Department of Management

Course Title: HR Planning & Staffing

Course Code: HRM360

Section: 02

Submitted to

Shafquat Rafiul Alam (Sqt)

Department of Management

School of Business & Economics

North South University

Submitted by: Ground To Zero

Group Members Name ID Mail

1 Bishal Saha 1811974030 bishal.saha@northsouth.edu

2 Md. Mahin Adnan 1811976630 mahin.adnan@northsouth.edu

3 Mirza Nishat 1811915030 mirza.ayshe@northsouth.edu

Tasnim Ayshe
4 Mahade Ahmed 1811894030 mahade.ahmed@northsouth.edu

5 Md Tanzir 1812003030 tanzir.hossain@northsouth.edu

Hossain
6 Samayel Fayed 1811641630 samayel.fayed@northsouth.edu

7 Morium Akter 1811508030 morium.akter3@northsouth.edu

Date of Submission: 24-09-2020

Letter of Transmittal

i
September 24, 2020

Shafquat Rafiul Alam

Department of Management

School of Business & Economics

North-South University

Subject: Report on planning for our new business.

Dear Sir,

It has been a considerable gladness for us to be given a chance to set up the gathering report,
which has readied adhering to all the guidelines and prerequisites for the Human Resource
Planning (HRM 360) course under the BBA program of North South University.

We have attempted our level best to give an arrangement and situation of our business. We tight
bunch of tangled issues about arranging, choosing, enrolling, other strategy, association work
process, association Hierarchy, and association organogram. We have attempted to clarify the
information by building up this undertaking. The exercises gave the offices and allowed the
chance to learn new ideas concerning human asset arranging. Without your help and consolation,
this would not have been conceivable. We are genuinely respected, and we have appreciated the
comprehensive understanding all through. We have likewise gotten a significant idea over the
most recent two months from our group talks, and we might want to thank you for directing us.
We will be appreciative of the event that you mercifully favor our exertion. We trust that you
will have a positive perspective on us as our investigations are real and genuine.

Along these lines, we might want to thank you wholeheartedly for doling out us such a venture,
which will be useful for us for the present just as for our up and coming professional life. We
implore and trust that you will discover this report critically and give us proposals alongside
input.

Regards,

Bishal Saha 1811974030

Md. Mahin Adnan 1811976630
Mirza Nishat Tasnim Ayshe 1811915030
Mahade Ahmed 1811894030
Md Tanzir Hossain 1812003030
Samayel Fayed 1811641630
Morium Akter 1811508030
Executive Summary

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Numerous individuals in this nation know about the developing requirement for more sustainable
items to help ensure nature. Be that as it may, not the same number of people is illuminated
about the creation of eco-accommodating items and why an ecologically mindful creation
process is essential. As a producer organization putting significance on energy effectiveness can
be the large differentiator between eco-accommodating procedures and traditional procedures
which is essentially less centered on nature or environment. We did a report on Human Resource
Planning for an organization named ‘Cupper Craft’. The organization's point is to make
mindfulness among mass and advance eco-accommodating items by delivering paper cups from
reused papers. We explained in the report that how a viable HR administrator with his/her group
can tackle these issues. The accompanying report gives an overall review of this paper cup
organization. This report will likewise depict HR approaches and employment examination
which are significant for this organization. We will gauge the organization's place in the industry
or market by dissecting the methods or approaches like PESTLE and SWOT. The organization
approaches that are composed of the report will assist with keeping up a helpful and
straightforward workplace in the organization so the representatives can effectively concentrate
on the vital objectives of the association. The Organogram shall be drawn up by following the
hierarchical structure in such a way that it can provide specific authority for departments and any
function. This method allows our company to establish a consistent line of communication.

Table of Contents

iii
Contents
1.0 Introduction...........................................................................................................................................1
1.1 Logo.............................................................................................................................................1
1.2 Tag Line..............................................................................................................................................1
1.3 Our Mission.......................................................................................................................................2
1.4 Our Vision..........................................................................................................................................2
2.0 Entrepreneurs Background....................................................................................................................3
3.0 Industry Background..............................................................................................................................7
4.0 PESTLE Analysis......................................................................................................................................9
4.1 Political..............................................................................................................................................9
4.2 Economic.........................................................................................................................................10
4.3 Social...............................................................................................................................................10
4.4 Technological...................................................................................................................................11
4.5 Legal................................................................................................................................................11
4.6 Environmental.................................................................................................................................11
5.0 SWOT Analysis.....................................................................................................................................13
5.1 Strengths..........................................................................................................................................13
5.2 Weaknesses.....................................................................................................................................14
5.3 Opportunities...................................................................................................................................14
5.4 Threats.............................................................................................................................................15
6.0 HR Policy..............................................................................................................................................16
6.1 Recruitment and Employment process............................................................................................16
6.1.1 Recruitment..............................................................................................................................16
6.1.2 Selection...................................................................................................................................18
6.1.3 Orientation of new employees.................................................................................................19
6.1.4 Terminations and Exit Interviews..............................................................................................20
6.2 Training and Development Programs and Services.........................................................................22
6.2.1 Career Planning.........................................................................................................................22
6.2.2 Assessments.............................................................................................................................23
6.3 Compensation structure and programs...........................................................................................25
6.3.1 Salary Administration................................................................................................................25
6.3.2 Incentive...................................................................................................................................27

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 6.3.3 Compensated Factors...............................................................................................................27
6.3.4 Motivational activities for employees.......................................................................................28
6.3.5 Promotion and Transfer............................................................................................................29
6.3.6 Employee Evaluation................................................................................................................29
6.4 Performance Management System.................................................................................................30
6.5 Record Keeping Policy.....................................................................................................................32
6.6 Time off Programs...........................................................................................................................33
6.7 Employee Benefits...........................................................................................................................36
6.8 Employee and Community Relations...............................................................................................37
6.8.1 Flexible work schedules............................................................................................................37
6.8.2 Attendance and Discipline........................................................................................................37
6.8.3 Suggestion & Grievance programs............................................................................................38
6.8.4 Regulatory compliance.............................................................................................................38
6.8.5 Handbooks and policies............................................................................................................38
6.8.6 Employee communications.......................................................................................................39
6.8.7 Award/ recognition programs...................................................................................................39
6.9 Planning...........................................................................................................................................40
6.9.1 Human Resource Planning and Budgeting................................................................................40
6.9.2 Organization development & structure....................................................................................41
6.9.3 Merger & Acquisition Integration.............................................................................................41
7.0 Code of Conduct..................................................................................................................................42
8.0 ORGANOGRAM....................................................................................................................................45
9.0 Working Process Diagram....................................................................................................................46
10.0 Job Analysis.......................................................................................................................................48
11.0 Conclusion.......................................................................................................................................104

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1.0 Introduction
Widely used every day in the world, paper cups are one of the most common things that people
use. Paper cups are usually disposable and recyclable, unlike plastic or Styrofoam cups. These
days, we need eco-friendly daily necessities as much as possible. Our mother earth has suffered
enough with various pollutants for which we are responsible. Every little step to keep up with the
“Go Green” movement is really important. Hence, our decision is to establish a company that is
willing to make a change.

Similar to other paper cups companies, we also want to do things to change our surroundings and
welcome a better future. Cupper Craft will introduce people to cups that are made of 100%
hygienic materials. Although we are not a first-mover in the market, we will be able to establish
our name through our uniquely designed and manufactured cups while maintaining the quality as
well as creating awareness among people.

1.1 Logo

1.2 Tag Line

“Go for Sustainable”

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1.3 Our Mission

“Goodbye to the plastic cups, and Hello to the greener earth” it is expressed that, we pledge to
change our thoughts on our current earth and take steps to input innovative solutions to matters
like excessive use of plastic cups.

Cupper Craft is dedicated to the highest quality of paper cups delivered with energy, boldness,
and poise that will make our customers trust us with the greatest of care and progressive
creativity.

1.4 Our Vision

Our vision of Cupper Craft lies in becoming a top-notch business company that is dedicated to
replacing plastic cups with our paper cups that are made of disposable, biodegradable materials.
This will not only create awareness among customers but also upraise the societal condition and
ethical business practices.

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2.0 Entrepreneurs Background

Name: Md. Mahin Adnan

Position: CEO

Md. Mahin Adnan is doing his BBA at North South University.

His major is in Human Resource Management. He is the CEO of
‘CUPPER CRAFT’. As CEO, he will make the last call in terms of
major corporate decisions. He will manage the overall operations
of CUPPER CRAFT. He will also handle the assets of this firm,
acting as the bridge between the board members and members of
the corporate operations. Only he can integrate the outside and
inside of the firm, perceive it, analyze it, and present it in a way
that enables sustainable sales and profit. He is the public face of
this company.

Name: Bishal Saha

Position: Head of Finance and Accounts

Bishal Saha is doing his BBA at North South University. His

major is in Finance and Human Resource Management. He is the
Head of Finance and Accounts Department of ‘CUPPER
CRAFT.’ He will fully manage all the finance and accounts
-related activities of ‘CUPPER CRAFT.’ He will break down and
screen all the monetary choices of the business. He will manage
the day to day business finance activities. He will be responsible
for recording and reporting the cash flow transaction of the
organization. He will have some rules and responsibilities include
accounts receivable, accounts payable, payroll VAT and Tax
financial reporting, and maintaining financial controls. Apart from
this, he is also the Executive Intern of Gallery Maker. Since 2019
he is also working for UNICEF Bangladesh as a Volunteer. He is
also the Ambassador for Bright Approach foundation. He is also doing online business by his
ownership.

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Name: Mahade Ahmed

Position: Head of HR

Mahade Ahmed is doing his BBA at North South University.

His major is in Human Resource Management. He is the Head
of HR of ‘CUPPER CRAFT’. He will be looking after the
overall HR system in the company. He is very passionate about
his company. He will be implementing effective HR strategies
that will ensure company objectives and improve the value of an
organization. Since 2020 he is working for UNICEF Bangladesh
as a Volunteer. Besides, he has the experience of doing his
family textile business

Name: Mirza Nishat Tasnim Ayshe

Position: Head of IT

Mirza Nishat Tasnim Ayshe is doing her BBA at

North South University. Her major is in Human
Resource Management. She is the Head of IT of
‘CUPPER CRAFT’. As per her job role, she will be
managing the company’s overall technology-based
activities. Website management, providing cyber-
security, and solving technical issues will be her main
duties. Besides the necessary tasks and duties, she will
abide by the company’s HR policy and every rule and
regulation. Other IT officers will work under her and
she will train then if needed. She is also very
interested in the IT field and an active part-time
content writer.

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Name: Md Tanzir Hossain

Position: Head of marketing and sales

Md Tanzir Hossain is doing his BBA at North South University.

His major is in Human Resource Management. He is the Head of
marketing and sales of ‘CUPPER CRAFT’. He will be in charge
of all Marketing and Sales related activities of 'CUPPER
CRAFT.' He will develop marketing strategies and promote the
company through marketing approaches. He will also play a vital
role in sales-related activities. His department's main objective
will be to promote the company through different marketing
approaches to increase sales and create awareness among
potential customers. He will monitor the marketing activities and
compare effectiveness with sales. Apart from that, He will
further develop marketing strategies that lack efficiency in
improving sales if needed. He will be accountable for the
company's sales growth and marketing program's efficiency. He
is currently working as 'Head of Outdoor Management' in an online anime community named
'Animecasm' and an active member of Quantum Foundation.

Name: Morium Akter

Position: Head of logistic

Morium Akter is doing her BBA at North South

University. Her major is in Human Resource
Management. She is the Head of logistic of ‘CUPPER
CRAFT’. As a Logistic head she will take care of the
raw materials of our paper cup. She will supervise the
manufacturing house as well as the warehouse
section. All the transports like brining raw material,
after production deliver the product this will be
supervised by her. She is the Junior Executive of
Marketing and International Business club of NSU.

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Name: Samayel Fayed

Position: Head of Operation

Samayel Fayed is doing his BBA at North South University.

His major is in Human Resource Management. He is the Head
of Operation of ‘CUPPER CRAFT’. As Head of operations, he
is responsible for overseeing routine operations through areas
such as IT, finance, and regulatory compliance. His activities
at the Head of operations include implementing strategies,
managing customer care, and enforcing business solutions. He
is a competent business leader with an analytical and strategic
mindset and possesses extensive business knowledge. He is the
General Member of Marketing and International Business club
of NSU.

6
3.0 Industry Background
“Cupper Craft” is a paper cup business. It is an eco-friendly business and less costly. It is also
very easy to manufacture. Most of the people use a plastic cup because it is not costly as a paper
cup and also good for one-time. Plastic cup causes so many diseases like asthma, cancer, liver
problem, etc. Solving all these issues the employee of the “Cupper Craft” has come up with the
paper cup. The paper cup is also re-cycling able. The company can be the first mover but the
company will ensure that our product paper cup can grab the whole market.

In the global market, paper cup reached about 264 billion units in 2019. The demand for the
paper cup is very high. The paper cup could be used for consumer’s food, cold drinks, coffee,
water, soup plate, etc. Paper cups can hold hot and cold things. In this modern world, every
person becomes so busy because of the paper cup is more relevant. Paper cups are ideal for
different servings like parties, functions, picnic occasions, marriages, etc. You can use this paper
cup when you want to avoid dishing.

Most people love to use one-time cups but in our country plastic cups are one time. Plastic is not
good for health and the environment. It increases greenhouse gasses. It also impacts on the
human body.

The paper cup is rare in Bangladesh. No company is giving that much importance to this product
because the plastic cups grab the whole market. It is the most challenging thing for our company
Cupper Craft as employees are producing a paper cup.

Some companies produce a paper cup in our country but they are not that much focused. The
market is full of plastic that is why they also produce plastic cups to stay in the market. But the
“Cupper Craft” is focused. In the USA, Europe, Africa uses paper cups a lot. They are so
conscious about their health as well as the environment. Even some countries banned plastic
things like plastic bags, plastic caps, and plastic can, and so on.

The paper cup is easily disposable. It is also cost-effective. Moreover, it needs less cost to
produce then the plastic cup needs to produce.

As a start-up, the Cupper Craft’s target customer will be the University, school, college students,
restaurants, side stalls, tea-stalls, hotels, etc. Moreover, some so many people are very health
conscious; they are also our target customers. The Cupper Craft will also provide our cap with
some gyms as they are very conscious about their health. As it is less costly than a plastic cup
and one time so people will interest to buy the paper cup from Cupper Craft Company.

As a newcomer, Cupper Craft will give a free sample to every place, and find out from the
people that how they feel, find out the best from a plastic cup or paper cup. After getting the
reviews from them it will distribute our paper cup products all over Bangladesh because of
customers' health, the environment is our main thing.

7
Customer fitness is important for our business. The company has to build a good relationship and
maintain this to stay in the market. Moreover, it is eco-friendly. So, the people who are very
conscious about the environment they will be interested to buy this paper cup from the Cupper
Craft.

The Cupper Craft will manufacture the paper cups then check it into a quality control
department. For this, the company will get to know about the quality of the product and it will be
able to ensure the product quality issue, safety issue from the quality checking control office.
After that, the company will distribute our product to the retailer.

A paper cup is a waterproof cup. It also contains the hot coffee as well as cold water. People can
use this cup in many ways like serving tea, ice cream, coffee, soup, etc.

KPC Industry, Green Cup is our competitor who produced paper cups as well as a plastic cup.
the company can easily grab our market by the paper cup with maintaining a good relationship as
well as telling the importance of the paper cup. As it is eco-friendly, good for health, and less
costly so people will go for it. It is also a re-cycle able.

The paper cup is not only eco-friendly but also sustainable. The demand for the paper cup is
increasing day by day. It is a very high-quality product. In the market, cupper craft has fewer
competitors but the other companies are producing plastic cups which are risky for us to grab the
market as well as to establish our product.

The paper cup is generally made by nature. The raw materials are woods, corn starch, paper
board. To make the paper cup the company needs wood, corn, and 100% bleached virgin paper
board for the body of the cup. The wood and corn will transfer into the Poly Lactic Acid by
fermentation, chemicals, and polymerization, and as it is a natural way so it doesn’t harm the
environment at all. In this way, the cup will be waterproofed. Then in 100-140 Degree Celsius,
Poly Lactic Acid will turn into carbon dioxide. It is known that carbon dioxide is important for
trees and also the quantity of CO2 is not that high which is bad for the environment. Though to
make the paper cup the company needs some materials which are glucose, lactic acid. The lactic
acid monomers turn into polylactic acid and the glucose will turn into glycolysis which is the
reason for ATP (adenosine triphosphate) which is an energy and NADH (nicotinamide adenine
dinucleotide) which is a coenzyme in making ATP.

8
4.0 PESTLE Analysis

4.1 Political

The paper cup industry's political system is more dependent on the government of Bangladesh's
rules and regulations. As a paper cup company, Cupper cup highly relies on the raw materials
being imported from international suppliers to ensure superior quality. The paper cup company
has to make imports based on those established government policies set through the ruling
power. Currently, the import duty on the raw materials is high for Bangladesh, making it difficult
to import goods and make a good profit from the paper cup business. As it makes an essential
factor that shapes the business lies within how the political parties regulate the policies within
the state. In this case, the paper cup relies more on the paper industry being regulated with
regular import duties that need mitigation to benefit both the business and the current
government policies. Moreover, Bangladesh's political instability makes it troublesome for
traders to conduct their business processes with their full potential, as they are reluctant to
political uncertainties that arise due to conflict between the two major political parties within the
year around. Political instability becomes a problematic factor when it comes to flourishing the
economic condition of the country and advancing as a middle-income country. Various year-long
events such as hartals, protests, political and social unrest, etc. among people make it
burdensome for the businesses to conduct their day to day affairs. According to a journal
published by Rahman and Rashid has stated that the political instability of Bangladesh has led to
downturn in economic variables that includes export, imports and violation of human rights that
ultimately had resulted in productivity loss for the small and medium businesses that operates
within the country (Rahman and Rashid, 2020). Another issue that was reported on the business
standard news website had stated that, Bangladesh has been ranked at 178 at the bribery index
due to this businesses are facing challenges when they are tackling difficult situations regarding
policy making, registration, taxation, logistics and procurement etc. with prevailing corruption
practices in the government offices ("Taking stock of bribery risk in business", 2020).
9
With these obstacles regarding the country's corruption practices, people are reluctant to take on
small and medium ventures, since the money required to bribe officials would not be a fruitful
outcome for the businessmen to make an overall profit from their venture. As a result, this stream
of corrupted practices must be brought into the limelight when assessing the countries' overall
political system for any entrepreneurial venture.

4.2 Economic

When considering an environment to operate a business, the exact knowledge and understanding
of that country's economic status and growth opportunities are an essential factor. The country
that we tend to make investments in should favor suitable conditions to grow the business and its
functionalities, bringing forth an economic system where the business can flourish with a rising
rate of GDP and employment opportunities. According to an article posted on the nordea trade's
website has reported that, the growth rate of Bangladesh was been estimated to reach 7.9%
within the year 2019, fall 2% during the pandemic outbreak in 2020 and soon rise up to 9.5%
within the year 2021 recorded according to the IMF forecast ("The economic context of
Bangladesh - Economic and Political Overview - Nordea Trade Portal", 2020). Bangladesh's
current economic condition is suffering due to the pandemic situation. However, it has the
potential to rise above the previous year’s forecasted numbers, which makes the country as a
land of opportunity for startups and small and medium enterprises. From having a stable
economic performance that has helped reduce poverty and social disparities, Bangladesh will
report one of the world's highest economic growth rates in recent years. Thus, with an expected
rising economy Bangladesh at 2021 the country would be able to boost private consumptions
from Bengali descendants of other neighboring countries who intend to drive the economy by
sending remittance to the country.

4.3 Social

The majority of the Bangladesh people lie within the poverty line having issues regarding poor
health conditions, hunger, and social disparities being the least developed country. With recent
years of economic growth and flourishment, the country is moving towards a middle-income
country. The majority of the people can support themselves and their family members with
essential and necessary goods. It is still struggling for Bangladesh to emerge from poverty. As
described in the 2011 Human Development Index, Bangladesh ranks 146th among nations on the
Human Development Index (HDI) (UNDP, 2011). Even with remarkable gains in numbers
compared to other countries, Bangladesh needs social development assistance to ensure its
citizens' overall prosperity in the long run.

4.4 Technological

Technological factors are variables that develop existing technology or create new technologies.
They play a crucial role in entering a new market or introducing a new product. In reality,

10
technology has made market research easy and within reach of everyone. Even the smallest
competitors can be beneficial from it. So, it is necessary to adapt to the technological trends to
cope up with the competition. Since our business aims to achieve sustainability by reducing
plastic waste, we will use green technology in the manufacturing process. We will focus more on
automation for producing more units, maintaining good quality, and reducing cost. We believe in
having skilled and knowledgeable employees to deal with rapidly changing
technology. Therefore, any technological advancement will affect the business. We will try to
extend our reach through digital marketing so that people outside Dhaka can know about us.
Even it might get us the attraction of some NGOs working for sustainable development in
different areas of the country.

4.5 Legal

Companies should have a good understanding of the legal framework in which it has to work
because it decides the business's success or failure. Corporate law is one of the most fundamental
legal factors affecting our business, including employment law, security, health and workplace
safety, and taxation. The HR department of our company will be in charge of ensuring the
company is obedient and protected from legal repercussions. As a manufacturing company, we
have to obey the government's rules and regulations to start our operation. We will maintain the
consumer safety level while producing the goods. We will also follow up on the "Employment
law in Bangladesh" for our organization's employees. In our country, we have some business-
friendly laws and regulation, and these are:

 Patent and Design Act of 1911

 Patent and Design Rule of 1933
 Trademark Act of 1940
 Copyright Act of 1999
 Labor Act of 2006
 Labor Rules 2015

4.6 Environmental

Environmental factors refer to the physical environment that includes consumer health, climate
change, energy availability, or any direct consequences. Today, the most concerning aspect to
bear in mind, with current global warming conditions and other environmental degradation, is
that the product we commonly used must have to be eco-friendly. The main benefit of our paper
cups is its biodegradability. These disposable cups are breakdown quickly than plastic cups and
not as harmful as plastics. These cups are usually made up of pulp extracted from trees, so there
is no doubt about it being toxic to the environment. Paper items, such as cups and paper-based
packaging, are made from sustainably managed forests' wood fiber, renewable resource.

11
 Use this as a business environment ad purpose.

5.0 SWOT Analysis

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This method was developed in 1960 by a man named Albert Humphrey of the Stanford Research
Institute (SRI). It is an important analytical and planning tool that Cupper Craft can utilize. This
SWOT analysis will help us with the decision-making process and overall strategies. This study
will tell us where we are actually on the market and how we can push ahead with our strategy.
This tool will allow us to study or research the profile of our rivals and give us an inside and out
comprehension of the market with the goal that we can plan adequately. There are two variables
in the SWOT study, both internal and external. Strengths and weaknesses of the business are
internal variables that evaluate within the organization, its properties, and its employees. Threats
and opportunities are external variables that evaluate what is beyond the company, and that is the
market and the competitors.

There are four elements or dimensions of this analysis, and in the following, we will briefly
define these four elements.

5.1 Strengths

1. Eco-friendly commodity: Plastic cups are unhygienic and detrimental to the climate, as
people and businesses around here know. These goods still dominate the market in this
advanced time, although the US and other European counties are aware of them.
Promoting paper cups will not only form a decent brand picture but will also draw a lot of
people as customers.
2. Highly trained employees: We will concentrate on hiring staff, and more than anything
offering them adequate training. Along these lines, we will have the option to get highly
qualified designers of paper cups, workers who will be able to manufacture high-quality
items.
3. High quality product: We have highly trained designers and employees and we don’t
have much competition in the market. We will be able to produce high quality products
and retain the consumers and at the same time attracting new ones.
4. Recycling and biodegradation properties: Cupper craft can replace coffee cups or any
other cups due to its biodegradable quality. It is not indicated that once the product is
used it's 100% recyclable. But once it's out in the environment it will cause no additional

13
 damage to our atmosphere. These cups also have the capability to minimize waste cost
and achieve enforcement by recycling schemes implies avoiding fines or penalties.
5. Big target market: There is no specific group of consumers for our product. Everyone
has been drinking from paper cups at least once in their lifetime. But, like our goods,
they're not degradable. Since they're biodegradable, Cupper Craft cups stand in the
crowd.

5.2 Weaknesses

1. High prices for raw materials and machines: The price of the paper cups will be
reasonable, however, the cost of the raw materials like virgin woods, fibers and other
chemicals will be high. Plus, the SZB/F paper cup machines do not come cheap. If all the
raw materials were possible to get from our country, the revenue could have been
increased. But for importing some materials from other countries, and the importing
costs, the revenue will be limited.
2. Drawback of being newcomer: There are drawbacks of being one of the newcomers.
We may have few competitions and can establish our brand easily but our process can be
copied by later entrants. They can get information from our buyers easier than us and if
we cannot capture our target consumers successfully, they’ll take advantage of that.
3. Lack of financial funds: As a start-up business, we're not going to have that much
money to spend at first, and it's going to be hard to succeed on the market while there are
existing companies like the KPC industry and Go Green Corp.
4. Lack of personalization: Customization isn’t a part of our plan at the beginning and so
we may lose some consumers who want plenty of varieties.

5.3 Opportunities

1. Go Green Movement: Even since the go green movement started, people are leaning
toward reducing wastes and starting recycling as much as possible. There is also a high
demand for products that do not hamper our earth. Hence, Cupper Craft has decided to
lessen the pollution to the environment and make products out of recyclable materials.
2. Awareness among People: Many of us do know about the current world condition and
how wastes or harmful materials are causing interruptions in the environmental cycles.
Our paper cups have the opportunity to replace plastic cups from our country. Moreover,
our operation will help people understand why we are trying to normalize using paper
cups instead of plastic cups, and this will aware people of all the positive effects of using
paper cups.
3. High Demand among Millennials: The Millennials in our country who are students got
the opportunity to learn more about the environment than the previous generation; i.e.-
NSU students know how bad it is to use plastic cups and still, the varsity authority didn’t
replace the plastic ones from the cafeteria. We will take the initiative to reach our

14
 products to NSU and replace the disadvantageous cups with our environment-friendly
recyclable paper cups.
4. Easy reaching out to people with Social Media Platform: Besides Millennials, other
people in our country can be reached too. People of almost all ages are now on social
media platforms. By now almost everyone is aware of the environment that is polluted by
plastics. Once we will be able to grab their attention, we will have the chance to target a
bigger section of people.
5. Less competition in the Market: There are plenty of paper cup companies in our
country but none of them tried to operate online. Cupper Craft will be the first paper cup
company to reach people through social media and that will be beneficial for us as well as
everyone. Because of the unavailability of paper cups to buy online, many are still plastic
cup users. Our company will use this chance to have less competition at the beginning.
6. Never to go out of style: Some companies come up with products that hype up the whole
world for a while and eventually the hype goes away and the companies often run out of
business. But the product we are willing to present is ageless. People will always party,
there will always be water filters and drinks in offices, schools, hospitals, restaurants, or
in cafeterias, therefore, the use of paper cups will not go down.

5.4 Threats

1. The Entry of new competitors: It is very common for businesses to compete with
similar companies. It is expected that, as soon as we will get recognition, there will be
new competitors in the market who will try to sell similar goods like Cupper Craft. Once
the new competition will begin, our company will have to work twice harder to keep our
name alive.
2. Cheaper Alternatives: The new competitors can offer their cups at lower prices to
attract customers. Plus, plastic cups are also cheaper than paper cups. So even after all the
advantages of using paper cups, many will stick to plastic ones to not increase their costs.
3. High Corporate Tax rate: The tax we will have to pay as per Bangladesh Corporate Tax
Rate will be high and this will prevent us from having a good amount of profit at the
beginning. The expense at the Bangladesh Customs can be high as well.
4. Trust issues of consumers: Most companies in our country can’t ensure quality once
they gain the trust of consumers. These may cause trust issues among consumers. Also,
most of them here give priority to their personal needs more than the safety of the
environment, and they try to be ignorant of green advertising.

6.0 HR Policy

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6.1 Recruitment and Employment process

6.1.1 Recruitment

Cupper Craft is a start-up manufacturing company and, as a start-up company, it needs to hire the
right employees in the right place and at the right time so that the company can achieve peak
output. This is among the most critical processes in any corporation in the HR department. While
recruitment is difficult, it is an essential part that needs to be accomplished. If the company do
the enrollment research properly, then it will assist us with building our employee brand.

Cupper Craft will consider some of the primary issues before participating in the hiring process.
It will survey the rules of the administration just as the restrictions. The CEO and other
executives will also review the hire's priorities and the criteria of the recruiter. There is another
aspect that this company needs to remember and that is it cannot recruit internally. This company
has to go with external recruiting as this is a new company, and it have to follow the process
according to it.

1. Initially recruit leadership: As a start-up company, firstly Cupper Craft will choose
leadership over support staff. If the company hires the wrong CEO and other executives,
it may be the worst thing that happens to it. So, the company will arrange a special
hiring team to make sure it gets the right and deserving people in those positions. If the
company hires the right and qualified executives then, they’ll hire their teams and
subordinates. If it moves forward like this, the new organization will develop the
premise of a very notable administration plan named the span of control. This strategy
was initiated as a military strategy.
2. Researching job market properly: Researching the job market thoroughly is an
important process before strategic hiring. This will give an insight of how other
companies are doing, if the labor market is tight or not and then the company will make
a budget and follow a certain strategy.
3. Writing job description accurately: The consistency of the job description would
clearly define the essence of the work, and it is necessary to determine the distribution of
work and to recruit skilled people. A concise job description will give interested
candidates a sense of the priorities involved. They will understand the exact tasks,
responsibilities, and duties we are asking.

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4. Writing job specification clearly: The job specification is a concise variant of the set
of job descriptions, and it will assist us with narrowing the focal point of our meeting
group questions and needs when we are recruiting a worker to fill this job. It gives
definite data about any employment including position obligations, wanted specialized
and physical aptitudes, conversational capacity, and significantly more. Cupper Craft has
to write it thoroughly and accurately so that we can pick the most suitable applicant for a
specific position.
5. Spend recruitment money effectively: Typically, startups in our country don't spend a
lot at first while recruiting, and later they affect their growth. This company can't be
cheap when it is trying to hire, and at the same time, it is not going to spend recklessly.
It has to manage the recruitment budget carefully and spend that money effectively so
that it can get the experts and people at the top of their game which will accelerate the
growth.
6. External Recruitment methods: Cupper Craft has to follow the previous steps one by
one, and then proceed to the selection of external recruiting methods. The following are
the approaches that the hiring team will use to find the right candidates for the Cupper
Craft.
 Advertisements: It's one of the most popular methods in our country. Cupper
Craft’s advertising channel will be TV advertisements, technical journals, and
newspaper ads. The company is going to go for YouTube commercials, too.
 E-recruiting: The company can use some of the tools or medium like LinkedIn,
Dice.com, Bdjobs.com. Facebook job posting is one of the less costly medium
and it will also use it.
 Executive search agencies: This will be the first and foremost approach that
will be used by Cupper Craft. The company will hire a special team that will help
them to hire the right CEO. They will also focus on the managerial positions and
help the company to find the worthy executives.
 Educational institution/ paid internship: This approach has become popular in
the recent years and it’s less costly as well as effective. The company’s team will
visit the notable public and private universities to enroll the understudies
legitimately for the activity positions. They are not going to offer paid
internships first, but the company can give them in one or two years. It will
improve students ' abilities, and some of them may turn out to be very talented.
They will get a permanent position later on.
 Others: There are other approaches which aren’t as important as the above ones
but can be used by Cupper Craft. The company can use Employee-referral
method which is basically finding talented people by asking the executives. This
is only internal recruitment method which the company will use, after hiring the
executives. If required, it can also use the temporary jobs agency and the
recruitment of special events. Those are the secondary choices.

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6.1.2 Selection

The company will get a lot of eligible applicants while we're going through the recruiting
process. The selection process is coming after that. In this process, the company will assess their
efficiency, experience, skills, and make a screening process. This is a step-by-step method, and
we're going to follow it.

1. Receiving Applications: This is the first step of the company’s selection process. The
hiring team has to wait for the candidates to respond the job advertisements. They will
receive the applications and then screen it.
2. Screening Applications: This is the second step of the selection process after receiving
the applications. The company will form a screening committee to choose candidates
from the applications. The committee will go through resumes one by one, whether
manually or software-assisted, and identify prime candidates. They will select the
applications based on the background, resume layout, cover letter and other reliable
fields.
3. Screening call: Screening call or phone call is the next step after screening the
applications of candidates. The object of this call is to decide if the applicant is
genuinely interested in the job. Simply the best candidates will go to the following,
harder enrolling levels, and that will save our cash and the time of the screening board.
4. In-person Interview/ Online Interview: This is the most significant part of the
selection process. There is a waitlist of applicants left after the review of applications
and calls. The firm’s group will meet those fruitful candidates to conclude who will be
their most recent recruits. Presently they should take the interviews online due to the
pandemic. This is going to give the candidates a positive message and make a decent
organization image. The team is going to utilize Zoom as a video conferencing meeting
on the off chance that they can't take meets face to face. They need to make sure that the
interviews go smoothly and efficiently, and that they have to have good material and
plan.
 Firstly, there will be Job-related questions, such as position-specific, behavioral,
and contextual.
 The company’s group will ask cultural fit questions which will assist them with
picking these candidates who are bound to flourish in their workplace. For
instance, the group will ask coordinated effort inquiries, to distinguish
cooperative individuals. They will likewise ask versatility inquiries with the goal
that they can realize which candidates will be more adaptable and will have
smooth progress to their new job whenever recruited.
 They will offer the candidates to choose their advantageous days so that we can
spare time and stay away from to and fro emails. They may likewise stop double
reserving or booking. By urging candidates to choose their convenient days, they
will feel comfortable.
 They'll send the applicants all the details they need, such as the exact time and
length of the interview.

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  At last, the company will provide suggestions to their hiring group when the
meeting is finished; the best recruiting choices are centered around collaboration.
5. Background Investigation: Cupper Craft’s hiring group will survey the background
investigation so that they can confirm that the data on the application is correct and
solid. The company’s employers will, for instance, carry out pre-employment checks to
guarantee that candidates have come clean in their resumes or that they don't right now
take unlawful medications. There are numerous types of individual verifications,
including criminal records, driving records, credit reports, and drug tests.
6. Reference checks: This will be the final stage of the selection process, and then the
company will offer the job to the selected applicants. At this point, their enlisting group
will request a few references for the best contenders. Along these lines, it will get input
on their results from people they've just worked with for a considerable length of time,
like former companions or colleagues, former bosses, or corporate clients.
7. Offering the job: This is practically the last step of the selection process. The company
is going to sit down with their recruiting team and have a conversation about the chosen
applicants and their attributes. Then the company will contact the selected applicants and
inform them that they will give them certain positions in our business and set a date for
the negotiation of the terms of employment.

6.1.3 Orientation of new employees

After the hiring process, Cupper Craft needs to do is arrange a decent orientation program for
new employees, which is a primary thing. This is the process the company will use to introduce
new employees to their positions, roles, and the work environment. They will also know their
colleagues. This program is a good way to make new employees more comfortable with the
company’s business and its culture.

Only the HR department will be responsible for coordinating this event, and so the company’s
HR manager will carry out a strategy to coordinate this event. The content of the program is
important, as the purpose of this program is to implement and make new employees comfortable
with Cupper Craft.

 This is a new company, so the outline should be clarified. The CEO of Cupper Craft will
welcome new employees and provide a brief overview of our business. He’ll mostly talk
about company’s vision, mission and strategies to go there.
 The company’s HR manager will provide an overview of the culture of our business. He
or she needs to make them feel relaxed and excited about the culture of our business.
 The executives will also discuss safety measures and the organizational chart with the
new workers.
 Executives will also have to go over the process of the organization and provide them
with the workers' handbook.

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  The orientation program will be carried out in two stages since there are so many
workers. The company’s executives won't be able to show them every corner of the
workplace at the same time. The first part of the orientation will take place in the
morning and only the top and mid-level employees will attend. The second step of the
orientation will take place in the afternoon and only lower-level personnel will be present
at that time.
 The company will submit emails instead of filling out the appropriate form or documents
on the orientation day. They're not going to feel bored, and they're going to feel
motivated during the orientation session.

6.1.4 Terminations and Exit Interviews

Termination and its policies

Termination is one of the most important and crucial factors for any organization. Cupper Craft
is no different from any business, and they're going to take it seriously. Before the termination of
the employment contract, their executives must weigh certain considerations. Otherwise, if
executives make a mistake here, Cupper Craft could have to face a lawsuit or even destroy their
reputation.

There are few considerations that the company’s CEO and other executives must consider before
termination of jobs. They need to make sure that the dismissals are legally justified. If the
company’s employees feel they have been unfairly expelled, they can make a case with the help
of lawyers and take it to the Labor Court, Dhaka. Cupper Craft cannot face the difficulties of
going to court and fighting such cases. The company will look up if there is any requirement for
extra support in any other department before the termination of employment. Rather than losing
the funding of fully prepared workers, it will be unmistakably more practical to retrain the
worker in another job. If workers are underachieving, the company’s executives must talk to
them and try and inspire them or develop them instead of an unwanted firing.

Shortly after the termination, Cupper Craft doesn't want to face any issues, so we have policies
and follow those policies strictly.

 When an employee wants to leave the business voluntarily, then there will be no issues
afterward. if the organization takes the initiative of termination, then this is involuntary.
The company needs to show the employee the exact reason behind the termination of
employment.
 If they break some important rules for than once, the company will send notice or
warning. If they keep breaking those rules afterward, it will terminate their contract.
 It will try to improve the employees if they don’t perform well, but afterwards if they
don’t try to perform well, it will terminate their contract.

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  Cupper Craft is really strict against the ethical issues. If the employees lie, steal or try to
falsify information more than once in the office, then it will fire them.
 Any type of harassment is not acceptable at all. It will fire them without any warning if
they are found guilty.
 It is prohibited to smoke and drink alcohol within the premises. The staff will receive two
notices if they are found guilty.
 Accepting bribes is a tremendous corruption, and the company will fire them. There will
be no warning for this.
 If workers are involved in any illegal activity, it has no choice but to terminate their
employment.
 Being incompetent and missing offices sometimes may not seem like a serious issue, but
those employees will be a problem for the company in the long run. The company will
alert them a few times, and then if they don't adjust, we'll fire them.
Exit Interviews

Another important consideration for the company is the exit interview. The company is going to
perform exit interviews properly. This will give the company the ability to receive direct and
truthful input from the worker who is exiting their work. Successful current interviews would
also make a good impact on the workers leaving and retain a positive corporate image. The
company will take following steps to conduct an effective exit interview

 It will create a friendly atmosphere for our employees.

 The company is going to take the interview in person.
 The company will send them clear reasons for their termination of employment.
 If they leave voluntarily, the company will ask questions like what was the reason for
them to quit work and pay attention to them.
 The company will be polite and courteous during the whole interview, and it will also
take their comments.

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6.2 Training and Development Programs and Services

6.2.1 Career Planning

Every organization needs careful planning of the careers of its employees. Here in cupper craft,
we are ready to make sure that we can provide adequate training and education to enhance
employee's performance and make the best use of new opportunities to expand their careers.
Presenting a mindset focused on career development and achievement of objectives. Effective
Career planning will lead the employees to a better fulfilling career and improve future
anticipation of various events and opportunities that arises during the journey the employee has
with the organization. With more emphasis on career planning, training the organization will
retain employees with sheer dedication to providing work-life balance and career satisfaction.
Moreover, Efforts towards achieving organizational goals and objectives and on the as managers
with competent workers will ensure the work efficiency and quality from analyzing the talents of
the employees and make room for training and development to get the most out of their
employees. The following ways best describe the purpose of career planning that would
emphasize throughout the time of employment:

 The employee would be given a floor for career development to get the organization's
utmost satisfaction and address positive changes in the organization and performance.
 Formal career planning programs would be designed and implemented towards the
organization's specific needs and fulfilling the employees' desired career needs by using
key management positions.
 The company will assist workers with standardized training and education facilities to
help employees improve their expertise, abilities, and skills towards fulfilling the
organization's objectives and makes them able to take on more opportunities in the future.
 The employee will receive a practical guide on how the performance is being brought out
and effectively makes necessary adjustments to make the organizational strategies
aligned with the goals.
 The employees would be encouraged to attend and participate in self-development
activities that would be a gratifying experience for them by using the company's
resources.
 The employee would be encouraged to apply to key managerial positions when there is a
company vacancy to demonstrate a competent manager's ability.
 The paths to career fulfillment and satisfaction would help the employee determine
his/her full potential to make impactful changes in their job positions through job
rotations to see what fits best.
 Managers will review and track their employee's performance and provide long term
planning of career development programs to guide them throughout their employment
journey.

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6.2.2 Assessments

Before providing the employee with necessary training and development opportunities and
before the programs' arrangement, the company requires employees to understand the gap in
their knowledge, skills, and abilities. Training needs assessment is a required company policy.
The policy would be beneficial for both the company and employee to evaluate the human
capital resource gaps and provide job satisfaction for the employee to facilitate the needs that
must be met with training. The needs assessment to obtain the best out of the employee and gain
the full potential of their inner competencies would achieve the company's strategic goals. The
following methods reflect on the assessment need for the company are:

 Personality assessment: The Company would assess the worker's performance and
potential through the personality test for which they are required to carry out the job. Pre-
hire assessments, for instance, help to decide the level of energy of an individual,
resistance to frustration, and cultural awareness. Personality assessments show the
strengths and weaknesses of an individual. Besides, managers will use the findings of
personality testing to help lead them in their career growth.
 Competency assessments: Hr managers post well-defined work responsibilities, alongside
lists of qualifications and experiences essential to fulfill job assignments, ensuring that all
employees grasp the work needs. The training courses will involve tests at the end of the
session to determine whether a participant has managed to meet the course's learning
goals. Also, training professionals will observe people returning to work to assess
competency further.
 Satisfaction assessment: The employee will be assessed to evaluate the level of
satisfaction they attain from completing the tasks and improve their abilities throughout
the training courses. The training would fix low morale among workers, lack of job
growth prospects, discontent with salaries and benefits, and repeated concerns on the
same subjects and address these problems to improve their career development
opportunities.
 Organizational assessments: The hr personnel would conduct various surveys to ensure
that employees get adequate support in the company. The evaluation would be beneficial
to the employees and the company to assess the effectiveness of need improvement and
generate solutions tailored to those needs or issues. This will ultimately result in
initiatives that discuss work-life balance, health, safety, or career growth concerns.

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 Skill-based Training

Training methods Skills related to

Lectures Listening and speech

comprehension.

Videos Communication, interviewing and

customer-service.

On-the-job training Training fresher, upgrading skills

of experienced employees and
transfer knowledge.

Self-directed learning Develop needs and goals for

learning, self-disciplined and self-
evaluation.

Case-study Analysis, decision making,

synthesis, and evaluation by the
study of business scenarios.

Business games Management and application of

interpersonal capabilities through
gamification.

Role-plays Generating interpersonal response,

application of emotions to solve
real-life problems.

Team training Improving knowledge, behavior

and attitudes aspects of team
performance.

6.3 Compensation structure and programs

6.3.1 Salary Administration

Salary of the CEO: 1, 20,000-1, 50,000 BDT

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 Salaries of the Accounting and Finance department

Job Role Salary (In BDT)

Head of Finance and Accounts 90,000-1,00,000

Executive Accountant 55,000-65,000

Financial Analyst 55,000-65,000

Salaries of HR department

Job Role Salary (In BDT)

Head of HR 90,000-1,00,000

Executive HR manager 55,000-65,000

Assistant HR manager 35,000-45,000

HR Operation manager 25,000-35,000

Training and Development manager 25,000-35,000

Performance, Compensation and Benefit manager 30,000-35,000

Salaries of IT department

Job Role Salary (In BDT)

Head of IT 90,000-1,00,000

IT specialist 45,000-55,000

Salaries of Marketing & Sales department

Job Role Salary (In BDT)

Executive Marketing manager 90,000-1,00,000

Executive Sales manager 90,000-1,00,000

Digital Market manager 60,000-65,000

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 Brand Market manager 55,000-60,000

Market Analytic officer 60,000-65,000

Sales development manager 60,000-65,000

Sales representatives 30,000-40,000

Customer Service Officer 15,000-20,000

Salaries of Logistics department

Job Role Salary (In BDT)

Head of Logistics 90,000-1,00,000

Waste Manager 65,000-75,000

Executive Supply Chain officer 65,000-75,000

Secretary and Logistics Coordinate 60,000-65,000

Supervisor 50,000-55,000

Warehouse manager 40,000-45,000

Raw Material Collector 35,000-40,000

Transport Supervisor 30,000-35,000

Salaries of Operation department:

Job Role Salary (In BDT)

Head of Operation 90,000-1,00,000

Operation Manager 65,000-75,000

Production Manager 50,000-60,000

Quality Control Manager 30,000-40,000

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Assistant Officer 25,000-30,000

Factory Supervisor 30,000-40,000

Factory Labor 10,000-15,000

6.3.2 Incentive

Rewarding employees with financial rewards are very beneficial. Certain employees will get
special financial rewards due to production surplus. Incentive helps motivate the employees to
work without indolence. It not only motivates employees but also helps bring prosperity to the
company. Some of the incentives we will offer are:

 Flexible working slots/hours

 Using positive reinforcement So that the employees can focus to work better
 Create a friendly office environment, i.e.- reserved parking lot or transportation facilities,
pet owners can bring pets, etc.

6.3.3 Compensated Factors

1. Basic Salary Structure: The basic salary that employees will receive for their contribution to
the organization.
2. Direct Benefits: Also known as Pay Incentives. Direct benefits like end-year bonuses based
on performance and seniority level will be given to employees. Work commissions will be paid
when there is a special project.
3. Indirect Benefits: Some of the indirect benefits we have planned to offer are:
 Supplementary benefits, when employees need study-leave, casual leave, sick leave,
festival leave, maternity leave, personal issue related leave, severance pay, etc. will be
provided.
 Insurance benefits will be provided based on the employees’ basic salaries. Occupational
hazard compensation and health insurance will also be there to help them.
 Retirement plans- contributory provident fund and gratuity will be given to retiring
employees. But they need to work at least 10years in the company for that.
 Medical Check-up Services for temporarily disabled employees (broken hands or legs),
pregnant employees, and elderly workers for their regular BP and Sugar level check-up
will be provided. Child care center services will also be added to this indirect benefit.

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6.3.4 Motivational activities for employees

A confident employee can easily become a very skilled one due to confidence. It plays an
important role and helps them do a lot better. In order to level up employees’ skills and
confidence, here are some of the steps we will follow:

 Identify hard-working employees: To recognize the greatest employees and their hard
work, we will keep an eye on every employee. After shortlisting and proper evaluation,
we’ll point out the “Employee of the month”. Once we do that, we will take the
employee’s picture and hang it on the wall. This will motivate other employees to do
better and make them work hard and follow rules and regulations like the top employee.
 Celebrating Success: Every now and then celebrate good success and results. If any
employee surprisingly does something great for the company’s wellness, we will mention
him/her in front of every employee of the company and give rounds of applause to that
they can keep it up.
 Give them time-to-time breaks: Making employees work without pause may often tire
them quickly and that can affect them negatively. To have more productive employees,
we as a company will offer them breaks whenever needed to re-freshen up.
 Care for To-Be Mothers: Besides regular employees, pregnant employees will be
valued too. We’ll offer pregnancy care packages and other benefits to show our care and
love.
 Transparency and Clarity: We will make sure that every employee of our company
will have conscious and clear goals set for them. A clear mission is easier to accomplish.
Because, it is almost impossible for them to invest actual and solid motivation into a task
they're confused about, or unaware of.

6.3.5 Promotion and Transfer

Because of being a start-up company and having only one main branch, we have several
limitations over promotions and transfer. Promotions and other special compensations can only
be given, once we expand our business. Till then, we will provide financial increments to them.
Following the specific policy for promoting and transferring employees:

- We will do job rotations among lower-level employees

- Blue-collar employees as well as the supervisors will get financial benefits after one year of
joining the job.

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- One year of the probationary period is mandatory for executive officer and assistant managers.
After the probation, they’ll get permanent and will receive promotions.

6.3.6 Employee Evaluation

In order to achieve a high rate of productivity, HR managers have to evaluate every employee
from the very beginning. In start-up companies, this is needed just like any other company. The
incentives and financial benefits are thoroughly related to the evaluation. Hence, employees need
to be evaluated throughout the year. This will also give the appraisers a clearer picture of the
company’s internal workforce and their performances. This is why evaluating employees are
important to develop the company and its products.

6.4 Performance Management System

Management by Objectives: 

We plan to use this method for the head of each department for their job evaluation. It is a
strategy that managers use to monitor their workers by implementing a series of defined goals
agreed upon by both managers and employees to achieve in the immediate future and work
towards it accordingly. This evaluation method will help our company as we want our
departmental heads to have a clear understanding of their roles and responsibilities and
expectations to understand the importance of their activities to the organization's overall success.
It will provide them with a clear understanding of what we are expecting from them. Besides,
this method usually results in better team-work and communication.

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Behaviorally Anchored Rating Scale (BARS): 

We will use a behaviorally anchored rating scale system for the company's upper and middle
managers and executives to measure their performance. Departmental heads will rate them
according to their performance and specific behavioral patterns. First, the CIT (Critical incident
techniques) will be written to compare each employee's performance against specific behavioral
examples tied to numerical ratings of 1 to 7 (The higher, the more acceptable level of
performance). Then we will develop performance dimensions related to their jobs' tasks. The
next step involves scaling the critical incidents, which leads to creating the final instrument. This
method will bring the benefits of quantitative and qualitative data to the employee appraisal
process as it combines the benefits of narratives, critical incidents, and quantified ratings. It
would be ideal for us as we do not have many different positions, but rather groups of positions
or departments made up of similar jobs.

Graphic Rating Scale: 

This performance appraisal method will evaluate the performance of supervisors and lower-
management employees. In this approach, traits and job-related behaviors will be listed down,
and each employee will be rated against those traits, usually on a numerical scale. It analyses
quantitative data and compares it with the given task to make better decisions.

Simple Checklist Method: 

It is a list of statements that describe employees' characteristics and performance on the job. It
tries to determine whether the employees are on track or not by indicating the positive or
negative behavior of each statement. More positive checks than negative checks refer to better
performance. We will use this method of appraisal for our factory workers, labor, raw material
collectors.  

Groups Appraisal Method Done By

Head of each five departments MBO CEO

HR Manager, Executive Marketing

Manager, Executive Sales Manager,
Waste Manager, Executive Supply Chain
BARS Departmental Heads
Manager, Secretary Logistic Coordinate,
Operation Manager, Executive of
Accountant, Financial Analyst

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Assistant HR Manager BARS HR Manager

Digital Market Officer, Market Analytic BARS Executive Marketing

Officer, Brand Market Manager Manager

IT Specialist Graphic Rating Scale Head of IT

Production Manager, Quality Control BARS Operation Manager

Manager

Operation Manager (Recruitment and BARS Assistant HR Manager

Selection), Training and Development
Manager, Compensation and Benefit
Manager

Sales Representative, Customer Service Graphic Rating Scale Executive Sales Manager
Manager

Supervisor (Logistic), Supervisor Graphic Rating Scale Departmental Managers of

(Factory) Logistics and Operation

Warehouse workers, Collectors of raw Simple Checklist Method Supervisors

material, Factory labors

6.5 Record Keeping Policy

Records Keeping System

As a responsible company, it is necessary to keep business records, transactions, and documents
daily to avoid any obligation. Keeping good records of transactions and tax invoices will help
our company monitor its financial performance and comply with any tax issues. Proper business
record-keeping will provide our business with a real advantage over the competitors in many
ways. It will help manage accounts, working costs, interests, and taxes effectively. It can be done
manually by an audit or by automated software. For record-keeping, we will use the HRIS
(Human Resource Information System). We will follow the obligatory standards for making and
keeping total, furthermore, accurate records, and giving access to records as required. It can

31
guarantee that all documents that provide proof of business exchanges or choices or contain data
necessary to the business are caught into the record-keeping framework. Employees in the
company must not overestimate those records.
HRIS System
The software will be used for data entry, data tracking, and data management of the company’s
human resources operations. This software will keep employees' records, including name,
designation, salary and benefits information, performance appraisal information, leave and
absent documents, and other necessary details. The HRIS of our company will only be available
to the employees within the organization to look over their records when needed. They will also
be able to make changes in information with proper justification. Also, we will be able to handle
critical business processes such as running payrolls and offering benefits to employees through
this software. Finally, it can contribute to different strategies by providing analytics and
statistical data that enable more accurate decision-making scopes.

6.6 Time off Programs

Vacation and holidays

The Company strategy considers each Vacation and occasion for each worker. Our HR division
consistently thinks about representative adaptability. A few representatives can get paid leave in
their Vacation and events, and some don't get this chance. We, as an HR, we consider this how
prolonged period this worker with us. When we extend to the employment opportunity for any
post, we will tell the individuals what number of excursions and occasions they are qualified for
and begin taking it. The Human Resources division will ensure what time a representative can
take off from work.

32
  Depends on every country law system about national holidays, festival holidays and
different kind of vacations Cupper Craft HR department always try you to give their best
to their employee but with the consideration of country law system. 
 There will be 14 government holidays and ten public holidays for every employee in the
general term. If an employee needs this available leave, they will apply to the HR
department and their particular department at least one week before their single vacation. 
 Cupper Craft HR department will also give this opportunity to their employee that if any
of the employees don't use this available leave in a particular year, they can use this
available leave or add in their next year's holiday. Or another way they can do extra
office days instead of using this available leave.
 The weekly holiday of the company policy is Friday and Saturday, company weekly
holidays.

Paid leaves

Our company has its agreement for paid leave so they can apply to the employee. Our
organization strategy decides how much excursion pay a worker will get on the off chance that
he/she is qualified for getting it. As an organization, we won't segregate on race, sexual
orientation, religion, or other shielded qualities while giving downtime from work. Paid leave
can be excursion leave, wiped out leave, individual leave, family clinical leave, memorial service
leave, or occasion. Contingent upon our organization strategy, workers might be needed to utilize
their get-away during a particular period, or they might have the option to convey unused leave
to future years.

 The employee will take paid leave, but there is a condition applied for this paid leave. If
an employee wants to take their paid leave, this employee must have at least two years'
work experience.
 Cupper Craft HR department will give their Employee casual leave ten days in a year, but
a condition will apply for this casual leave. An employee can take an informal break Max
4 days at a time. 
 As per Bangladesh's labor law, the Cupper Craft HR department will give 21 days'
Annual leave to their employee with full salary.

Family and Medical leaves

As HR, we generally attempt to adjust the work environment's requests with the necessities of
families and to qualifies representatives for taking sensible leave for clinical reasons, for birth or
transformation of a youngster, and for the consideration of a kid or parent who has a severe
wellbeing condition. When the workforce pulls out that the individual in question needs clinical
or family care depart, the business will have an obligation to research to decide whether the rest

33
fits the bill for family and clinical leave assurance. The withdrawal can't deny creation needs, a
bustling working timetable, or the business considers it too necessary to even think about
allowing downtime.

 Cupper Craft HR department will give their employee sick leave like any employee
absence due to their sickness or illnesses. So, they can get a full salary for their sick
leave. But they need to give a medical certificate. But after one month of their sick leave,
they will get half a wage instead of a full salary as per our company policy. 
 Cupper Craft HR department will give family leaves, but the condition will be applied.
The employee must have six months' work experience with the company. After that, they
can take this leave. 
 We will offer Family leaves to think about a genuine sick kid, parent, or mate.
 Cupper Craft HR department will offer Medical leave to our representative for a genuine
wellbeing condition that makes the staff ill-suited for the activity.
 Always try to give our best things to our employees. Our HR department takes different
steps for their employee for their Safety and Health purpose. This following Safety and
Health policy, mainly our HR, will give our Employees.

 Insurance Benefit
 Retirement Benefits
 Employee Service
 Supplemental Pay
 Flexible work scheduling
 Physical fitness programs
 More extended workdays with fewer workweeks
 Unemployment Insurance
 Parental leave
Leave of absence

Our organization will apply both paid and unpaid Leaves of Absence. Due time away is time off,
which is unpaid when a worker will utilize the entirety of them. Managers who will offer unpaid
LOA and won't be needed to follow the Family and Medical leave will stick to various standards
and necessities. Regarding paid time away, it will rely upon our organization's approach. We will
consider taking care of time out and time for circumstances that don't fit the bill for handicap
protection.

 Cupper Craft HR department will offer their female employee to give Maternity Leave
with full salary. Our company will follow the Bangladesh government policy about
Maternity Leave. Our company will provide 120 days' leave to a female employee.

34
  Cupper Craft HR department will offer their male employee to give Paternity Leave with
full salary. So, he can take his newborn child and his wife.

6.7 Employee Benefits

 Always try to give best to our employees. There are different types of benefits we will
provide to our employees to work with us happily. This following Compensation and
Benefits Policy is applicable for all the Employees.

 Pay for performance

 Salary increases and promotions
 Overtime and shift pay
 Probationary pay
 Paid and unpaid leaves
 Paid holidays
 Salary compression
 Geographic costs of living differences

35
  The grade 2,3 employees and factory labors can also get some monthly bonuses if they
achieve their target what their boss orders any mark. 
 The grade (1,2,3) employees also gets a 5% provident fund when this employee works
with us at least five years. After that, they will get this provident fund. 
 All the employee can take the opportunity to celebrate all the main festivals for every
relation like (based on Bangladesh) Puja/ Eid/ Buddha Purnima / Christmas with their
family members. At that time, every employee can get paid leave and get a bonus for
their festivals to celebrate their festival happily with their family members. But as per the
HR policy, they only get three paid leave.
 Grade (1,2,3) employees can also get other benefits like life insurance for their family,
child, or full body checkup in any respected hospital.  

6.8 Employee and Community Relations

6.8.1 Flexible work schedules

Our new company will have a precise working hour. It will be 5 days on a week and 8 Hours a
day (9 to 5 office hours). But we will provide flexible working schedules for all employees if
there are valid reasons. For flexible work schedules, we will provide flexible operating time,
compressed week, and telecommuting.

 Flextime: For flextime, all the employees should finish their 8hours work. The core
office hour will be from 10 am to 4 pm. All the employees must ensure their presence on
that time. So, if someone wants to start their work at 10 am they will work until 6 pm. For
eligibility, employees must work in the company for one year and there must be a valid
reason for enjoying flextime.
 Compressed week: Group (1,2,3) can enjoy compressed week. If someone badly needs
this compressed week, he/she will need to inform us, for this schedule at least 7 working
days before. So, if he/she wants one day leave, he will work 10 hours a day for remaining

36
 4 days to complete his 40hours of work. For eligibility, employees must work in the
company for one year and he/she can enjoy this facility once in 3months by providing a
valid reason.
 Telecommuting: Only group (1,2) employees are allowed to work from outside of the
office from home or any other place via the internet depending on their needs.

6.8.2 Attendance and Discipline

To ensure efficiency and effectiveness in the company the employees must be present at the core
working hours. If someone arrives late, makes absence, or leaves early without knowing their
department heads, it will consider as an offense and there will be a penalty for that.

 If an employee misses their office without any former notice, there will be a deduction in
their salaries.
 For arriving late in the office or early leave without any former notice action will be
taken depending on the situation.
 If someone became sick and couldn’t join the office, he/she should inform immediately to
their departmental heads and have to provide medical certificates later.
 The frequent absence of any employee may result in termination
 An employee with high attendance will get their edge in promotions.

For maintaining discipline, we will monitor every employee’s behavior in the office. Legal
action will be taken if any employees violate the discipline of the company. For sexual
harassment and theft, there will be no more chance for the employees to continue with cupper
craft.
6.8.3 Suggestion & Grievance programs

To ensure a great working environment a company needs to treat its employees fairly. Listening
to employees’ suggestions complaints, queries are also our responsibility. This program will help
every employee to express their suggestions and will make sure they have no complaints any
more.
Employees can give their suggestions in an open mind with any hesitation. If any employees feel
uncomfortable for their opinions or have any complaints there will be a suggestion box in our
company and also in the companies’ intranet where their name will be hidden. If anyone needs to
talk with their upper management, they will ask for an appointment. By doing these things
employees will feel motivated and will find a great working environment.

37
6.8.4 Regulatory compliance

For maintaining regulatory compliance, we will make sure our company to follow the
Bangladesh labor law act. Staring from our recruitment to compensation every step will follow
the Bangladesh labor law.
6.8.5 Handbooks and policies

Cupper Craft will provide a handbook to every employee which will contain all the policies of
the company. It will help the employees to have a better understanding of the policies and the
company will ensure its policy is well maintained.
 Dress Code: Dress code will be mentioned in the handbooks. All the employees who
have their dress code need to must attire it and the employees who have not any specific
dress code will wear formal.
 Code of Ethics: It will be followed strictly. All the employees should respect each other.
Every employee has their different view and different kind of opinions but they have to
make sure that it shouldn’t create conflict. The employee must respect each other and
should be fair in their working environments.
 Drugs and Alcohol: It is strictly prohibited. If someone is found with any kind of drugs
or alcohol there will be immediate termination.
 Equal employment opportunity: One of the key elements of our organization is to
provide equal employment opportunity at any cost.
 Harassment & violence: There will be zero tolerance for any kind of harassment and
violence inside the organization. If evidence is found against any of employee, legal
actions will be taken immediately.
 Cell Phones: Employees aren’t allowed to use their cellphone in their core working
periods and should not use the office phone for their personal purpose.
 Training and development: Every employee need to finish their training and
development after joining the company.
Handbooks and Policies will be updated at any time if it is necessary. Every employee should
abide by those policies and gibe respect for each individual in the company.
6.8.6 Employee communications

Every company has its unique management systems. But to ensure unique management, firstly
the company should introduce an effective commutation system for all employees. For an
effective management system, two-way commutations are essential.
Cupper Craft organogram will ensure communication for all employees in that way which will
contain transparency and help the information’s in the organization to pass smoothly and
accurately.

38
All the departmental heads will directly communicate with the CEO. The communication
method will follow the hierarchy structure of the organogram. For communication methods,
different types of methods like face to face, mails, verbal, video calls can be used. If necessary,
communion is needed for any employee with any other employee this can be made by
appointment. (Example: Sales Manager with CEO). For grade (1,2,3) mobile phones with sim
cards will be provided to communicate for job-related purposes only. Moreover, a social media
group will also be helpful for the employees to contact with ease.
6.8.7 Award/ recognition programs

For proper motivation of the employees and their encouragement award/recognition programs is
a must-have option in an organization. This program will help the employee to work with self-
esteem. It will also help them to be loyal and committed to the company. So, our company will
also have award programs every year.
Eligibility: Employees have to work for at least one year in the company. After one year of
employment, the employee’s performance will be evaluated. For the selection of award, there
will be a balanced combination of performance analysis and voting system by an employee’s
peer. For the voting system department wise will be followed.
Programs Are given below-
Employee of the month: It will be done by every monthly basis. Every department will have the
best employee of the month.
Employee of the year: This award will be given to only one employee in the whole
organization. The employee who will perform outstanding throughout the year he/she will
receive the award. Performance analysis and the voting system will be followed.
Best Manager: This award will be given to only one of the manager level employees among all
departments on a yearly basis. Performance analysis and the voting system will be followed.
Praise: In every meeting held in the organization, employees who are doing well in their jobs
will be praised verbally.
Innovation Award: This award is for innovating something new and extraordinary for the
betterment of the company.

6.9 Planning

6.9.1 Human Resource Planning and Budgeting

Planning is important for any kind of company. If we don’t do planning then we won’t be able to
achieve our company’s goal or objectives.

39
Cupper Craft’s Human Resource Department’s planning will be done every year. “Cupper Craft”
allocates all the budget of Human Resource activities every year and based on that Human
Resource Department decides how to achieve the company’s goal through achieving Human
Resource activities.

 Human Resource Department decides all the plans according to the company’s goal
and their allocated budget. At first, the Human Resource Department will see the
management inventory and see which type of employees they need. With this
allocated budget and the company’s goal, the Human Resource Department does hire
and firing employees if needed. When it the time for hiring employees, we prefer
external hiring so we can get good employees through a competition. The “Cupper
Craft” also doesn’t fire an employee for slight mistakes. They think their workers as
their own so the workers are doing the job by imaging that the company is their own.
But if any employee is doing the same mistake again and again which is harmful to
the company then the Human Resources Department of the company will decide
about that employee.
 Moreover, they also notice that which employees need the training to achieve the
company’s goal. After noticing that the Human Resource Department gives them
training when they need them and checking their improvement.
 Besides that, the Human Resource Department will maintain the replacement chart
and succession planning with the help of managing inventory.
6.9.2 Organization development & structure

In the “Cupper Craft” company there are Finance and Accounting department, IT Department,
Logistics Department, Operation Department, HR Department, and Marketing and Sales
Department. The total six departments do their departmental activities to achieve the “Cupper
Craft’s” goal. All the Department Head Managers monitor the departmental work and take
updates from the middle-level officer then they give the update to the CEO (Chief Executive
Officer) about their department.

Cupper Craft is a new company. The process of this company is very generic. The departments
do their best to achieve the company’s goal. Once we were grown-up then we will open more
sectors of this company as well as the department.

Every department of “Cupper Craft” plays an important role to achieve the company’s goal but
the Logistic Department, Operation Department plays a vital role to achieve the company’s
strategies. The Logistic Department brings all the raw materials, checks them, and Operation
Department does everything to make the product. Then the Marketing and Sales Department and
IT Department do everything regarding promotions, sales and make the poster, leaflets, etc. After
that, the Finance and Accounting Department does the settlement of accounts. The HR
Department works on the employees. All the Department Head Managers have an equivalent line
authority to each other. As our company is a start-up, we have fewer employees than a grown-up

40
company has. After growing up we will open some branches, add some departments like the
Legal Department as well as hire some people so that we can produce our product more and
distribute it all over the world.

6.9.3 Merger & Acquisition Integration

Merger and acquisition is something where two or more than two companies mixed up and work
together. It impacts on the employees as well as the company.

As “Cupper Craft” is a start-up company with a good strategy, we hope that we don’t have to
face this merger and acquisition part in the future. If we have to face this then we need our
Human Resource Department most. In merger and acquisition, the HR department plays an
important role. At the beginning of merging and acquisition, our HR Department has to do an
appropriate screening so that we can get the idea of the new company policies, environment,
working process, and so on. After this, we will make some new policies for the new company.
The HR Department has to align the HR functions to achieve the company’s goal. We will have
to discuss the employee issue with that company so that our employees won’t feel wrong in the
future. Our HR Department has to take care of our department’s employees and their
compensation, salary everything. If the HR Department does these things then the employees of
the companies won’t suffer in the future. In a word, the “Cupper Craft” needs the HR
Department in every stage of this merging and acquisition. If the other company reduces our
employee number then we will reduce our performance level. We need an equal thing. If we get
it then we will go for it.

7.0 Code of Conduct

Our Company's upper authority is set the implicit rules that should be carefully followed and
qualified for all. All representatives of our association carefully kept a wide range of decisions
and guidelines for principles. We accept that our workers look at our association esteems and
decide that they are written in implicit rules. Representatives ought to have manual regard and
makes a friendly workplace.

Uphold the law

Cupper Craft is a pledge to trustworthiness starts with conforming to regulations, rules, and
guidelines here we work together. Every company has its law. Without law and regulations, a
company can’t survive in the long run. Our company’s direction is a serious concern for
employees. Therefore, every employee should abide by the laws of the company. Each of the
individuals must have an understanding of our company policies, rules, and regulations. If
someone violates company laws, necessary steps will be taken without any further delay. Besides
company laws, all the employees should be respectful of our country law. We are liable for

41
forestalling infringement of the law and shouting out on the off chance that we see a potential
violation.  As a result of the idea of our business,

Corruption

There is no place for corruption in our company. If someone is caught by corruption, we will
hand over to him/her directly to the police. Taking gifts from clients for work-related activities is
also strictly prohibited. Taking a bribe for doing works will result in termination, and we will
take legal steps.

Use of company resources

Company resources are the assets of a company. So, no one is allowed to use company resources
as their wish. Company resources are provided for company purposes only. So personal use is
highly discouraging. Sometimes, employees can use company resources for their amenity until it
doesn’t affect the company, but it must be occasional (For example, using the company car in
festivals). Company resources like computers, printing machines, telephones should be used
appropriately. If someone steals any company resource, he/she will get terminated immediately.
We will not tolerate if someone uses company resources, such as the internet, to harass someone.

Respect for the Individual

In our Company, where all the workers merit regard in their workplace, they can treat other
representatives. Our association is an equivalent governmental policy regarding minorities in
society business. It is focused on giving a work environment that is liberated from the separation
of numerous types and injurious, hostile, or annoying conduct. Any representative who feels
Badgering or oppressed should report the episode to their director or HR. We can't stand to
release anybody's abilities to squander.

 Restrictive Information 
Significantly, we regard the property privileges of others. We won't take part in unapproved use,
duplicating, appropriation, or change of programming or other licensed innovation. 

 Particular Disclosure 
We won't get selective Disclosure concerning Cupper Craft, its protections, business activities,
plans, budgetary condition, consequences of tasks, or any improvement plan. 

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  Wellbeing and Safety 
Cupper Craft is committed to keeping up a concrete situation. A security manual has been
intended to instruct you on wellbeing in the work environment.

Professionalism

In Cupper Craft, all the staff related to our organization must follow Preciseness, and they must
have skills in professionalism which they must follow in every sector. Both employees and
employers in Cupper Craft should follow this when they talk with their senior or junior, so they
must follow professionalism.

Personal appearance

In our Cupper Craft factory, all the factory staff should mandatorily wear a uniform, and we also
request them to follow what we assigned them for our factory dress code. For our Cupper Craft
office, all the employees and employers must follow a formal dress code, and it is palpable for
both male and female employees and employers in our company.

Attendance Policy

To ensure efficiency and effectiveness in the company, the employees must be present at the core
working hours. If someone arrives late, makes absence, or leaves early without knowing their
department heads, it will consider as an offense, and there will be a penalty for that.

Drugs and Alcohol

Inside our Cupper Craft office and factory smoking is strictly prohibited. But we will provide a
smoking zone in our factory and office. Employees can smoke in the smoking zone in their break
period only. But if someone is founded smoking in their working hours our company will not
tolerate it any cause. Besides the smoking policy, drugs or alcohol is strictly prohibited in our
company. If someone is found with any kind of drugs or alcohol there will be immediate
termination.

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44
8.0 ORGANOGRAM

45
 9.0 Working Process Diagram

YES
Start
Packaging
Approval

Suppliers
Warehouse
Quality
Control
NO Collect Raw Room
Retailer and
Material
wholesalers
No
Polishing &
Testing of raw Color the
material Papers Cups Customer
Yes

Manufacturing Shaping the

House Paper Cups

Production Planning

At first, we will contact our supplier for the raw materials. To make a paper cup we need fibers,
wood, paper board, corn starch, acids, recycled paper. After getting the raw materials from our
supplier we will check the quality of the raw material. If the quality of the raw material is good
then we will take it to our manufacturing house and if the quality of the raw material is not good
then we will give it to the supplier and told them to bring the good quality of the raw materials.
We will use all the necessary raw materials to make the paper cup eco-friendly. Secondly, we
will make the paper cup in the manufacturing house. After making the paper cup we will shape
the cups then will polish and color them. When the paper cups are fully done then we will check
the quality of the product. If the product quality is good then we will send it for packaging and if

46
the quality of the paper cup is not good then we will find the problem of the paper cup and
remade it. For remade, the manufacturing house should make the paper cup with recycled fiber.
But doing this is not a good idea because the recycled fiber is not as strong as the virgin pulp and
also, it’s costly. Cupper craft generally overlooks the recycled process most of the time. All the
machinery and the raw materials are checked before manufacturing the product so it’s a very
little chance to get a defect product. Then, getting approval from the quality control office the
cupper craft will go for packaging and the paper cups are ready to deliver to the retailer and
wholesalers. From the retailer and wholesalers, the paper cups will go to the customers.

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10.0 Job Analysis

Job Title: Chief Executive Officer (CEO)

Department: Departmental Heads

Reporting To: Board of Directors

Taking Report: Departmental Heads

Job Nature: Full time Employee

Job Summary

We are seeking a Chief Executive Officer to oversee our company's day-to-day operations. He/
she must be prepared to develop and model a great company culture, provide our executive team
with inspiring leadership, create a positive working relationship with the board of directors, and
set a course for corporate strategy.

Number of Position: 1

Employment Status: Full-Time

Job Location: Mirpur, Dhaka.

Salary & Other Benefits:

As per company policy

Job Description

Tasks:

 Supervising the fiscal operation of the organization including budgeting, auditing and
strategic planning
 Working closely with C-level managers and other executives.
 Mentoring, coaching, and providing expert advice on procedures or working methods to
Group & Team Leaders
 Creating an atmosphere that encourages high performances and quality work
 Keeping records of all legal and regulatory actions and tracking compliance with the laws
and regulations
 Identifying opportunities and threats for the company.
 Helping to develop comprehensive work plans, MIS reports, deliver status, meeting
deadlines, meet or exceed quality standards.

48
  Helping to develop comprehensive work plans, MIS reports, deliver status, meeting
deadlines.
 Participating in industry-related activities or alliances that will improve the CEO's
leadership skills, the credibility of the company, and the organization's potential for
success.

Duties and Responsibilities:

 Leading the team for organizational improvements to unify corporate culture, values, and
key priorities that offer greater efficiency, cost savings, and enhanced decision-making
processes.
 Acting as the company’s primary spokesperson
 Closely Working with the Executive Team to define priorities and mission, and prepare
for short- and long-term objectives.
 Development and Implementation of strategic plan and operational policies
 Working together with the HR and Operation department to ensure successful recruiting
and production.
 Improving operational structures, processes, policies, and technical systems for achieving
the overall organization's vision
 Representing the organization for the roles and activities of civic and professional
associations in the local community and national level.
 Establishing and maintaining alliances and partnerships with other organizations
including suppliers and customers.
 Building and maintaining a professional culture within the organization where individuals
are better prepared to deliver excellence and quality.

Job Specification

Skills and Abilities:

 Leadership skills
 Conceptual, human and technical skills
 Strong communication skills
 Realistic optimism
 Ability to take calculated risks
 Decision-making ability in stressed situation
 Building relationships
 Listening skills
 Reading people and adapting to necessary management styles

49
  Analytical and problem-solving ability
 To be energetic enough to lead the CSR activity across the country

Knowledge:
 Administration and Management knowledge
 Market and customer knowledge
 Production and Processing knowledge
 Excellent command over written and spoken English
 Advance knowledge in MS word and Excel
 Superior knowledge in operational and financial management
 Awareness of rules, legal codes, government regulations and court procedures
 Knowledge of psychological research methods such as human behavior and performance,
personality, individual differences in ability.

Educational Requirements:

 Minimum BBA in (Human Resource Management/ Supply Chain/ Finance) or MBA in

any of the mentioned subject

Other Requirements:

 Minimum 5 years’ experience of working in a managerial role

 Both Male and Female Candidates can apply

50
 Job Title: Head of Finance & Accounts

Department: Finance & Accounts

Reporting to: Chief Executive Officer

Taking Report: Executive of Accountant & Financial Analyst

Job Summary

Overseeing the financial & accounting operations and financial planning & accounting
transaction of the Company, ensuring the smooth running of a company's finances by
assessing financial markets, identifying solutions to financial issues and preparing reports.
Ultimately, the position requires maintaining the Company's financial and accounting scenario
and increase profitability in the long run.

Number of Position: 1       

Employment Status: Full-Time Job          

Job Location: Mirpur, Dhaka.

Salary & Other Benefits:

As per company policy

Job Description

Task:

 Managing the financial reporting for the organization. It includes monthly, quarterly, and
annual financial reporting, budgeting and forecasting, five years of budgetary plans, and
all legal money related detailing.

 Offering sound budgetary help and experiences to empower the Leadership Team to
settle on basic business choices. 

 Introduction of budgetary outcomes and experiences with the Board of Directors.

 Conduct a vital role in the business strategy.

 Managing and directing the income of the organization and guaranteeing it has the fitting
depository controls. 

 Managing supporting and unfamiliar monetary standards (if significant). 

51
  Managing the External Auditor relationship and guaranteeing the association is consistent
with bookkeeping norms.

 Investment appraisal and analysis.

 Presenting results to non-finance people to understand the business position.

 Recruitment, training, mentoring, and development of staff. 

 Risk Management to ensure the business has a robust risk framework in place.

 Advising and implementing best practice methods to increase revenue and reduce costs.

 Advising on market changes and providing strategic financial recommendations to the

Leadership Team.

 Managing and tracking budget and accounting information, including billing and
collection information.

Duties & Responsibilities:

 Overseeing Accounts Payable, Accounts Receivable, Treasury, Payroll, Financial, and

Management Accounting functions. 

 Managing and managing the organization's banking and obtaining game plans. 

 Managing and observing the organization's budgetary frameworks. 

 Overseeing business dynamics from the delicate investigation, edge examination,

evaluating examination, and so forth.

 Reviewing all formal finance-related policies and procedures.

 Reviewing monthly product performance report.

 Track revenues vs. budget and research variance drivers.

 Analytical review of staff utilization and capacity and read out to managing directors.

 Analytical analysis of revenue and client profitability and read out to managing directors.

 Develop and maintain and distribute reports and financial models as needed.

 Develop and keep up associations with organization staff identified with monetary cycles
and expectations.

52
  Monitor brand performance and recommend tactical actions to address areas of
opportunity/ concern as appropriate.

 Develop secure procedures to maintain confidential information.

 Supervise Executive of Accounts & Financial Analyst.

 To ensure all accounting activities and internal audits comply with financial regulations.

 To ensure all accounting activities and internal audits comply with financial regulations.

 To complete the quarterly VAT returns in a timely and appropriate manner. 

Job Specification

Knowledge:

 Knowledge mathematics to solve problems.

 Excellent problem-solving, as well as analytical, technical, IT, and numerical abilities, is

crucial.

 Outstanding experience of data analysis and forecasting models.

 Vast Knowledge about financial reporting.

 Knowledge about MS Office, especially Advance Excel, MIS & PowerPoint.

 Knowledge about accounting software and updates on Financial Programming software.

 Knowledge about IAS, IFRS.

 Knowledge about VAT Software.

 Awareness about update the VAT & Tax issue.

 Learning about excellent oral and written communication skills.

Skills:

 A formal professional qualification.

 Vast expertise in mathematics and analytical side.

 Ready to fulfill tight time constraints and work nighttime varying. 

 Great PowerPoint introduction.

53
  Excellent computer skills.

 To identify complex problems by reviewing related information to develop and evaluate

options and implement solutions.

 Commercial awareness.

 The capacity to fill in accumulates with all group members.

 Able to know any types of reporting as management demand.

 Ability to communicate.

 Conduct to others management experience.

Abilities:

 The ability to find and use the right mathematical methods or formulas to solve a
problem.

 Ability to forecast financial models by using the correct data.

 The ability to continue research about the market to predict future requirements.

 The strength of leadership.

 Keeping tolerance while taking care of the work just as talking towards the
representatives.

 Capacity to control with appropriate data.

Educational Requirements:

 Masters or MBA from a recognized university major in Accounting/Finance with a

minimum of two 1st divisions/classes or equivalent GPA/CGPA. 

 CA/ICMBA qualified.

Other Requirements:

 Both males and females can join. At least have 7-8 years' experience in Finance and
Accounts.

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 Job Title: Executive of Accountant

Department: Finance & Accounts

Reporting to: Chief Executive Officer

Taking Report: Financial Analyst

Job Summary

Preparing financial reports as well as monitoring accounts, and working in many fields and help
grow their companies by finding leads, bringing deals to a close, detailing deals systems, and
imparting item an incentive to customers activity reports. Also, investigating how to improve
profitability and analyze markets for business opportunities, such as expansion, mergers, or
acquisitions.

Number of Position: 1   

Employment Status: Full-Time Job          

Job Location: Mirpur, Dhaka.

Salary & Other Benefits:

As per company policy

Job Description

Task:

 Prepare and posting Payment Voucher, Receipts Voucher & Journal Voucher in
Tally/Accounting Software.

 Process all types of bills following the Company's policies, procedures, and guidelines.

 Preparing statements for salary, wages, overtime, PF, etc.

 Preparing sales/purchase invoice in tally/accounting software.

55
  Preparing monthly reconciliation of Bank Accounts. Prepare monthly/quarterly/annual
financial statements and prepare reports for the management.

 Preparing the Cash Flow statement.

 Recording Banking transaction, loan adjustment, cheques, transfer payment, etc.

 Perform Tax and VAT computation and accommodation of month to month returns.

 Communication with Bank, VAT, NBR, RJSC

 Maintain purchase register, Sales register, Masik Challan, VAT return and all other
registers as per VAT

 Arrangement and accommodation of the month to month VAT return.

 Assists in finalization of tax and other Accounts of the Company.

 Other tasks as directed by the management

Duties & Responsibilities:

 Ensure timely checking of partly invoices, employee expenses, and other payments and
maintains accurate recording and control reports.

 Process payments ensuring that the costs are incurred for the best interest of the Company
following internal control policies and are adequate, documented.

 Ensure standard record keeping are process payment.

  Continuously be steadfast and submit to the principles and regulations of the Company.

 Checking monthly Bank Statement.

 Ensure inventory counting data.

Job Specification

Knowledge:

 Vast Knowledge about MS Word, MS Excel

 Able to know Accounting Software

 Information science to take care of issues 

56
  Excellent critical thinking just as systematic, specialized, IT, and mathematical capacities
are pivotal. 

 Outstanding information on information investigation and determining models

 Knowledge about Tax(VAT/Customs Duty/Income Tax)

 Knowledge about Accounting, Income Tax, Inventory Management

 Enough Knowledge about ISA & IFRS.

Skills:

 Good verbal and written communication skills

 Creativity and organization communication skill.

 Capacity to control with appropriate data.

 Substantial information on venture based bookkeeping programming 

 Impeccable arithmetic and systematic abilities 

 Able to comply with tight time constraints and work nighttime varying 

 Excellent PC ability 

 To recognize complex issues by checking on related data to create and assess 

Abilities:

 Ability to do manage all work from time to time.

 The ability to clear up all information to the reporting boss.

 Able to manage time management schedule

 Make a reasonable relation to the boss and other employees

 The capacity to discover and utilize the privilege numerical strategies or equations to take
care of an issue 

 Ability to estimate money related models by using the right information 

 The power to ceaselessly investigate the market to foresee the future prerequisites 

57
  The power to tune in just as get data and thoughts introduced through spoken words and
sentences.

Educational Requirements:

 Master of Commerce(M.Com)/MBA in Accounting

 CA CC/ CMA Partly Qualified

Other Requirements: 

Both males and females can join. At least have 2-3 years' experience in Accounts.

Job Title: Financial Analyst

Department: Finance & Accounts

Reporting to: Head of Finance & Accounts

Taking Report: Executive of Accountant 

Job Summary

Perform financial forecasting, analyze financial data, and create financial models. Report on
monetary execution and plan for normal authority surveys. Investigate past outcomes, perform
difference examination. Work intimately with the bookkeeping group to guarantee precise
money related detailing. Additionally, researching the approaches to improve productivity, and
dissect markets for business openings, for example, development, mergers or acquisitions.

Number of Position: 1       

Employment Status: Full-Time Job          

Job Location: Mirpur, Dhaka.

Salary & Other Benefits:

As per company policy

Job Description

Task:

 Prepare financial forecasting, reporting.

 Analyzing economic data and prepare financial models for decision making.

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  Analyze previous results, perform various analysis, find out trends, and make a
recommendation for improvement

 Prepare a report on financial performance, employee performance evaluation

 Identify and follow up on the process improvement, including the creation of standard
cost reports, tools, and Excel dashboards.

 Reviewing monthly product performance report.

 Research variance drivers and list down all various points.

Duties & Responsibilities:

 Assess money related execution by contrasting and dissecting genuine outcomes and
plans and figure

 Works closely with the accounting team to ensure actuate financial reporting. 

 Evaluate market research, data mining, business intelligence

 Maintain a robust financial analysis reporting process and models.

 Develop economic models to support planning, monitoring & controlled the focusable
area.

 Reconcile the previous data through incoming and outgoing data.

Job Specification

Knowledge:

 Knowledge about the dashboard, access, data management, SQL, business objective

 Able to know about excel formula as a function 

 Strong Financial modeling experience

 Knowledge about Advance Excel, MS Word, PowerPoint

 Strong interpersonal including oral and writing 

 Information about monetary and bookkeeping standards and practices, the budgetary
business sectors

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  Banking and the investigation and announcing of fiscal details. 

 Useful information about numerical terms 

 Knowledge about the English language in all angles

Skills:

 Excellent presentation skills and communication skills

 Comfortable interacting with executive level management to directors

 Comfort dealing with the ability to work independent

 Quick Learner

 Good business communication 

 Strong analytical data gathering skills 

 Having the option to comprehend composed sentences and passages identified with work 

 Quick learning abilities. 

 Conveying and keeping up a decent connection with the individuals identified with the
activity

Abilities:

 Able to prepare any reporting as management is required.

 Capacity to control with appropriate data.

 Able to know about any analysis report.

 Direct comparable investigation and statistical surveying to help inner budgetary

examination 

 Keep up cutting-edge specialized Knowledge of budgetary instruments, economic

situations, and patterns.

 Capacity to utilize legitimate numerical equation for the right field at the correct second 

 The power of talking in a way that everybody can comprehend and corporate 

 Having the capability to gather all the money related data from the market in time, so that
can 

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  Utilized when the time is required

Educational Requirements: 

 Master of Commerce(M.Com)/MBA degree required in Accounting/Finance/Economics 

 CA CC/ CMA Partly Qualified

Other Requirements: 

 Both males and females can join. At least have 3-4 years' experience in business finance.

Job title: Executive Marketing

Department: Marketing and sales Department

Reporting To: Head of Marketing and sales

Taking Report: Digital Market Manager, Market Analytic Officer, Brand Market Manager

Job Summary

We are looking for someone who is extrovert in nature and knows how to deal with customers
and suppliers. He/she has to be passionate about the job and the company. They will require
having unique marketing skill prior experience of working in the related field as the growth and
the maximization of sales will be dependent on them.

Number of Position: 1

Employment Status: Full-Time

Job Location: Mirpur, Dhaka.

Salary & Other Benefits:

As per company policy

Job Description

Tasks:

 Planning of marketing areas and implementation of marketing campaigns.

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  Managing the budget for marketing department and uses financial strategy to advise all
marketing plans.
 Conducting market research to find out the potential customers and competitors.
 Monitoring and evaluating the running campaign.
 Creating reports of the spending and on the campaign and sales to find out the
mismatches and lacking.
 Working with executives to incorporate marketing needs into overall company planning
and strategy.
 Utilizing advertising opportunities and placing advertisements in the both online and
offline appropriate to the product.
Duties and Responsibilities:

 Analyzing consumer behavior and current campaigns accordingly.

 Maintaining strong internal communications to make sure that all relevant company
functions are aware of marketing objectives.
 Working closely with design partners and assisting in product launching.
 Tracking marketing performance and comparing with overall company performance.
 Try to build relationships with customers, suppliers, agencies etc.
 Finding potential strategic partners to expand operations.

Job Specification

Skills:

 Leadership skills
 Good writing and speaking skills
 People management skill
 Creativity and innovation
 Networking and communication skill
 Good teamwork and promotion skills
 Adaptability
 Strong organizational and planning skills
 Commercial awareness
Abilities:

 Ability to adapt to technological changes.

 Ability to listen to other and making decisions accordingly.
 Negotiating ability.
 Ability to work in collaboration with other departments’ executives.
 Ability to work in teams and groups.

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Knowledge:

 Sales and marketing knowledge.

 Digital and online marketing knowledge.
 Production and processing knowledge.
 Mathematical knowledge.
 Existing laws and political knowledge.
Educational requirements:

 Bachelor’s degree in Marketing.

Other Requirements:

 3-4 years’ experience of working in related field.

Job Title: Brand Manager

Department: Marketing and Sales Department

Reporting to: Executive Marketing

Taking Report: Junior executives or his/her team

Job Summary

Brand Manager is the person who shapes an organization's outward picture, conveying creative
promoting, checking the trends in the market, recognizing the insights of consumers, and
watching out for contender's items. The person in charge will fundamentally create and guide
promoting endeavors to build the worth and execution of our image and the item we are selling.
The person will likewise routinely meet with customers and senior administration, and they
manage a group of junior advertisers.

Number of Position: 1

Employment Status: Full-Time Job

Job Location: Mirpur, Dhaka.

Salary & Other Benefits:

As per company policy

Job Description

Task:

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  Discovering consumer insights by creating an effective strategy.

 Monitoring market dynamics or trends and making a strategy according to it.

 Producing ad strategies and generating promotions.

 Stimulating market growth.

 Handling as well as developing P and L (Profit and Loss).

 Showing the clear vision to the team and guiding them towards the goal of branding
strategy.

Duties & Responsibilities:

 Analyzing revenue projections and related financial statements and informing on sales
revenue.

 Assessing the positioning of our brand and customer perceptions.

 Beware of market trends and make effective strategies around these trends.

 Brand technique, including the setting of brand rules, style guides, incentive, and above
all brand vision for both short and long haul.

 Characterize and execute the brand correspondence system of the company using only a
range of media.

 Arrange and conduct media operations on all platforms, including web and online media.

 Work together with a variety of advertising firms to handle brand marketing campaigns
effectively.

 Keep in contact with retailers and wholesalers to make a simple contribution to how
product development and execution can be enhanced.

 Participating in global events and establishing a positive relationship with influential

people on the market.

Job Specification

Knowledge:

64
  Knowledgeable in market value concepts and trends.

 Knowledge about principles of Brand Management.

 Brand value increasing methods.

 Media Management Knowledge.

 Principles of sale of goods.

Skills:

 Strong communication abilities or skills.

 Creative skills; talent for imaginative thinking which is out of the box or uncommon.

 Creative skills; talent for imaginative thinking.

 Analytical capabilities for forecasting and recognizing patterns and threats.

 Familiar with CRM software.

 Excellent written skills.

 Budget-management capabilities including experience.

 Solution-oriented

Abilities:

 Ability to lead his/her team while doing the tasks.

 Ability to think out of the box.

 Being trend savvy.

 Ability to present a clear brand promotion strategy and having a clear vision of it.

 Ability to recognize existing company goods and future ideas.

 Ability to be adaptable under pressure.

Educational Requirements:

 Bachelor’s degree in any business field; Marketing and Business is preferable

 Master's Degrees in Marketing and Business Administration or an MA program in the

respective field.

65
  Doctorate programs in Marketing and Brand research is a bonus.

Other Requirements:

 Both males and female can join.

 Experience of counseling, promoting, banking branding, extravagance the executives

related understanding, exceptionally educated of relating industry, and marking. The
ideal employee will be a mix of conventional promoting planner and social stage master.

 4-6 years of experience.

Job Title: Digital Marketing Manager

Department: Marketing and Sales Department

Reporting to: Executive Marketing

Taking Report: Subordinates

Job Summary

Make plans and marketing campaigns to promote the company's brand name and products. Will
play the key role in the direction of the social media Plans, organize advertising or promotion
strategies in social media like Facebook, Instagram, etc.

Number of Position: 1

Employment Status: Full-Time

Job Location: Mirpur, Dhaka.

Salary & Other Benefits:

As per company policy

Job Description

Tasks:

 Monitor and maintain the Media or other social media sources

 Implement marketing promotions for social media

66
  Monitor the preferences of customers by analyzing social

 Make internet marketing plans

 Create media contents to attract customers to buy products

 Manage all the social media platform for the business

 Conduct online surveys

 Supervise paid ad placement, promotions in email, viral marketing campaigns on social

media Web sites.

Duties & Responsibilities:

 Communicate with customers in online platforms to understand their needs

 Proper promotion and marketing policy in social media

 Keep the company up to date with the help of internet

 Gather information and business strategies of the other organizations in same industry by
using internet

 Provide digital marketing info’s to the marketing department

 Create new and creative growth plans

Job Specification

Knowledge:

 Knowledge of social media promotion, campaign and advertisement

 Better understanding of Social Media Management and Digital Marketing

 Knowledge in both English and Bengali

 Understanding the principles promoting, and selling products

Skills:

 Interpersonal skill

 Skills in Microsoft word, power point and excel

 Skills in content marketing

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  Adobe Photoshop, Adobe Illustrator, and other relevant software

 Data analysis skills

 Better customer relation management skill

 Skillful in search engine optimization

Abilities:

 Ability of creative thinking

 Ability to work under pressure

 Having ability to help the other marketing managers

 Ability to submit daily works reports

 Ability to provide creative ideas for content marketing

Educational Requirements:

 Minimum BBA degree in Marketing major from reputed Public or Private University

Other Requirements:

 Minimum of 2Years experience in the similar field

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 Job Title: Executive Sales

Department: Marketing & Sales Department

Reporting to: Head of Marketing and sales

Taking Report: Sales development, Sales representative and staff

Job Summary

A high-performing sales manager who is willing to help keep our organization competitive and
innovative by fulfilling our client acquisition and increase revenue through accomplishing
organizational objectives. They would be responsible for utilizing the capacity of our sales force,
planning growth strategies, and explaining them to the upper management.

Number of Position: 1   

Employment Status: Full-Time Job          

Job Location: Mirpur, Dhaka.

Salary & Other Benefits:

As per company policy

Job Description

Task:

69
  Should have a mindset dedicated to sales and influence others through behavior and
action.
 Should make orders and direct the employees to convey their tasks and gain feedback.
 Should be able to provide excellent customer service and support to mitigate issues that
remain unsolved by subordinates.
 Should be able to oversee the work of subordinates and other staff members who are
required to report to the manager.
 Should be able to recognize, plan, and make decisions regarding the sales and marketing
activities to guide the team in improving sales of products, services, commodities, or
other subject of sales.
 Should be able to create schedules for prices and make discounts in rates.

Duties & Responsibilities:

 The manager is responsible for controlling corporate operations through the creation of a
business strategy covering the management of profits, revenues, and expenses. 
 Ensure to meet the revenue expectations as conventional.
 Setting revenue goals individually with sales staff. 
 To track revenue targets and report results as appropriate. 
 Required to supervise the sales team's tasks and performance.
 The need for Collaboration with lead generation marketing. 
 To conduct and provide adequate training to salesmen.
 Build the sales team through inspiration, consulting about services or products and
awareness training. 
 Supporting the company policy and services. 
 Compose our ideal clients and how they relate to our goods.

Job Specification

Knowledge:

 Should be familiar with the principles and practices of marketing and sales with adequate
knowledge to demonstrate promoting, and selling products or services.
 Should be equipped with the basic knowledge in how to serve and support customers
with services based on certain principles and procedures.
  The need for communication through the application of fluent English language with
proper formal knowledge of the language itself.
 Should have the knowledge of business administration and management functionalities to
conduct business communication and activities effectively and efficiently within the
organization.

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  Should know about training and educating employees for better service and maintenance
of quality service through superior employee performance.

Skills:

 Should possess excellent communication and interpersonal skills.

 Computer literacy.
 Emotional intelligence and leadership skills are must to have.
 Technological skills should include: operating with business intelligence and data
analysis software, CRM, ERP, E-mail, and Database query software are essential skills.
 Should have persuasion skills to modify other’s behaviors.
 Critical thinking skills for reasoning and using logic to solve problems with unique
solutions.
 Speaking and listening skills are qualities that are must-have as skills while conducting
tasks and duties.
 Should be equipped with highly functional coordination skills to lead and give tasks to
subordinates.
 Writing skills are essential for conveying ideas and strategies for further development and
communication.

Abilities:

 Ability to provide effective comprehension through verbal communication and also

understand other people’s speeches and words.
 Ability to work under pressure and stress on uncertain times periods when the company
requires.
 Ability to use various types of computer software and have a flexible mindset towards the
completion of task with such programs.
 Ability to present information through a variety of written documents to provide a clear
grasp of the ideas being presented.
 Ability to make effort for actively listening to customer suggestions and complaints.
 Ability to keep the training and development of employees to keep moving forward for
organizational development.
 Ability to carry out the plans and goals required by the organization with a positive and
self-motivated attitude towards the task at hand.
 Ability to conduct leadership skills by leading a well-trained sales team for the utmost
outcome expected.

Educational Requirements: 

 A Bachelor’s degree in Marketing or any business-related field from a reputed university.

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Other Requirements: 

 Employee with previous work experience in customer management service, sales

training, managing staff, and achieving as well as the implementation of sales strategies.

Job Title: Sales representative

Department: Marketing and Sales Department

Reporting to: Executive Sales

Taking Report: Sales Development and Staff

Job Summary

Within a designated service area, the prospective candidates will be responsible for selling paper
cup products and services to commercial companies. The eligible candidate would have efficient
business to business Sales for at least 3 years.

Number of Position: 1

Employment Status: Full-Time Job          

Job Location: Mirpur, Dhaka.

Salary & Other Benefits:

As per company policy

Job Description

Task:

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  The employee should be able to meet the sales target on a weekly, quarterly, and on
yearly basis. 
 To enhance the company's overall performance by steadily increasing revenue and profits
with the help of unique sales techniques and building relationships.   
 Build and distribute effective sales tactics with the team.
 Involve in an employee-focused workplace culture that promotes continuous quality
Development, and excellent performance.
 Connect with current and potential customers to present the products, describe the
functionality of the products, and request orders.
 Need to predict or compare rates, terms of credit or contract, discounts and the dates of
delivery.
 Track market trends, buying patterns, as well as the item's prices and profits among
competitors.
 Responding to questions from customers about items, rates, availability, applications of
the product, and terms of credit.

Duties & Responsibilities:

 Develop an effective understanding of the needs of the consumer and carry out the
required day to day sales operations.
 Gives precise performance feedback to Management.     
 Actively planning and implementing all of the organization's marketing & sales
practices. 
 To be responsible for Negotiating prices or other terms and conditions. 
 Should be liable to deal with internal and external customers.
 Make efforts to cooperate with the sales teams or group and reporting to the manager.
 Required to check phone calls and emails every day with utmost importance. 
 Regularly organize field visits to potential customers, convey and portray the work, and
create new businesses & product’s needs to meet company targets.
 Retaining existing clients and generate new clients.
 Making plans for executing promotional and sales-related activities assigned by
management in specific districts or regions.

Job Specification

Knowledge:

 Knowledge of marketing and sales to demonstrate the ability to make promoting, selling,
and service providing capabilities.
 Having the knowledge to serve the current and prospective clients with the utmost care
and support having the procedures and techniques required to do so.
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  Should possess knowledge of the English language to communicate effectively and
efficiently with domestic and international clients.
 Should possess the knowledge of basic mathematics and their application.
 Knowledge related to transport facilities is required to understand the mode for proper
commute and assess the cost and benefits regarding the locomotion during work. 
 Knowledge of paper cup related products and related services to provide clients with
information regarding the business.

Skills:

 Technological skills are essential for conducting daily activities.

 Computer software literacy.
 Effective communication skills are essential for daily interaction with clients and others.
 Persuasion skills are necessary to have in order to change other’s behavior. 
 Having Negotiation skills.  
 Be an active listener. 
 Be able to present oneself as being well-groomed.
 Emotional intelligence and reasoning skills are required.
 Should possess storytelling skills and influence other people.

Abilities:

 The ability to express oneself and necessary information verbally and in writing.
 The ability to understand other’s perspectives and their information conveyed through
ideas and concepts form when communicating verbally.
 The ability to interpret key ideas and concepts that can be easily expressed through
writing.
 The ability to use and become familiar with getting adapted to certain technological
applications to help convey and communicate information. 
 The ability to work under pressure and uncertainty.
 The ability to maintain and retain valuable relationships between clients and the
workplace.
 The ability to work and interact with people with diverse cultural backgrounds.
 The ability to work through being a pro-active thinker, self-motivated, and self-driven
towards goals and objectives to reach the desired results.

Educational Requirements:

 Bachelor’s degree in any field (marketing preferable).

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Other Requirements:

 Should have at least 1-3 years of experience in sales and marketing related jobs.

Job title: Head of Human Resource Management

Department: Human Resource Management Department

Reporting To: CEO

Taking Report: Human Resource Manager

Job Summary

To look after the overall HR system in the company. He/she has to be passionate about the job
and the company. Implementing effective HR strategies which will ensure company objectives
as well as improve the value of an organization.

Number of Position: 1

Employment Status: Full-time

Job Location: Mirpur, Dhaka

Salary & Other Benefits:

As per company policy

Job Description

Tasks:

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  Maintain the overall Human Resource Management Department
 Using Human Resources Management program tools to plan or maintain job
documents related to activities such as hires, dismissal, leaves, transfers, or promotion
 Finding out the best skilled and qualified employees for the organization
 Implementing overall human resources policies, standards and protocols
 Leading and helping the HRM department for selecting qualified job applicants or
refer them to managers

Duties & Responsibilities:

 Develop the overall HR plan for the company

 Keeping the job analysis up-to-date technically
 Evaluate the performance of all the employees
 Review the employment applications
 Lead the training, recruitment, compensation programs

Job Specification

Knowledge:

 Knowledge about the overall HR field

 Having recruitment, selection, training, compensation, and benefits of employee
knowledge is essential
 Both English and Bangla speaking and writing skill is mandatory
 knowledge about labor law, government policies

Skills

 Leadership and communication skills are mandatory

 Monitoring the overall organization
 Critical thinking skill is important for critical moments in the company
 Interpersonal and time management skills

Abilities:

 Ability to adjust with any kind of people

 Enhance employee performance
 Have the ability to understand the overall organization objectives to fulfill the objects

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  Having ability to crack specific problems and apply directions to solve those
problems

Educational Requirements:

 Minimum Master’s degree in HRM from any reputed public or private universities

Other Requirements:

 5 or more years of working experience in related field

Job Title: Human Resource Manager

Department: Human Resource Department

Reporting to: Head of the Human Resource Department

Taking Report: Assistant Human Resource Manager

Job Summary

Plan, direct, oversee, and arrange work exercises of subordinates and staff, connecting them
with the company, remuneration and importantly employee relations.

Number of Position: 1

Employment Status: Full-Time Job

Job Location: Mirpur, Dhaka.

Salary & Other Benefits:

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As per company policy

Job Description

Task:

 Organizing and planning.

 Regulate the process of recruitment and selection

 Checking yearly compensation review.

 Guarantee policy awareness as well as create specific policies.

 Delivering helpful and stimulating presentations.

 Monitoring and improvement of overall processes, HR plans, techniques and procedures

around the enterprise.

 Advising, training as well as coaching the employees of the HR and other departments.

Duties & Responsibilities:

 Serve as a bridge between the head of the HR and the subordinates or workers by
answering inquiries, translating and managing the contract and helping the assistant HR
manager to solve work-related problems.

 Recommend the HR Director on organizational policy issues like sexual misconduct and
equal opportunities for employment and propose the necessary adjustments.

 Develop professional / technological awareness by participating educational seminars,

reading professional journals, building up professional connections and engaging in
professional communities.

 Prepare the employee orientation program and help the Assistant HR Manager to get
through with it. This will spread a positive mindset towards the objectives of the
company.

 He or she has to maintain as well as review the work environment wellbeing and security.

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  The HR manager must ensure and protect the privacy of employees and the workplace so
that workers feel secure and function effectively.

 Backing existing and anticipated business requirements through the transformation of

activities, inspiration, commitment and the safeguarding of human resources.

Job Specification

Knowledge:

 Awareness of the diversification and supporting it in the workplace.

 Excellence in English language.

 Must have enough information about the Government laws and approaches.

 Knowledge about the salary system, employee selection and advantages about the
company.

 Comprehensive knowledge of Human Resource Information Systems (HRIS).

 Strong knowledge of HR metrics and Analytics.

Skills:

 Strong communication abilities or skills.

 Excellent presentation skills.

 Strong decision-making skills.

 Multitasking.

 Profoundly created and exhibited teamwork skills.

 Excellent written skills.

 Solution-oriented.

 Administrative specialist (AP).

 Solid HR reporting skills.

 Competence in Microsoft products, like Excel, Word as well as Outlook.

Abilities:

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  Ability to lead his/her team effectively while doing the tasks.

 Ability to be empathetic when engaging with workers and ensure that they understand the
condition of workers.

 Ability to negotiate with the workers and the others successfully and smoothly.

 Ability to adapt the continuous changes in the firm and how to tackle it.

 Capacity to fabricate and sustain a successful relationship with staff and subordinates.

Educational Requirements:

 Bachelor’s degree from a University (Bachelor’s in Human Resource Management)

 Master of Business Administration (MBA) with a concentration in Human Resource

Management or Organizational Leadership.

Other Requirements:

 Both males and female can join.

 Minimum 4 + years of experience in increasingly active human resource positions.

 Minimum 2+ years of experience in Employee Relations.

 Minimum a year of experience in supervisory role.

Job Title: Assistant HR manager

Department: Human Resource Management

Reporting to: Human Resource Manager

Taking Report: Operations manager, Training and development manager, performance

compensation manager

Job Summary

The employee has to look after the daily administrative and HR duties for the company by
keeping their records. The employee is required to assist the human resource manager, which
includes recruiting/new hiring, record maintenance, payroll, and benefits administration. The
main focus of this role would be to assist the HR manager with all the HR-related tasks and
keeping track of employee information.

Number of Position: 1

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Employment Status: Full-Time Job

Job Location: Mirpur, Dhaka.

Salary & Other Benefits: As per company policy

Job Description

Task:

 To ensure proper recording and gathering the information of personnel.

 Disclose and Clarify to the employees about their regulations, policies, and procedures.
 Take interviews with customers and employees to collect information and provide
service.
 Administering the hiring process and posting job openings.
 Set up the necessary equipment for the classroom while learning and training.
 Explain the company benefits, rules, and regulations, policies to employees or job
applicants.
 Needs to answer the question that arises when explaining the company information or
other activities related to the company’s affairs

Duties & Responsibilities:

● The employee should be able to set goals and make objectives to accomplish their tasks
through proper planning, organizing, and prioritizing their work plans.

● The employee needs to communicate with the supervisor through various medium and
should provide time to time information to the superior manager.

● The employee should be able to process information through digital technological

devices to assess the data through software and programs required by the company.

● The personnel should be able to maintain constructive and cooperative relationships with
other employees.

● The personnel is required to analyze information and process the data they are given,
with the utmost confidentiality.

● Responding to emails are necessary at a daily basis.

● Contact with others through the telephones and other mode of communication.

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 ● The employee is required to act sincerely in order to make their work as accurate and
exact as possible.

Job Specification

Knowledge:

● Should have knowledge regarding principles and procedures for personnel recruitment,
selection, training, compensation and benefits, labor relations and negotiation, and
personnel information systems.
● Should have basic IT knowledge to carry out clerical duties.
● Should be aware of the principles and procedures in order to provide customers with
personalized services.
● Knowledge of business and administrative functions to carry out administrative and
managerial roles.
● Proficiency in the English Language.

Skills:

● The employee needs to be an active listener.

● Should be able to read with utmost accuracy and comprehension.
● The employee should know how to speak effectively as well as appropriately.
● To write clearly and concisely.
● Excellent communication, interpersonal and leadership skills.
● To make logical reasoning and Critical thinking capabilities.
● To work in a group/team environment having public speaking skills.

● Computer and software usage skills are essential.

Abilities:

● The ability to read and understand the reading materials

● The ability to communicate effectively in a written manner.
● The ability to express and communicate ideas and information with clarity.
● The ability to understand and express through oral means.
● The ability to speak clearly to make others understand the speaker.

● The ability to perform managerial roles and lead group through teamwork.

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Educational Requirements:

 Minimum Bachelor's degree in HRM or any related business field from any reputed
public or private universities.

 HR certification or Diploma would be preferable.

Other Requirements:

 Two or more years of working experience in the related field

Job Title: Training and Development Manager

Department: Human Resource Department

Reporting To: Assistant HR Manager

Taking Report: N/A

Job Summary:

Training and Development Manager will be monitoring the employees, arranging training
programs.

Number of Position: 1

Employment Status: Full Time

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Job Location: Mirpur, Dhaka.

Salary Other Benefits:

As per company policy.

Job Description

Task:

 Monitor the training sector

 Evaluate the employees and give training if needed
 Organize the “on the job” training for new recruiters
 Modify the existing training and development program

Duties:

 Establish the plan of training and development program and do it within the budget
 Evaluate the employees and training program effectiveness
 Taking information from the other departments as well as own department
 Set the training program for achieving the company goal.

Responsibilities:

 Creating good interpersonal skill among the employees

 Keeping a good relationship with the employees
 Give the guidance to the employees and training programmer

Job Specification

Knowledge:

 Expertise in the English language

 Knowledge about basic computer skills
 Knowledge about different training and development programs

Skills:

 Monitor the skills of the workers and evaluate them

 Supportive working connection with others
 Good interpersonal relationship
 Decision-making skills
 Good communication skill

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  Good judgment skill

Abilities:

 Information collection
 Solve the problems

Educational Requirements:

 Bachelor's Degree or MBA Degree from any reputed Public/Private University.

Experience:

 2-3 years of experience in the HR Department

Job title: Head IT Officer

Department: IT

Reporting To: Chief Executive Officer

Taking Report: IT Officers

Job Summary

We are looking for someone who can show exemplary performance in our IT Department. From
maintaining the data of almost every department to maintaining the whole server, the Head of IT
will have to do them all. The candidates will have to be skillful in website management and will

85
have to solve technical issues when needed. The candidates also have to be passionate about their
work and loyal to the company.

Number of Position: 1

Employment Status: Full Time

Job Location: Mirpur, Dhaka

Salary and other benefits: As per company policy

Job Description

Task and duties:

 Training IT officers who will work under him/her.

 Locate potential customers and competitors by browsing.
 Monitoring and evaluating digital campaigns and sales.
 Keeping the websites free from any hacking and provide proper cybersecurity.
 Keep track of online sales and deal with online customers.
 Keep an eye on the digital equipment to keep the work running.
 Working with executives and meet the company’s goals.
 Establishing a digital network for online advertisements about the company’s products.

Responsibilities:

 Maintaining a strong internal relationship with other heads of departments so that all
relevant company functions can be aware of the IT department’s activities and objectives.
 Represent overall technology standards and practices to ensure a higher quality IT
department of the company.
 Following company policy and culture while fulfilling duties.
 Coordinate with other executive officers in meetings before the application of technical
changes.
 Tracking the company’s digital performance and analyze it by comparing it with overall
company performance.
 Maintaining online customer care and providing services.
 Creating new online and technical trends and practices that are suitable for the company.
 Mention the technological agenda when recruiting other IT officers.
 Optimize infrastructure assets if needed.

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 Job Specification

Knowledge:

 Website developing.
 Expert in programming.
 Technical problems solving.
 Mathematical knowledge.
 Maintaining Digital Network.

Skills:

 Expertise in Oracle, Microsoft SQL

 Flawless programming
 Running company websites
 Fluency in English
 Good communication skill (In both Bangla & English)
 Leadership skill
 Managerial skill
 Rapid problem solver
 Innovation and creativity
 Website designing skill
 Scrutinizing technical changes
 Building network in social media
 Teamwork and monitoring skills
 Adaptability

Ability:

 Ability to work under stress (as often there will be rush hours on special holidays)
 Adaptability to new technology and software changes.
 Ability to guide and manage other IT officers.
 Problem -solving ability and present with better solutions.
 Ability to coordinate with other departments’ executives.
 Ability to work in teams and groups.
 Ability to work on multiple briefs at the same time.
 Ability to extensive research before a new change or decision.
 Ability to listen to others and be respectful to feedbacks.

Education Requirements:

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  Bachelor’s degree in MIS or CSE.

Others Requirements:

 2 or more years of working experience in the IT field.

Job Title: Head of the operation

Department: Operation Department
Reporting To: Chief Executive Officer
Taking Report: Operation Manager

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 Job Summary
The head of the operating officer is in the charge for the company’s day-to-day operating
activities, including production, product quality of the product, supervising the factory as well as
the labor.
Number of Position: 1
Employment Status: Full Time
Job Location: Mirpur, Dhaka.
Salary and Other Benefits:
As per the company policy.
Job Description

Task:

 Review all the sales or activities report

 Measure the productivity data analysis
 Improve the product
 Monitor the suppliers for needed goods and service delivery within a budgetary limit.
 Supervise the factory and labor.
Duties:

 Analyze all the information

 Make the decision
 Find the solution to all problems and evaluate them
 Provide guidance and direction to the officer
Responsibilities

 Operate the company to meet its budget and other financial goals.
 Establish and execute the short-term and long-term plan and budget to develop the
strategic business goals.
 Establish and execute business strategies for company products and services.
 Participate in acquisition and growth activities to support overall company objectives and
plans.
 Participate in capital market development
 Participate in roadshows, bank meetings, analyst meetings, and more.
 Establish and execute the operation policies to support the overall company policies and
objectives.
 Establish the development of operations as a continuous process

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 Job Specification
Knowledge:

 Experience in some important sectors like Operations Management, Supply Chain

Management, Quality Management, and Production Management.
 Experience in some business areas like Manufacturing Industry
 Expertise in the English Language.

Skills:

 Monitor the performance level of the juniors

 Listen to all people’s idea when they are sharing
 Understand the benefits of the company and make the decision
 Maintain a good relationship with other departments
 Deliver the correct information with everyone
 Good time management knowledge.

Abilities:

 Managing all operation activities

 Knowledge in project management and experience in operations.
 Knowledge of individuals, supporters, and networks making significant contributions to
the global response of development.
 Skills in training, process facilitation, strategic planning, and partnership building.
 Mission-focused, strategic, and process-minded leader.
Educational Requirements:

 Masters of Business Administration or Masters in Project Management from any reputed

public or private university.
Others Requirements:

 At least 5 years’ experience.

Job Title: Operation Manager

Department: Operation Department

Reporting to: Head of Operation

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Taking Report: Production Manager and Quality Control Manager

Job Summary

The person in charge will be responsible for logistics, staff, budgets, and, most notably, for the
delivery of projects, along with the strategy. He or she will guide and handle the operation team
as well as the production department and remodel the production process.

Number of Position: 1

Employment Status: Full-Time Job

Job Location: Mirpur, Dhaka.

Salary & Other Benefits:

As per company policy

Job Description

Task:

 Coordinate, track and handle the activity of the Operations Department.

 He or she must manage tools and materials constantly and extensively.

 Track and manage costs in compliance with the budget allocated.

 Supervise evaluation, planning, monitoring and budgeting.

 Managing the production plan smoothly and efficiently.

 Guiding the employees of the department clearly towards the goals.

 Organize and screen crafted by different offices associated with the creation,
warehousing, valuing, and dispersion of merchandise.

Duties & Responsibilities:

 Manages operational frameworks, foundation and processes while searching for open
doors for development or amendment.

 Envisions and tracks operational and strategic dangers and giving solid solutions.

 Oversees everyday business of the operations division while adjusting the duties of
different business lines, for example, business analysis, risk assessment and the supplier.

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  Plays a major role in long-term strategy, implementation of change management systems
and reporting on project progress.

 Other than the operational and production activities, he or she will work exclusively with
the CEO on various planning as well as departmental programs.

 Identifying possible challenges in the manufacturing process and trying to identify

solutions to improve sales and productivity.

 Helping HR manager with recruitment if it is necessary.

 Help employees' contact with the management team and make sure the employees are
working in such a flexible manner.

Job Specification

Knowledge:

 Comprehensive knowledge of financial management.

 Comprehensive knowledge of basic finance and budgeting.

 Understanding of profit and loss (P and L), cash-flow statement and concept, balance
sheet.

 Solid understanding of Operational Management and Organizational Effectiveness.

 Awareness of the values and practices of business and management.

 Strong understanding of project management practices as well as values.

Skills:

 Strong communication skills.

 Excellent written skills.

 Solid IT skills. (Information Technology)

 Critical thinking skills.

 Solution-oriented.

 Good decision-making skills.

Abilities:

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  Ability to create unity and connections between partners, managers and supervisors.

 Ability to deal with information smoothly and work on time-sensitive problems.

 Ability to respond to situations which are serious or high-pressure.

 Ability to apply the methods of operational management to solve production issues and
increase efficiency.

 Capacity to lead research for unique ventures, react ideal requests, and present
composed/oral briefings.

 Capacity to interact efficiently with others.

Educational Requirements:

 Bachelor's degree in business administration from a renowned university. (Major in

Operations Management is highly preferable)

 Master's Degrees in Operations Management or an MA program in the respective field.

 Doctorate programs in the respective field are a bonus.

Other Requirements:

 Both male and female can apply and join.

 Experience in leadership as well as operations and management.

 4-6 years of experience.

Job Title: Quality Control Manager

Department: Operations Department

93
Reporting to: Operation manager

Taking Report: Assistant officer

Job Summary

The duty is to administer the workers and supervise the quality of the products (Cups). Ensuring
products to meet quality and efficiency standards. The main duty is to ensure the final products
to have the highest quality and meet the customer needs and fulfill their requirements.

Number of Position: 1

Employment Status: Full-Time

Job Location: Mirpur, Dhaka.

Salary & Other Benefits:

As per company policy

Job Description

Tasks:

 Ensure the overall product quality

 Make sure to use quality-control tests and provide feedback to the test

 Identify the problems in manufacturing

 Ensure the effectiveness and efficiency of the production

 Guide staffs about quality control

 Make reports about the overall production

 Track the defective products

 Verify the raw materials

Duties & Responsibilities:

 Supervise all of the workers related to production

 Planning and setting the quality procedures and standards

 Overview of the customer requirement and ensure it

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  New product development responsibilities

 Prepare QC reports on a daily basis

 Always look for improvements

Job Specification

Knowledge

 Knowledge about this industry

 Knowledge of raw materials, production processes, and quality control

 Knowledge about the manufacturing structure of paper cups

 Understanding customer quality needs

 Proper knowledge about how to make QC reports

 Having knowledge about all the quality control tools

Skills

 Having proper skill to Monitoring overall production

 Complex problem-solving skill in the production area

 Better time management skills for efficiency in the production

 Skillful in MS word and MS excel programs

 Have excellent communication and listening skills

 Proper understanding of mathematical skills and an understanding of statistics

Abilities

 Analytical problem-solving ability

 Ability to evaluate all the workers for necessary improvements

 Ability to think about the strengths and weakness of the paper cup making

 Ability to communicate without any hassle with the workers for better production

 Ability to understand the colors shapes of designed paper cups

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Educational Requirements:

 Minimum Bachelor’s degree from any discipline from reputed Public or Private
University

Other Requirements:

 Minimum of 3Years experience in the similar field.

Job Title: Head of Logistic

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 Department: Logistic Department

Reporting To: Chief Executive Officer

Taking Report: Waste Manager and Executive Supply Chain Officer

Job Summary

The head of the logistic officer has the efficiency of planning, purchasing raw materials,
warehousing, transportation, distributing. The head of logistics has to manage all the logistic
systems for daily operations.

Number of Position: 1

Employment Status: Full Time

Job Location: Mirpur, Dhaka.

Salary and Other Benefits:

As per company policy.

Job Description

Task:

 Negotiate with the partners (transportation, supplier)

 Encourage and monitor the middle-level workers
 Listen to other ideas and choose the innovative idea to solve the problem

Duties:

 Check and monitor the raw materials, shipment process

 Maintain the product quality and maintain the relationship with the customers
 Efficiency in production planning, warehousing, and operations.

Responsibilities:

 Comply with the law, regulations

 Meet with the cost and target
 Solve any kind of problems
 Keep track of the quality of the product, raw material, shipment

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  Maintain the order cycle

Job Specification

Knowledge:

 Fluency in the English language

 Knowledge about logistics, inventory system, warehousing, transportation, raw material,
recycling process.
 Knowledge of high usage resource cost, equipment to execute the plan.
 Have an idea of computer skills like Excel, Microsoft.

Skills:

 Monitor the performance level of the junior

 Commercial awareness and numeracy skill to face the challenges
 Supportive working connection with others
 Good interpersonal relationship
 Good time management knowledge.

Abilities:

 Able to make a forecast and do the work according to that

 Ability to solve all kind of problems with innovative ideas
 Giving advice and monitor the performance of the middle-level workers
 Establish the objectives and strategies to achieve the goal.

Educational Requirements:

 Maters and bachelor’s degree in supply chain management, operations, Business

administration, or engineering from any reputed private/public university

Other Requirements:

 At least 5 years of experience.

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 Job Title: Executive Supply Chain Officer

Department: Logistics Department

Reporting to: Head of Logistics

Taking Report: Supervisor

Job Summary

In the role of the Executive supply chain officer, the employee has to manage the company’s
core supply chain management operations. The main goal of this position is to conduct in-depth
research and maximize the company’s productivity. The employee also has to boost the
company’s partial efficiency.

Number of Position: 1

Employment Status: Full-Time Job

Job Location: Mirpur, Dhaka.

Salary & Other Benefits: As per company policy

Job Description

Tasks:

 Controlling and managing the company’s overall supply chain processes.

 Develop better and efficient supply chain strategies in order to increase profitability.
 Come up with newly formulated supply chain strategies to maximize customer
satisfaction.
 The supply chain manager needs to communicate with fellow employees of the company.
 Build a consistent relationship with customers, delivery men, vendors, and suppliers for
the betterment of the company.
 The SC manager must negotiate contracts with different people or companies in order to
keep the production of the business running.
 Lead a team with employees that fall under the logistics department to implement best
practices of supply chain management.
 Execute policies that are standard in the industry as well as up to date.
 Monitor the factory activities and maintain inventory levels in the warehouse.
 Collaborate with other department managers and heads when needed to make decisions
or implement new methods.
 Work with the marketing department to come up with the most cost-efficient for the
distribution of the products of the company.

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  Use EPR solutions and WMS to plan and solve problems.
 Rotate jobs in the factory whenever needed.

Duties and Responsibilities:

 Follow company policy and act accordingly.

 Control and manage the company’s overall efficient Supply chain system
 The supply chain manager has to work with other respectable managers and employees
 Report to top management (head of logistics) from time to time.
 Review the production in the factory, check the quality of finished goods, and monitor
everyone who is a part of the supply chain system.
 Follow global or international supply chain function and implement in the company
 Maximize the profit of the company as well as meet customer satisfaction.
 Modify and update policies on defective or returned-products based on situations.
 Educate and train new inexperienced employees if needed
 Demonstrate cost-reduction to the higher authority

Job Specification

Knowledge:

 Strong Leadership knowledge

 Analytical knowledge
 Mathematical knowledge
 Fast problem-solving knowledge
 PR knowledge
 Knowledge in full-time office tasks
 Knowledge of business ethics
 Basic finance and accounting knowledge

Skills:

 Basic accounting skills to understand the costs and savings

 Great interaction skill, as well as interpersonal skills
 Negotiation skills
 Leadership skills
 Training skills
 Fluent in both English and Bengali language
 Excellent communication skills
 Good managerial and general office skills

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  Strong project management skills
 Technical and presentation skills

Abilities:

 Ability to communicate professionally

 Ability to organize training methods and train people using that
 Ability to work with people from various sectors.
 Ability to elaborate and explain things to people so that they can understand him/her
 Ability to take criticize
 Ability to forecast proper changes that are needed for the company in order to maximize
profit.
 Ability to deal with sudden mishaps in the supply chain functions
 Ability to take proper steps if there is any illegal or unethical activity.

Educational Requirements:

 Bachelor’s degree in Business Administration, (Major in Supply Chain/Logistics is

preferable)
 Basic courses done on Supply Chain Management if there’s no degree on the mentioned
subject
 At least 3 years of managerial experience in a warehouse or at least 4 years’ experience
of other jobs under the logistics department.

Other Requirements:

 Both males and females are encouraged to apply for the job role.

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 Job Title: Waste Management Officer

Department: Logistics

Reporting to: Head of Logistics

Taking Report: Supervisor

Job Summary

As per the role of waste management officer, we are looking for someone who would manage as
well as organize waste disposal, recycling and facilitate waste collection for the production of the
company. The employee must ensure smooth waste-management operations, identify problems
and come up with solutions related to the department.

Number of Position: 1

Employment Status: Full-Time Job

Job Location: Mirpur, Dhaka.

Salary & Other Benefits: As per company policy

Job Description

Tasks:

 Inspecting waste management schemes.

 Supervising the waste transportation, how much and from where waste collectors are
collecting the wastes.
 Locate potential recycling companies or customers who are interested in that
 Monitoring and evaluating the supervisor who will work under him/her. Look after how
the supervisor is maintaining the waste disposing and collection processes in the factory.
 Come up with updated and advanced waste collecting and disposing schemes and
implement them in the company
 Work with the finance and accounting department about waste management budgets.
Formulate new budgets with the department when needed.
 Monitor the quality of waste management inside the company and keep in contact with
Dhaka City
 Corporation for special facilities for the sake of the company.
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  Come up with new ideas to initiate and strengthen the minimal-waste policy.
 Consult with key customers and let them know about the recycling facilities they will get
due to recycling.
 Facilitate research or be part of researches to develop waste disposal projects that are
beneficial to the company.
 Keep an eye on social media and get the idea of other company’s green waste
management systems.

Duties and Responsibilities:

 Administrate and control the company’s overall waste-related matters

 Establish Urban waste management systems in the company and train or enlighten other
employees about it.
 The employee often has to work with other managers in the company whenever needed.
 Help the supervisor in the factory whenever it is needed.
 Observe how the company is dealing with the waste that is produced in the factory to
make the products.
 Verify the recycling process to ensure if the factory is maintaining all the rules and
regulations properly.
 Review every activity related to waste management monthly.
 Report to the logistics department from time to time. Also, consult with the head of the
logistics department whenever before applying a new method.
 Periodically compare present data with previous data to be certain about the company’s
improvement.

Job Specification

Knowledge:

 Chemical, physical, biological and biochemical knowledge

 Geography and environmental knowledge
 Strong Leadership knowledge
 Analytical knowledge
 Mathematical knowledge
 Fast problem-solving knowledge
 PR knowledge

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Skills:

 Good managerial and general office skills

 Expertise in understanding environmental and company’s sustainability
 Great Administrative skills
 Spectacular monitoring skills
 Skill on how to deal with difficult and complex situations
 Fluent in both English and Bengali language
 Rapid decision-making and problem-solving skills
 Being interested in developing a company’s overall waste management strategy
 Adaptability to changes

Abilities:

 Ability to work under stress

 Ability to take criticism
 Ability to guide the supervisor when there’s a complicated situation in the factory
 Ability to forecast proper changes that are needed for the company
 Ability to work in a team and other experts on waste management matters
 Ability to excellent explaining
 Ability to have patience in difficult times
 Ability to deal with key customers and recycling community
 Ability to work on multiple briefs at the same time
 Ability to fulfill organizational goals

Educational Requirements:

 Bachelor’s degree in Physics/ Chemistry/ Biochemistry/ Biology/ Environmental Science

Or, - Engineer’s degree in Civil/ Mechanical engineering
 Basic courses that are done on Geography or Environmental science
 At least 2 years of managerial experience or at least 4 years’ experience of other jobs
related to the subject and department.

Other Requirements:

 Both males and females are encouraged to apply.

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11.0 Conclusion
The report is all about a manufacturing company named Cupper Craft. The company has a 'Go
for Sustainable' theme, where it promises to use natural resources to produce paper cups, which
is eco-friendly as the theme suggests. The process starts with collecting the raw materials
sourced from sustainably managed forests' wood fiber from the suppliers and converting them to
paper cups used in our day-to-day lives. The report focuses mostly on the HR section of the
business, from the selection of the CEO to the factory workers. It also classifies and describes
proper HR planning, including SWOT and PESTLE analysis, the organization's work-flow, job
analysis, HR policies, pay structure, performance appraisal methods, etc. The HR department of
the business will play a vital role in increasing productivity and motivating employees by
providing a decent salary, incentives, and benefits. The report provides the reader with the idea
that Cupper Craft is aware of Bangladesh's laws and policies at every level of its operations. The
company dreams of protecting the environment by using renewable sources to produce paper
cups and eliminate plastic cups in our day-to-day usage. Overall, the report provides an in-depth
view of the company's HR department's contribution to making a safe and effective workforce.

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 Reference List

How to Start the Recruiting Process for Successful Hires/ Nad Elias14/ January, 2020/

https://startupnation.com/manage-your-business/startup-recruiting-successful/

Job Description and Job Specification by Prachi Juneja/ MANAGEMENT STUDY GUIDE/

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Ed USE Legacy.

Group Members Participation Summary

Bishal Saha

1811974030

My Contribution to the writing of report

 Suggested the tag line

 Made Cover page

 Wrote Letter of transmittal

 Suggested the organogram

 Wrote about my own Entrepreneur Background

 Compile and Professionalism all members Entrepreneurs Background

 Wrote this following Human Resource Planning-

 Time off Programs

 Employee Benefits

 Wrote this following Job Analysis-

 Head of Accounts and finance

 Executive of Accountant

 Financial Analyst

108
  Wrote Code of Conduct

 Made the business environmental ad.

 Wrote Group Member Participation Summary

 Compiled the whole report- Formatting and Professionalism

 Overview the whole Report

Md. Mahin Adnan

1811976630

My Contribution to the writing of report

 Wrote Executive Summary

 Suggested the organogram

 Wrote about my own Entrepreneur Background

 Wrote SWOT Analysis

 Wrote following Human Resource Planning-

 Recruitment and Selection policies

 Termination and Exit Interviews

 Wrote following Job Analysis-

 HR Manager

 Brand Market Manager

 Operation Manager

 Professionalism the own Part

109
 Mirza Nishat Tasnim Ayshe

1811915030

My Contribution to the writing of report

 Wrote Introduction

 Made the Company Logo

 Suggested the organogram

 Wrote about my own Entrepreneur Background

 Wrote SWOT Analysis

 Wrote following Human Resource Planning-

 Compensation Structure and Programs

 Wrote following Job Analysis-

 IT HEAD

 Waste Management Officer

 Executive Supply Chain Officers

 Overview of the report

110
  Professionalism the own Part

Mahade Ahmed

1811894030

My Contribution to the writing of report

 Made Table of content

 Suggested the organogram

 Wrote about my own Entrepreneur Background

 Wrote Code of Conduct

 Wrote following Human Resource Planning-

 Employee and Community Relations

 Wrote following Job Analysis-

 Head OF HR

 Quality Control Manger

 Digital Marketing Manager

 Compiled the whole report- Formatting and Professionalism

 Overview the whole Report

111
 Md Tanzir Hossain

1812003030

My Contribution to the writing of report

 Wrote about my own Entrepreneur Background

 Wrote PESTLE Analysis

 Wrote following Human Resource Planning-

 Record keeping

 Performance Management Programs

 Wrote following Job Analysis-

 CEO
 Executive Marketing Officer

 Wrote Conclusion

 Professionalism the own Part

112
 Samayel Fayed

1811641630

My Contribution to the writing of report

 Suggested the organogram

 Wrote about my own Entrepreneur Background

 Made PESTLE Analysis

 Wrote following Human Resource Planning-

 Training and Development Programs and Services

 Wrote following Job Analysis-

 Ass HR Manager

 Executive Sales Manager

 Sales Representative

 Professionalism the own Part

113
 Morium Akter

1811508030

My Contribution to the writing of report

 Made the organogram

 Wrote about my own Entrepreneur Background

 Wrote Industry Background

 Wrote Work Process Diagram

 Wrote following Human Resource Planning-

 Planning

 Wrote following Job Analysis-

 Head of operation

 Head of logistic

 Training and development Manager

 Professionalism the own Part

114
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