes to sustainable development by offering better trading conditions to,
and securing the rights of, marginalized producers and workers in Bangladesh.

Logo:

The logo of Aarong is an image of peacock.it is

spectacularly beautiful because of the brilliant, iridescent,
diversified colorful pattern in its tail. The color of the peacock
in the logo is orange because it represents energy. By this logo
Aarong communicates that its products are as stunning and as
unique as a peacock. Moreover it wants to emphasize its
natural, eco-friendly products through the emblem.

Scope:

To conduct this research I did not visit different outlets of Aarong. I just gather
information from employees of Aarong Head Office. Furthermore I did not sit with all
employees of Aarong Head Office.

Limitations: For preparing this report some difficulties have been faced. These difficulties
can be considered as limitations. The limitations are as follows:
Unavailability of Updated Information: The organogram presented in this report is as of
2008. They are working on creating new organogram. And they were still working on it till my
internship ended up.

Restriction on Publishing Information: There is some financial data presented in this report.
These data are not accurately published. The amounts are changed by the organization. So there
was restriction on publishing confidential data.

Objective of the project:

There are two objectives of internship program. These are broad objective and specific objective.
These two types of objectives are as follows:
Broad Objective The broad objective of this report is familiarizing with the practical
professional world. To gain a practical experience related to major concentrated area is the broad
objective of internship program.
Specific Objectives Except the broad objective there are some other objectives. These objectives
are specific objectives. This paper was designed to accomplish some specific objectives. From
my point of view, these issues are very important to find out the gap between expectation and
perception of the employees to eliminate dissatisfaction. Through this study, I tried to attain the
following specific objectives: The specific objectives of internship program are given below:

 To accomplish the educational requirement.

To have knowledge about the organization that means Aarong.
To know about Aarongs overall human resource related operations.
To know about employee benefits of Aarong.
To know about compensation benefits of Aarong.
To know about satisfaction level of Aarongs employee.
To know about specific areas of dissatisfaction of the Staffs.
To know about the reasons of dissatisfaction.

Research Hypothesis
Null Hypothesis
Ho: Employees of Aarong are satisfied with their compensation Alternative Hypothesis
H1: Employees of Aarong are not satisfied with their compensation To know about
employee satisfaction of Aarong on compensation these are chosen as hypothesis.

Sample
Sample is a subgroup of elements of the population that selected for participation in the study. To
conduct research on employee satisfaction on Aarongs compensation sample size is 40. In
Aarong Head Office the total no. of employee is all around 700. It is quite impossible to select all
of them as sample size. For this reason employees of Aarong are considered as group of clusters
based on their departments. Total 40 employees of Aarong head office are selected as sample size
from each and every department. From different department 2-4 employees are chosen based on
no. of employees.

Methodology:
The data I have presented in this internship report are collected from various sources. The
sources are mentioned below:
Primary Data Source Primary data are those data which is originated by the author for the
specific purpose of describing or analyzing something. I collected information by doing face to
face conversation with the employees Aarong. Besides, I developed a set of questionnaire which
was filled up by employees of Aarong.
Secondary Data Source Secondary data are data collected for some purpose other than the main
facts. Secondary data are quick source of background information. I also collected information
from secondary data sources. The sources are:
Internet
Financial statements
Interview with the HR (Human Resource) personnel
HRPP of Aarong
Previous reports on HR of Aarong

Conclusion:
Since 1978 Aarong is operating business in the fashion industry and they are now the leading
fashion brand in Bangladesh. At present Aarong provides the local and international public
opportunity of owning a Bangladeshi handcrafted product. It is playing the role of representative
of Bangladeshi culture to the outside world. As a result of the valuable contribution of artisans
and handicraft producers and the administrative staffs, Aarong has come so far. The qualified
human resources of Aarong keep the business running and foster the growth of business. The HR
department of Aarong ensures attract, attain and retain of talent staffs within the organization and
helps in placing right people, at the right place, at the right time doing the right job. Talent and
qualified staffs are loyal to the Aarong for its best compensation package. Staffs of this
organization are satisfied with their overall compensation benefits. However competitors can
attract talents of Aarong through offering more attractive salaries and other benefits. For this
reason Aarong should be more concern about it and should increase salary of staffs. It can
introduce performance bonus, profit sharing, and lunch facility to the staffs. However the
recruitment and selection of staffs is the main responsibility of HR department. Except this they
have some other responsibilities such as transfer of staffs, maintaining attendance of staffs, leave
management, performance appraisal related activities, confirmation of staffs, job separation,
grievance management etc. so HR of Aarong can take initiatives as competitors cannot attract
talent staffs of Aarong. As Aarong is growing and spreading its outlets throughout the whole
country, this organization will require lots of qualified human resources. Human Resource
department of Aarong will ensure hiring pool of qualified, talented human recourses for Aarong.
Through attract, attain, and retaining talent staffs by offering excellent compensation package to
the talents HR department will encourage Aarong to move forward.

Abstract:
The retail enterprise Aarong is the handicraft marketing arm of BRAC (Bangladesh Rural
Advancement Committee). Established in 1978, Aarong is a fair trade organization dedicated to
bring about positive changes in the lives of disadvantaged artisans and underprivileged rural
women by reviving and promoting their skills and craft. Reaching out to weavers, potters, brass
workers, jewelers, jute workers, basket weavers, wood carvers, leather workers and more,
Aarong embraces and nurtures a diverse representation of 65,000 artisans, 85% of whom are
women. Today, Aarong has become the foundation upon which independent cooperative groups
and family-based artisans market their craft, in an effort to position the nations handicraft
industry on a world platform of appreciation and acknowledgement The Ayesha Abed
Foundation (AAF) is an organization that aims to provide avenues for employment and income
generation for underprivileged rural women. It is an enclave for women, formed to uplift them
economically, through their work as producers, and also socially, through their development into
entrepreneurs. The Foundation provides an appropriate working environment, financial and
technical assistance, and training to develop the womens skills in various crafts. This report tries
modestly to uphold Aarong & AAFs recent changes in that it has undergone in its HR practice.
As the reader flips through the pages of this report they will come across changes that have been
brought into the staffing, performance appraisal, HRIS, and a respective compilation of general
HR activities. In addition to that the report also gives a sneak peek into Aarong & AAFs history,
vision; mission its products and marketing strategies it follows. There are some very important
issues like employees compensation management, HR budgeting etc. which could not be
included in the report for confidential issue. But I have tried my level best to work with the most
important Human Resource activities, which I have illustrated through the report

Appendix
Survey questionnaire on Employee satisfaction on Aarongs Compensation Compensation
is a systematic approach to provide extrinsic and intrinsic benefits, monetary and non monetary
benefits to the employees. It is also considered as measurement how employees are being treated
in an organization. For your kind information, salary, house rent, medical allowance,
convenience allowance, food allowance, night haltage allowance, travelling allowance, loan
facility, transfer allowance, distance allowance, special allowance for recruitment, consultancy
fee, entertainment allowance, telephone facility, festival bonus, cost of living adjustments,
incentives/sales commission, extra ordinary leave, transfer leave, compulsory leave, maternity
leave, paternity leave earned leave, overtime, provident fund, gratuity, staff security benefit, etc.
staff benefits of Aarong falls under compensation.
This survey is going to conduct due
to successfully completion of my internship program. My major area of concern is to know
about employee satisfaction on Aarongs compensation. There is no any other objective
related with this survey. You are requested to fill up the set of questionnaire carefully. The
information provided by you will remain confidential.
Gender: Department: .. Level/Grade:
1. How long have you been with this organization?
Less than 1 year
1-5 years
6-10 years
11-15years
More than 15 years
Others (please specify below)
..
2. What type of employee are you?
Regular
Contractual
Part time
Other (please specify below)

3. How often you get increment?

Every year
Frequently
Less frequently
Not at all
4. The performance appraisal is linked with increment
Agree
Disagree
5. What do you think about the Aarongs festival bonus?
Good
Average
Poor
6. How much do you know about Aarongs compensation benefit?
I know everything
I know something
I know very little
I dont know anything
7. Please write down any four Compensation benefits of Aarong you like most?

8. What is your salary range?

a) Below 10,000 b) 10,000 - 25,000 c) 25,001 - 40,000
d) 40,001-70,000 e) Above 70,000
9. Are you satisfied with your salary?
Yes
No

If no, Why? (Please give your specific reason)

10. What types of salary increases are practiced in Aarong? (check all that apply)
Merit
Automatic progression
General
Cost of living
Length of service
Others (please specify below)

11. Do you think Aarong should add performance bonus/incentive to their procedure?
Yes
No

12. How Aarongs salary structure is compared to other same category organizations?
Higher than other
Almost similar
Lower than other
Dont know

13. Are you satisfied with your leave procedure?

Yes
No

14. What is your perception about over all Compensation benefits of Aarong?
Excellent
Good
No comment
Bad
Extremely bad

15. What would you suggest Aarong to improve?

Salary
Bonus/Incentive
House rent
Other benefits
(If you chose other benefits please specify)
..
16. What other compensation benefit should be added to Aarongs compensation package?
. Any suggestion
regarding Aarongs compensation:

References:
Marketing Research, Naresh K. Malhotra, Satyabhusan Dash, 6 th Edition
Management, George T. Milkovich, Jerry M. Newman, 8 th Edition
Human Resource Policy and Procedure (HRPP) of Aarong
http://aarong.com/
http://en.wikipedia.org/wiki/Aarong
http://www.facebook.com/BRAC.AARONG
http://www.referenceforbusiness.com/encyclopedia/Gov-Inc/Human-Resource-ManagementHRM.html#b
Financial statements and other statements of Aarong