Submitted By:

Name ID
Rakib Ahmed 1821048630
Saif Ullah 1821201630
Shafin Rahman 1821547630
Sheikh Shahrukh Hossain 1821660630
Mohammad Mesba Uddin 1821867030

Submitted to:
MD Kamrul Hasan
Lecturer, Department of
Management, SBE
 LETTER OF TRANSMITTAL

Respected Sir,

We are happy to present the report on "HRM Activities of Jamuna Group Limited".
We would like to state that this report has been extremely useful for us on social event
genuine experience about the entire HR exercises of an organization. This report contains the
human asset issues of an association in Bangladesh which is the manner by which they are
dealing with their employees, recruiting, training, developing, appraising, and compensating
them. We have collected what we believe to be the most important information to make our
report as specific and coherent as possible.

It was a superb open door for us to work under your watch and we are thankful to you
for giving us this chance

Respectfully yours,

Mohammed Mesba Uddin

Sheikh Shahrukh Hossain

Rakib Ahmed

Saifullah Saif

Shafin Rahman

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 Table of Contents
LETTER OF TRANSMITTAL......................................................................................1

EXECUTIVE SUMMARY............................................................................................3

Introduction....................................................................................................................4

Methodology..................................................................................................................4

Company Background....................................................................................................4

Recruitment Process.......................................................................................................5

Internal Source:..........................................................................................................5

External recruitment:..................................................................................................6

Selection process............................................................................................................6

Training and Development.............................................................................................7

1. On the Job Training:...............................................................................................8

2. Off the Job Training:..............................................................................................8

Performance Appraisal...................................................................................................9

Compensation & Benefits............................................................................................11

Gratuity.....................................................................................................................11

Provident fund..........................................................................................................11

Recommendations........................................................................................................12

Conclusion....................................................................................................................12

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 EXECUTIVE SUMMARY
Human resource management (HRM) is the process of acquiring training, developing,
appraising, and compensating employees, and attending to their labor relations, health and
safety, and fairness concerns. By using a different methodology, we tried to compile all the
information relating to Human resource management.

JAMUNA Group is one of the leading companies in Bangladesh, which has by now
merged with several different products. Jamuna Group is committed to undertaking
appropriate review, evolution and performance measurement of processes, business activities
and quality management system for continuous improvement to ensure high satisfaction,
developing human resources and Jamuna is dedicated to advanced technology Growth.

They have so far spread their business in various sectors all around the country and
are continually expanding their ventures. They have 26 companies in Bangladesh and are on
the way to make a 5 start Hotel, “JW Marriot”. Moreover, they have electronics business and
are promoting their products including Jamuna electronics under different brand names
through their efficient marketing team.

This project is about the human resource department of the Jamuna group. Here, we
came to know about their organization and their human resource department. We learned
about the company’s goals and key people. Then we found out how Jamuna conducts its
recruitment process and selection process for the company. Then how they develop and asses
their selected employees with certain training programs. Then we learned about their offered
incentives for the selected employees and their benefit programs. Finally, we recommended
as per our knowledge how the whole process could be better.

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 Introduction
Practices of human resource management (HRM) exercises at a different piece of an
association are significant. The effect of HRM rehearses on business exercises has been
generally acknowledged. HRM is controlled by the organization's representative related
exercises like recruitment, selection, training & development, performance appraisal,
organization development, safety, benefits offered, employee motivation and others. HRM
assumes a vital job to oversee representative, work action and the working environment
condition. Thus, "HRM practice" is increasingly significant for an organization to run
business movement and representative exercises appropriately.

Methodology
Two sources are generally essential for getting ready HRM report. Likewise, we
gathered data from primary and secondary sources.

Primary Source: We Interviewed Dr. Mohammad Alamgir Alam, Group Director of

Jamuna Group. He is also the head of marketing, sales, and Operations. HRM activities of the
Jamuna group is also conducted under his supervision. He ensured all the fundamental
subtleties of the HR procedure of the JAMUNA group - for example, the recruitment process,
training & development, performance appraisal, and strategic HRM.

Secondary Source: Secondary information is gathered from the Internet, distinctive

distributed articles, books, outline, diaries, different productions and composed data given by
the organization. For gathering information from optional sources, experience different sites.

Company Background
Jamuna started its journey with the Jamuna Electric Manufacturing Co. Ltd in 1974
and it pioneered the manufacturing electrical accessories and fittings in Bangladesh since
1975. Thereafter JGI flourished as a giant conglomerate as shown in the chronology. To
maintain its competitiveness in today's globalized modern market, Jamuna introduced the
best technology along with machinery and expertise in Bangladesh. Jamuna developed and

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expanded its enterprises of multi-dimension for diversifying its product range. In course of 34
years of operation Jamuna Group expanded into a giant dynasty of 24 large scale enterprises.

From textile to real estate, Jamuna Group has diverse business interests. Over the 34
years of operation, the Group has ventured into electrical, engineering, chemical, leather,
garments, and textiles- including spinning, knitting and dyeing, cosmetics, toiletries,
beverages, real estate, housing, print, and electronic media sectors. Jamuna has strong
goodwill for its products and operation in both the local and global markets. It is imperative
to point out that Jamuna has built up a new World of textile with the best technology and
machinery imported from Germany, Switzerland, the USA, Japan, India, Italy etc. for
producing the best quality products for the global market. Jamuna has diversified its business
from manufacturing to the media industry. One of the most significant and powerful
subsidiaries of Jamuna Group is THE DAILY JUGANTOR, which is one of the leading
newspapers in Bangladesh. Jamuna group is also involved in real estate development and one
of the biggest projects it has undertaken is The Future Park. The Future park is emerging as a
center of excellence for a premier cluster of large-scale enterprises like most lucrative and an
aesthetic biggest shopping mall cum commercial complex in Asia, a modern television
building (center).

Recruitment Process
This procedure begins with the Analysis of what requirements, human skills are
needed and what positions are needed to be filled. These activities resemble the process of
Job Analysis.

Source of Recruitment: There are two most important sources that have been
followed by the JAMUNA group.

1. Internal Source.

2. External Source.

Internal Source:
In terms of recruiting mid-level employees, Jamuna Group heavily relies on its
internal sources. There is a skilled HR team for the required activity working inside the

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association. If there is no such individual inside the organization to fill up a position, at that
point the administration goes for the subsequent advance.

Job-posting programs: HR departments become included when internal job

opportunities are aired to representatives through job positioning programs. The notices
usually are posted on company bulletin boards and their internal web portals.

Succession planning: Jamuna Group doesn’t rely on the process of succession

planning. They don’t have any proper guiding system to bring up the future pioneers from
their employees.

But some activities of succession planning are practiced for the salespeople in the
JAMUNA group.

External recruitment:
Subsequent to considering the above choice, the organization goes for external
recruiting. Jamuna Group highly emphasizes on this when It comes to hiring top-level
managers/employees. The individuals who best meet the aptitudes, capabilities, experience,
and skills required for the position, fill the vacancies.

Advertisement: The Company gives an advertisement in national dailies to attract

talented individuals. The offers are posted as the position is being vacant & continues till the
last date of submission.  

Employee referrals:

An employee can use personal contracts to locate individuals for these job
opportunities. It is a recommendation from a present employee regarding a job applicant.
This helps to identify & gather talents that can sometimes be missed through other processes.
Jamuna's group’s higher-level employees play an important role in providing a reference.

Selection process
After identifying possible candidates most of the case Jamuna use an interview as
selection tools to assess those candidates. They conduct a 1on1 interview session with each
candidate. Mostly their interviews are unstructured conversational style interviews. But
Jamuna’s selection process for the accounting & finance department is slightly different. For
this department, they use two different tools to assess their candidates. First, they conduct a
written test then they go for an interview. In this department, interviews are conducted by a

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panel of interviewers in a much more organized and structured way. Mostly those
interviews are job-related.

Before selecting the candidates Jamuna conducts 3 types of tests based on what
position they will work on.

1. Aptitude test: mainly they conduct this test when they hire for the accounting
&finance department to judge candidates' analytical, numerical skills.
2. Personality test: conduct when hiring for the sales and marketing
department.
3. Motor & physical ability test: they conduct this test whenever they hire truck
drivers and other drivers for a company vehicle.

Background investigation: Jamuna’s background investigation for junior, mid-

level employees and higher levels of employees are different from each other.

 For mid or junior level employees they only check about their previous job
information.
 For higher-level employees apart from previous job information they also
check social media and most importantly they perform police verification.

Training and Development

JAMUNA group ensures the best training and development programs and activities
for its employees to enrich their careers and increase the company’s profitability. JAMUNA
group arranges some sort of training programs to increase employee leadership and coaching,
team excellence, communication, etc. Some employees form they all are selected to be
trained. through personnel performance and their abilities and area of improvement. First of
all, the JAMUNA group set an orientation program for the selected candidates in the
respective department. Some employees from all they are selected to be trained through
personnel performance and their ability and area of development. First of all, the JAMUNA
group set an orientation application for the selected candidates in the respective departments.
Here the new employees are informed about their job objectives, job goals, job
responsibilities, job hours, the rules and regulations to follow. They also inform about
immediate actions for the violation of the rules. After that, the JAMUNA group arrange some
training for the employee. Different departments have to ready for their training and
development programs. In the training and development process org. focuses on both on-the-

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job and off-the-job training programs. JAMUNA group focus on that their strategic plans
must govern its training goals.

1. On the Job Training: In this segment of training JAMUNA group teaches their
employees how to work by facing the situations in the working field. The employee learns
overworking and their experience increases. Mostly the interns and probationary members are
given this training. In the on-the-job training process JAMUNA group focus on two
segments.

 Job Instruction Training: During this program organization trains the employees
step by step the foremost point of the duty. The trainer suggests and explains their
work step by step.
 Soft Skills: In soft skill training program department seniors train employees about
some basic soft skills like Email etiquette, MS Excel, MS Office, Etc.
 Team Training: In this specific segment of training JAMUNA teaches employees to
work collaboratively, effectively and efficiently with their teammates by working in a
given situation together.

2. Off the Job Training: In off the job training method JAMUNA cluster coaching
employees through an arrangement of some job-related seminars, discussion, a life connected
expertise, giving effective lectures, etc.

 Effective Lectures: JAMUNA finds this way of training as a very effective and
quick way to present knowledge to a large group.
 Classroom Training: This section is basically for manufacturing staff. In this
process, JAMUNA brings somebody from outside the company or inside who
delivers some speech and provides suggestions and coaching like accomplishment
suggestions.
 Informal: In this way of informal training seniors play a vital role. Like, senior
employees discuss juniors’ problems and giving them solutions about managing their
works in an effective way informally may b in the cafeteria or having tea together
outside the building.
 Computer-Based Training: Computer-based training is given to them who manages
their works on a computer and lack of computer skills.

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  Communication Training: Especially employees who are working in the sales and
marketing department need much communication training and the JAMNUA group
arranges communication training for them to improve their skills in communication
and negotiation.
 Seminars: JAMUNA group send their employees to outside seminars to learn and be
motivated who need this.

When JAMUNA group enters in a new business or change their strategies of doing
business employees are given the training to work effectively and efficiently in the change
and new strategies like expanding their business when JAMUNA started their Food and
Beverage section.

Training Evaluation: Besides giving training to employees JAMUNA group takes

some analysis/evaluation methods to identify the result of training whether it was effective or
not.

 They provide some questions and conduct a small exam for the trained employees to
evaluate the overall increased effectiveness and skills of the trained employees.
 Sometimes they some pre-analysis methods.
 JAMUNA additionally take trainer analysis.

Performance Appraisal
Performance appraisal is evaluating employee’s performance compared to the work
standard in the company. After the interview with Jamuna Group, we come up with some
ideas such as

 How do they appraise their employees’ performance?

 How do they make their decision for promotion and retention?
 Their techniques regarding performance appraisal.
 How do they criticize their employees?
 Whether they use a web base / computerized performance appraisal system.

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 In the head office (Jamuna Future Park) of Jamuna group, there has 5 functional
departments excluding the HR department. So, it was difficult to gather structured
information. But we have collected some qualitative data based on those above.

 Every employee in the Jamuna Group has the job description provided by the Jamuna
group. Thus, they actually set the work standard that those employees supposed to
fulfill their duties or those amount of output supposed to come out. Then assessing
those provide feedback to their employees.

 When it comes to the situation for promotion and retention decisions based on their
performance appraisal. What we easily understood after the interview, it’s clear to us
when the Jamuna group admin takes a decision for retention. If an employee doesn’t
know how to perform their job or again and again fail to perform their job, the
company easily can make their mind for retention.

But in the case of promotion, it is very crucial in Jamuna Group. It may not likely to
be happened based on performance appraisal.

 The technique to appraise employee they use; it is not specific. It’s more the
combination of narrative and verbal performance appraisal techniques.

 Jamuna group doesn’t have a separate HR department. This is what the challenge is
by itself. The performance appraisal interview is not formally coordinated and
structured. By this, it may lead to the misevaluation of an employee due to lack of
coordination.

 In the case of criticizing the employee, we observe something interesting life during
the interview we made with the Jamuna Group. They actually value the self-respect of
their employees. As for example the marketing department actually fails to meet the

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 goal of social media promotion. Their target was to gain 5 thousand like including
share but they got such a result which is below their expectation. For that reason
employee were criticized not in front of their subordinates. But in the office of their
director privately. And heard him know what the reason was behind. And they came
up with the decision that budget for the social media promotion was insufficient. So
he granted the budget. But the beginning he had to face criticism.

After all, one thing followed by everyone which is they believe in the continuous
improvement of their employees. Over time employees supposed to build themselves to grow
the capability so that they can meet the higher goal and accomplish them.

Compensation & Benefits

Jamuna Group Provides Compensation to employees on the basis of an individual's
diligence, passion and assiduous application of creativity within the project protocol and
company parameters. The process that they follow to determine and select the eligible
candidate is through keen observations i.e. Observing the development of assigned projects in
steps, the approaches the candidate adopts to tackle a case and application of own input with
alignment to the strategy.

When an employee's production exceeds a predetermined standard, Jamuna Group

usually adopts an Extrinsic compensation programmed for Middle level or ranked employees
because Jamuna Group prefers to hire higher-level officers and managers i.e. Marketing and
Managing directors outside the company’s hemisphere. So Intrinsic compensation like
promotion-based Job enrichment is only applicable for employees below mid-level.

Cash-based compensation, and pay for performance plans I.e. Paid family vacations,
shopping vouchers, etc. are executed and crafted by the company for employees of mid-level
and above.

Gratuity
Jamuna Group is a private company, its business operation with reference to the
outlay of other big private companies excludes the benefits of a long/short term pension
program. However, the company handles and chalks out different Gratuity benefits i.e. A sum
of money of a variable amount is paid on the basis of position, rank, contribution and

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seniority/loyalty. At the end of a contract which is malleable, a percentage is paid with the
salary.

Provident fund
Jamuna group is reluctant to provide provident fund policy.

Previously mentioned malleable employee contract is so because employees have the

liberty to leave the company whenever they want to. But in this case for voluntary premature
resignation violating the Employment contract would mean that the employee would be
stripped off his Gratuity and Its affiliated benefits

Recommendations
Jamuna Group is one of the largest and oldest companies in Bangladesh. And
approximately 1.5 lakh employees work under the Jamuna group in 26 different companies.
To conduct their HR operations, they have several HR teams but unfortunately to control
huge numbers of manpower them they don’t have any separate Human Resource
Management Department. Their current HR operations are maintained under the supervision
of the group director who is also the head of Marketing, Sales & Operations. Being one of the
pioneers in the business industry of Bangladesh is necessary for them to have a separate HR
department to manage their huge number of man powers. Apart from that, the Jamuna group
also needs to improve compensation & benefits to ensure proper employee satisfaction.

Conclusion
To ensure better service, effective Human Resource Management Practice is very
important. This is certainly the case at the Jamuna Group. This report emphasizes the extent
to which Jamuna practices HRM in their organization. This covers training, recruitment and
selection process and some aspects of their compensation package and appraisal system.
HRM is the heart of an organization that plays an important role in getting the right people to
do the right job to achieve the goals of the company. Hence, the practice of HRM must be
well performed.

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 References
https://jamunagroup.com.bd/company-profile/?
fbclid=IwAR1Zv7hA14aSxR_kuYWCSOelToIAl1RhbMFQUoLXcxFC_I0XpRFHHDgaBq
U

https://www.ukessays.com/essays/management/theories-and-practices-of-hrm-
management-essay.php?
fbclid=IwAR0wo_pD8FUCAoiaR_GaZtHFCTDv_cPH1lAPR_ywhEgehkDlUJquT6mLweI

Appendix

Mohammad Mesba Uddin Selection process,

recommendations, conclusion
Shafin Rahman Recruitment process,
methodology, executive
summary, introduction, company
background
Sheikh Sharukh Hossain Training & Development
Saif Ullah Performance appraisal
Rakib Ahmed Compensations & Benefits

Editing, formatting & compilation: Mohammad Mesba Uddin

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