The whole activities of Human Resources Management

of Jamuna Electronics and Automobiles Ltd.

Page No - 1
 The whole activities of Human Resources Management
of Jamuna Electronics and Automobiles Ltd.

Course Title
Human Resource Management (IB-205)

Prepared by Supervisor
Group- TITAINS Asmina Akter

Section : ‘B’ Assistant Professor

IB-14th Batch Department of International Business

Department of International Business University of Dhaka

University of Dhaka

Date of Submission
January 31, 2023.

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 GROUP DETAILS

GROUP- TITAINS
Course – Human Resource Management (IB-205)

ID Name SIGNATURE REMARK

BB-132-147 MOSTOFA KHAN ROHAN

JN-132-082 PRETAM DAS

SN-132-038 MAHMUDA AKTER MIM

SS-132-056 TOUFIK HOSSAN

KM-132-062 SADIA ISLAM TASIN

LETTER OF TRANSMITAL
January 31, 2023
Page No - 3
Asmina Akter
Assistant Professor
Department of International Business
University of Dhaka
Dear Sir,

Subject: Submission of the report.

On the basis of your authorization on January 31, 2023 about a report on the whole
activities of Human Resource Management of Jamuna electronics and automobiles ltd.
We have conducted a study and the report is provided here for your kind consideration.

In order to conduct this report, necessary information is collected from webpages of the
respected organizations, social media platforms and different articles on the organization.
Regarding all this, this report will contain the answer and details of all the queries which
is the main purpose of this report.

Thank you for authorizing this report. We hope this report will fulfil your expectation and
expect your kind consideration for any mistake make in this report.
Sincerely yours,
Pretam Das
Department of International Business
University of Dhaka
Email- pretamdas2001@gmail.com
Contact on -01851-691087
On the behalf of the members of Group - TITAINS

TABLE OF CONTANT
Executive Summary...........................................................................
Chapter 1: Introduction.......................................................................
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 1.1 Statement of the Research Problem.......................................
1.2 Rational for its study..................................................................
1.3 Scopes and objectives of the study..........................................
1.4 Methodology..........................................................................
1.5 Limitations of the study.............................................................

Chapter-2: Literature Review...............................................

Chapter-3: An overview of the sector to which the theme are

related................................................................................................

Chapter-4: Profiles of the project............................................

Chapter-5: Discussion on various aspects of the research

problem.............................................................................................

Chapter-6: Majors Findings...................................................................

6.1Human Resource Management...............................................................
6.2 Employment...........................................................................................
6.3 Employee Testing and Selection.............................................................
6.4 Interview..................................................................................................
6.5 Employee Training and Development......................................................
6.6 Performance Appraisal.................................................................
Chapter-7: Conclusion and recommendations..........................

Bibliography ...................................................................................

EXECUTIVE SUMMERY

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HR activities are one of the major activities in an organization. Jamuna electronics and Automobiles
Ltd. HR division is an Ideal place for learning HR related activities thoroughly. An excellent team of
management of HR division conducts all the HR related issues. Their dedicated work makes them
possible to get Right people for suitable positions. They maintain an actual flow of each and every steps
of Human resource management process. Reducing turnover rate proves the Human resource
management Process of Jamuna electronics and automobiles Ltd. Is an ideal example and they recruit
right person for right position. The term paper concentrated mainly on the Human Resource Division.
As private commercial Ltd. work pressure is very high in Jamuna electronics and automobiles Ltd, so
they need highly professional people who are very dedicated to their work, otherwise the whole
operation will mess up. This is a great challenge for any organization to find out such talented people.
To know the future demand of human resources in Jamuna Electronics and Automobiles Limited, the
Human Resources Division of Jamuna Electronics and automobiles Limited gives all the other branches
and divisions of the head office a general form at the beginning of the year. From the information
gathered from these forms, the HR division gets an estimate of the manpower requirements for the year.
The HR division then sets out to recruit and select necessary number of competent and efficient people
in the bank. The success of a commercial Company depends largely in the quality of service rendered to
the Clients. Quality of service depends on the competence and the quality of the employees of the
Organization. Therefore, the authority of Jamuna electronics and automobiles LTD has to be careful in
recruiting the right person for each job. As the Human Resource Management process of Jamuna
electronics and automobiles LTD improving. The policy and process should be revised. So, although the
process they have been adopting so far has been somewhat effective, to adapt to the changing times, the
process should be revised and streamlined.

CHAPTER-1: INTRODUCTION
Jamuna Electronics and Automobiles Ltd is one of the largest manufacturer and retailer of Electronics
products such as Refrigerator, Freezer, Television, Air Conditioner, Small Appliances, and Motor
Cycles. It was established in 2014 with large factory area of 100 Ac ores land. Use of Modern Machines,
Superb Technology, Skilled Manpower, Reliable source of Raw Materials and Continuous R&D
produce high quality products. Jamuna Electronics is known for its quality and durability.  In this current

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world phenomena, technologies having huge impact on production and we are using latest technology
for producing electronics products. Technology is our key strength but our skilled work force made it
possible because machines are run by men. It is our pride to announce that Jamuna Electronics
employees are highly satisfied and hence they are contributing their best. Our desire is to full fill
country's demand and enhance export around the world. Currently, we are exporting few countries in
Asia and Africa but we will move soon to Europe, America, and Latin America. We believe in our
strength, quality, and service so we can serve the nation for a prolonged period. Our main target is to
make peoples life comfortable and hassle free by providing high quality home appliances, faster
customer service, innovative products, colourful life style etc. We have introduced Glass door mirror
finished refrigerator for the first time in Bangladesh. In addition, we are providing 4 years panel
replacement warranty for Jamuna LED as well as inverter Air Conditioner to save electricity.

1.1 STATEMENT OF RESEARCH PROBLEM

There may have been some informational gaps since we were only able to speak with the company’s
Human resource manager while conducting the study. We were unable to comprehend the viewpoint of
the employees to whom real leadership and motivation are applied. We can’t contact all the employees
of the company to know the ins and outs of the company’s hierarchy and HR management. Employee
perceptions on the same topic may differ from those of Human resource managers because various
people may have different attitudes toward motivation and leadership, which may cause some
misunderstanding.

1.2 RATIONAL OF ITS STUDY

Human resource is the asset of any company. In this report, we are writing about the whole activities of
Human resource management of Jamuna electronics and automobiles. Human resource is one of the
elements of production elements and the rest of the three elements is worked by the Human resource.
So, it really rational for us to study about the human resource activities. A BBA student is only partially

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required to complete this report. This is so that knowledge and learning, when connected to theory and
practice, might become flawless. Students can network and create contacts with this report. In the real
world, contacts might aid in landing a job. In other words, students can train and get ready for the
workforce. Graduates with advanced degrees are overwhelmingly unemployed in underdeveloped
nations like Bangladesh. They haven't been able to create a networking structure or get the regular
professional experience that is necessary for landing a job because they haven't had any internship
experience. As a result, it is clear that its importance justifies its status as a necessary condition.

1.3 SCOPES AND OBJECTIVES OF THE STUDY

The study has been conducted with the following objectives:

(i) To investigate the Human resource management process of Jamuna electronics and Automobiles Ltd.

(ii) To evaluate the Human resource management process of Jamuna electronics and Automobiles Ltd.

(iii) To find out the problems of Human resource management process of Jamuna electronics and
Automobiles Ltd.

(iv) To recommend some suggestions to overcome the identified problems relating to the Human
resource management process of Jamuna electronics and Automobiles Ltd.

(v) To provide enough information for the customers and government to make suitable judgment about
this.

(vi) To show the relational between the employees and manager relationship in the hierarchy structure
while working.

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 1.4 METHODOLOGY
The methodology of the study has been designed in the following ways:

1. Research Method Used:

The qualitative method of research is used for completing this report. Non-numeric data was the main
concern for this report and we have used the description method to demonstrate the story of the assigned
Company. Due to the shortage of time, many things could not be included. Nevertheless, the information
which has been collected through the observational sessions is internal and accurate, and reliable. This
research is all about qualitative information. So far I figure out that the qualitative technique is more
suitable. I chose observational studies as the research design and through this, I started collecting
information

2. Source of Data Collection:

Necessary information for completing this report is collected from internet sources. We have gone
through main web page of the Project, different relatable articles and relatable video sources from
YouTube etc. By observing all these resources, we have collected essential information and completed
the research.

1.5 LIMITATION OF THE STUDY

Though I have given utmost effort to prepare this paper but there are some limitations of the study.

1. The main constraint of the study was inefficiency of the information which was required for the
study. There is various information the bank employee can’t provide due to security and other
corporate obligations.
2. Due to time limitation many of the aspects could not be discussed in the present report.

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Even though we carefully planned this study, we are fully aware of its limitations and restrictions. There
were a ton of resources for each chapter because this report is based on secondary research, such as You
tube, Website, Report etc. However, we made every attempt to only gather information from reliable
sources.

CHAPTER-2: LITERATURE REVIEW

Jamuna Group is one of the largest Bangladeshi industrial conglomerates. The industries under this
conglomerate include Textiles, Chemicals, Leather, motor cycles, Consumer products, Media,
Advertisement etc.

Jamuna was established in the 1970s by Nurul Islam Babul, an architect and was the first chairman of
the group. Best known for the Jamuna Group and Jamuna Future Park, Babul was also the owner of the
Bangla daily Jugantor and television channel Jamuna TV. Jamuna group is also known for its huge
contributions to the Rohingya crisis. They have initiated an NPO to further help the people in distress.
So far they have donated BDT1cr into the organization. Jamuna group operate many companies and
Jamuna electronics and automobile is a part of them.

CHAPTER-3: AN OVERVIEW OF THE SECTOR TO

WHICH JAMUNA ELECTRONICS AND AUTOMOBILES
LTD. ARE RELATED
Human working capital is very important for success of the businesses especially in service sectors.
Human resources are one of major costs part for any business, they always play very important role in
development which path company is adopting for success in business. Correct and efficient management
of resources and their utilization is necessary for success of all businesses. PR actioners of human
resource management have developed a modern view related to work management rather than
previously set of traditional philosophy. In current competitive business world that is always dynamic
organizations have to keep them advance with the pace of development in this changing environment.
The division of work inside organization aimed at completing tasks on time. Among all of the important

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organizational departments is the department of human resource management. According to some
experts organizational success basically depends on the success of human resource department. This
department has lot of value inside the organization. Human resource management is well set, properly
designed and rational approach to any of the management work that contributes to the achievement of
set business objectives. In all organizations human resource people have various functions. In companies
department of human resource play a crucial role as they are responsible for dealing with diversity of
staff. Starting from the recruitment identification process to the identification of the benefits that each
employee can bring to the organization, with a proper planning for this achievement. The people in
human resource always have the focus and responsibility to improve the performance of the employee.
Mainly the staffing is a vital step related to this process, but results and outcome lies in performance
management. This is directly result of internal control of the Human Resources to make more of the
workforce. Human Resources Department mostly tries its good efforts to give benefits to employees
cause it wants them to perform well with higher satisfaction, according to their job description.

CHAPTER-4: PROFILES OF THE PROJECT

Jamuna Electronics and Automobiles Ltd is a sister concern of Jamuna Group which was established by
the Honourable Chairman Mr. Md. Nurul Islam in 1974. Jamuna Group has 25 different concerns
including Real Estate, Leather, Textiles, Tyre Manufacturing Industry for Commercial Vehicles, Press
and Electronic Media, Shopping Moll, Retail Business etc. It is one of the largest business
conglomerates in Bangladesh. It is exporting products in different countries in the world.
Jamuna Electronics has three different channels for sales Plaza/Retail channel, Dealer operations,
Corporate Channel and Online/E-Commerce (www.estorejamuna.com). There are more than 100 Plaza
outlets and 400 plus dealer outlets around the Country. In addition, we have our own corporate sales
channels for B2B business. Currently E-Commerce or Online business is dominating the world and
Jamuna Electronics is also expanding their business through e-commerce. We, Jamuna Electronics &
Automobiles Ltd view business as a means to the material and social wellbeing of the investors,
employees, users and many others at large leading to accretion of wealth through financial and moral
gains as a part of the process of development of civilization. Our (Jamuna Electronics & Automobiles
Ltd) mission is to produce and provide best quality services and innovative products for people,
maintain ethical slandered in business operation ensuring benefit to the stakeholders and peoples of
Bangladesh and International.

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It is forecasted by IMF and World Bank that Bangladesh will be the emerging economic power in Asia,
especially South Asia and our economic activities are increasing day by day. Use of machineries in
agriculture sectors, establishing of economic zones, huge heavy, medium and small (SME)
industrialization indicates our economy is booming. In this economic changing arena, people are
becoming busier and they don't have time so they need different equipment or appliances which make
their life comfortable and easy. Jamuna Electronics is the largest Home appliances production house in
the country. We are producing Refrigerator, Freezer, Television, Air Conditioner, Small appliances,
Motor Cycles etc.

CHAPTER-5: DISCUSSION ON VARIOUS ASPECTS

OF THE RESEARCH PROBLEM

Since we collected all information from online sources so there may have been some informational gaps.
We were unable to understand the perspective of the workers to whom leadership and motivation are
truly applied. Employee perspectives on the same subject may differ from those of managers and
executives since different people have different attitudes regarding leadership and motivation, which
could lead to some confusion. Due to the fact that the study is based on secondary research, such as
websites, papers etc. There were lot of sources with conflicting information. However, we have made
every effort to ensure that the report is accurate, clear and perfect.

CHAPTER-6: MAJOR FINDINGS

At Bangladesh online shopping is expanding in every year and at recent years it has carried out a great
pace. Jamuna Electronics and Automobiles Ltd as one of the largest manufacturer and retailer of
electronics and automobiles products have taken that into consideration. From this perspective
estorejamuna.com is revolutionizing the online shopping in Bangladesh. It is a reliable online shopping
destination in Bangladesh which offers hassle free online shopping in trusted and secured gateways. If
you want any type of electronics and automobiles products we are just a single click away. We covered
all of these products in here. Not only that, all of these varieties of products have been offered with a
reasonable price.

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There are 2000 peoples are related with Jamuna Electronics directly or indirectly. Factory is run by a
bunch of skilled Engineers, Technicians and workers, some also have training from abroad especially
Engineers. Jamuna Electronics R&D department is consisting of qualified skilled Engineers who build a
world class lab including small separate production line. We have extended sales and marketing team,
those are moving around the country to promote Jamuna products, Jamuna Electronics has introduced
the country with high quality products.  Our service team members are scattered all over the country to
provide instant quality service to our valued customers. This is a well corporate cultured organization
and HR department is working to build a good team by providing training's, conduct team building
sessions, motivational sessions and good payroll including Fringe benefits.
As many employees work there, there need an effective human resource management to manage the
human resource. Now, Show the activities of human resource management of Jamuna electronics.

6.1 Human resource management in Jamuna Electronics

and Automobiles Ltd.

a)HRM in Jamuna Electronics and Automobile Ltd:

Jamuna Electronics and Automobiles Ltd regards it’s employee as most essential asset and resources in
ensuring continued success and development. The growth of Jamuna Electronics and Automobiles Ltd
all around the world has provided promising prospects for all competent and highly motivated
employees in a continuous manner. By providing rich Human Resources practices and offering of
competitive benefit package, Jamuna Electronics and Automobiles Ltd believe in ensuring a working
environment where management and employees put combined effort towards the growth of the company
and adhere the new challenges in a diversified environment. Acknowledgment of success is ensured here
to motivate our staff. Maintaining the global culture Jamuna Electronics and Automobiles Ltd is the
place to work where a favourable working environment is prevailed to showcase employee’s talents and
allows stretching one’s abilities to the fullest. Support, encouragement and leadership one can expect to
receive from his/her Manager’s in every step.

b. Human Resource Management Policy

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Jamuna Electronics and Automobiles Ltd is one of the regional companies of JAMUNA GROUP AG
where the employees are diverse in aspect of their religious belief, nationality, race and gender. To
ensure the equal opportunity policy, the company is committed to treat every employee with respect, fair
judgment and assess with their performance and capabilities. The Jamuna Electronics and Automobiles
Ltd human Resource practices determine to ensure every employees growth with highest potentiality by
providing a healthy and competitive work environment where the employee gets opportunity to excel
their knowledge and skill’s . It also ensures the appropriate career opportunities in line with the
capabilities and performance through Jamuna Electronics and Automobiles Ltd Performance
Management Process. The main objective is to provide an honest and open communication practice in
order to retain highly motivated workforce who are entirely dedicated towards their respective job
responsibilities in order to obtain company objectives. If we look into the existing HR flow chart of
Jamuna Electronics and Automobiles Ltd then we can easily identify that Jamuna Electronics and
Automobiles Ltd follows a very basic HR process and each process are inter-related. As we know the
objective of any business organization is to maximize profit through it’s company’s strategic goals. The
only way to achieve organizational goal and performance is through the human resources within the
organization. Thus the role of HR comes into play to provide its organization with high qualified and
skilled employee in order to achieve organizational goal. So the HR of Jamuna Electronics and
Automobiles Ltd needs to consider the fact that in every step of the HR process how it can add value to
get the best and qualified human resources keeping in the mind its ethical standard and policies. As we
know the organizational performance can be only be achieved if the HR process is
effective and efficient.

6.2 Employment in Jamuna Electronics and Automobiles Ltd.

Jamuna Electronics and Automobiles Ltd employs about 215 persons. Jamuna Electronics and
Automobiles Ltd considers it’s employees to be the lifeblood that keeps the company one step ahead all
the time. That’s why they recruit high potential individuals and offer them competitive salaries and
extensive social benefits. If we look into the HR structure or department of Jamuna Electronics and
Automobiles Ltd of a team of four. The HR head is responsible for the development of the policies and
strategies along with the concern of the Executive Management. Regarding the job specification for

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respective divisions are joint effort of the HR head and the individual division heads based on their
requirements. Employment terms and condition is determined in line with employee classification of
employment status. Employees are defined as persons employed by the company with employment
contract to any position and duties assigned. Jamuna Electronics and Automobiles Ltd classifies
employee’s employment status as follows:

Permanent Employment:
Employee under permanent employment status who has completed successful probation period under
the stipulated terms and conditions stated in employment contract.

Non-Permanent/Probationary:
Probationary employees are employees whom the company has employed under the provision of
Permanent employment position but regard as non-permanent until he/she successfully completes a
certain trial period under stipulated terms and condition stated in employment contract relevant benefits
will only be applicable after the successful completion of this tenure.

Contractual:
Contractual employee is employed for a fixed tenure assigned with as special task. Employee under
contractual employment is not eligible to receive any benefit like any other permanent staff of Jamuna
Electronics and Automobiles Ltd. The remuneration of contractual employee is negotiated based on the
educational background and previous job experience.

Trainee:
Trainee is employed for a stipulated tenure and do not eligible to hold permanent employment status.
Fresh graduates or with no experience can be employed as trainee.

Internee:
Students from renowned educational institutes are given opportunity to complete a stipulated internship
period with Jamuna Electronics and Automobiles Ltd where the interne needs to submit a report based
on a given topic align with work experience assigned by the university. A fixed amount is offered to the

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intern as per the company practice. Company business confidentiality should strictly be maintained
while making of such report. Concerned manager is hold responsible for such compliance. A copy of the
internship report has to be submitted to the respective division/department as future reference.

Appointment and Documentation:

The recruitment and selection of employees are carried out mainly on the basis of qualification, merit
and fitness. Progress within the company will depend very much on employee’s ability, dedication and
loyalty towards the company. Company reserves the right to practice to promote its own staff to higher
positions whenever possible. The company may transfer the employee within the organization as and
when the need arises.

Documentation:
Employment of an employee is being confirmed through proper documentation of an appointment letter
where the name of the employee with permanent address, date of commencing, his/her job title, position
level and starting salary package is clearly defined. Appointment letter is treated as legal authentication
of an employee’s employment status with Jamuna Electronics and Automobiles Ltd. At the time of
joining, The candidate must submit attested copies of all of his/ her academic, experience certificates
and clearance certificate from his/ her previous organization(s) to HR which are to be documented in
his/ her personal file after proper verification. The attestation must be done by First class gazette
government officer. After being appointed an employee receives an orientation Conducted by HR where
a short briefing session is arranged on employee’s benefits and company’s policies. The same time the
employee has to give some specific personal information by filling up a form for the record purpose of
HR Department.

Probation:
To ensure the staff selected for the position is capable for the job function, all newly appointed staff has
to serve an initial probationary period as specified in the Letter of Appointment. During probation period
employee become acquainted with work, colleagues and company facilities. During probation period,
superiors will evaluate performance, ability and reliability to determine whether this person can make a

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successful career with the company in future. If the company is not satisfied with an employee’s
performance, the company may at its discretion, extend the probation by another period not exceeding
the duration of the previous period. Employees is informed in written of this extension before the expiry
of the initial probation.

Confirmation:
Before the end of probation period, the concerned department or division head shall decide whether the
employee should be confirmed in his/her job with the company. Confirmation is subject to the
employee’s positive performance during the probation tenure. Upon successful completion of probation
period, an employee is being notified in writing of his/her confirmation of the employment in the
company. After the confirmation the employee shall be entitled to receive all relevant benefits according
to the status of his/her employment. Employee is also given with PR (Payroll) number at the time of
confirmation. After confirmation employee needs to sign employee deed and Business Conduct
Guideline. HR will do the needful in cooperation with the Employee to include him/ her in Jamuna
Electronics and Automobiles Ltd Group life insurance coverage.

Up-gradation:
The employees are subject to remain in one grade minimum for 2 to3 years to be considered for up
gradation. However, any deviation to this depends on the discretion of the Management.

Termination of Employment:
Either employee or the company may give notice of intention to terminate the contract of service in
accordance with Letter of Employment. The notice period of termination and the termination benefit is
defined accordance with employment status and current company practice. At the time of separation,
employee shall return all the information related to Jamuna Electronics and Automobiles Ltd entire
maintained in written and electronic forms and all company properties kept in his/her possession to the
Department /Division on his last working days. Final financial settlement of that employee is due subject
to the clearance and release order provided by respective Division/Department.

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 6.3 Employment Testing and Selection

Once the collection of potential candidates is done, the next step is to select the best person for the job.
This is one of the important steps in the recruitment process. Identifying the right kind of person for the
right job is essential for the organization. In Jamuna Electronics and Automobiles Ltd subjective written
test along with cognitive abilities, personality and interest, or achievement tests are used.

The Test of Cognitive Abilities:

Tests in this group include tests of general reasoning ability and tests of specific mental abilities like
memory and inductive reasoning.

Personality and Interest:

Personality test measures basic aspects of an applicant’s personality. Jamuna Electronics and
Automobiles Ltd give much importance to personality test. A person’s interest in different activities is
also a matter of importance.

Achievement Tests:
This test is basically a measure of what a person has learned. In Jamuna Electronics and Automobiles
Ltd this achievement test is used to measure the effectiveness of learning process.

Management Assessment Center:

In Jamuna Electronics and Automobiles Ltd these three exercises are done for Management Assessment
Center-
i)The leaders group discussion
ii)Management discussion
iii)Individual presentations

Other Selection Techniques:

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Only Background investigations and Reference Checks are used in Jamuna Electronics and Automobiles
Ltd for the mean time.

6.4 Interview
Interview is a procedure design to solicit information from a person’s responses to oral inquiries.
Jamuna Electronics and Automobiles Ltd usually conducted three types of interviews-

i)Directive
ii)Sequential
iii)Appraisal
Directive Interview
An interview follows a set sequence of questions. In directive Interview, the interviewer prepares a list
of questions in advance and does not deviate from it. In many organizations, standard form is used on
which the interviewer notes the applicants predetermined questions. Many of the questions asked in a
questions interview are forced choice in nature and the interviewers need only indicate the applicant’s
response with a check mark on the form. Jamuna Electronics and Automobiles Ltd follows a highly
structured interview which follows prearranged sequential questions. In such an interview, the interview
is often little more than a recorder of the interviews responses and little training are required to conduct
it. The structured approach is very restrictive. The information elicited is narrow and there is little
opportunity to adapt to the individual applicant. This approach is equally constraining to the applicant,
who is unable to qualify or elaborate to answers to the question.

Sequential Interview
An interview in which the applicant is interviewed sequentially by several persons and each rates the
applicant on a standard form. In a sequential interview several persons interview the applicant in
sequence before a selection decision is made. In an unstructured sequential interview each interviewer
may look at the applicant from his or her own point of view, ask different questions, and form an
independent opinion of the candidate. On the other hand, in a structured sequential or serialized
interview, each interviewer rates the candidate on a standard evaluation form and the ratings are
compared before the hiring decision are made.

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Appraisal Interview
A discussion following a performance appraisal in which supervisor and employee discuss the
employees rating and possible remedial actions. In many organizations, two evaluation systems exists
side by side; the formal and informal. Supervisors often think about how well employees are doing; this
is the informal system. It is influenced by political and interpersonal processes. So that employees who
are liked well than others have an edge. On the other hand, a formal performance evaluation is a system
set up by the organization to regularly and systematically evaluate employee performance. The
performance evaluation technique used will differ with the task being evaluated. When an employee
leaves a firm for any reason, an exit interview is often conducted. An exit interview, usually conducted
by the HR department, aims at eliciting information about the job or related matters that might give the
employer a better insight into what is right or wrong about the company. Many of the techniques
explained in this chapter apply equally well to appraisal and exit interviews.

6.5 Employee Training and Development

Employee training is very important for the company to keep the performance standard intact as well as
for attempting to enhance worker productivity. “Training is the process of teaching new employees the
basic skills they need to perform their jobs”. Training processes are broader today than they have been in
the past, which used to focus on production process training. However today there is a new trend for
training and development programs. Employees now adapt to rapid technological changes, improve
product and service quality, and boost productivity to stay competitive. Jamuna Electronics and
Automobiles Ltd is also trying their best to achieve these qualities by conducting their training
programs. Major Training programs-

Vocational Training: Vocational training is based on special skill attributes and inter.

On-The-Job Training (OJT): OJT means training a person to learn the job while working at it
From a CEO to a clerk who joins the company gets some kind of on the job training. There are several

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types of OJT. Jamuna Electronics and Automobiles Ltd is now using some of them according to their
requirements on the specific task that needed to be performed by the employees efficiently.

Types of On-The-Job Training adopted

Coaching – It is the most familiar method used by Jamuna Electronics and Automobiles Ltd whereby
an experienced worker or the trainee’s immediate supervisor trains the employee on the job. Jamuna
Electronics and Automobiles Ltd is using now this training technique to each of their employee from
managers to rest of the workers in different sections of the stores.

Job Rotation – Another technique that can be used for training the manager of Carters. Here the
trainee is moved from job to job at planned intervals.

Apprenticeship Training – It is a structured process by which individuals are trained through a

combination of classroom instruction and on the job training to become skilled. Besides learning to do
the actual job, here the trainees get the instant feedback about their performance over the job. Jamuna
Electronics and Automobiles Ltd also employ this method to train their fresh employees to make them
the most effective performers of their own fields.

Training facilities provided in Jamuna Electronics and Automobiles Ltd:

Currently Jamuna Electronics and Automobiles Ltd is operating in Bangladesh with the effort of
providing best performance services. For fulfilling that criterion the company is now providing newer
techniques in all their departments as well as their training section.

PowerPoint Presentation Media:

They are giving much emphasis on using presentation as a part of their training programs. The superior
or the trainer shows PowerPoint presentations based on the required materials during the training
programs.
Advantages: The advantages of the technique are as follows:
i)The presentations make the trainees able to visualize their required resources needed to perform their
future job.

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ii)It helps to reduce the cost and time needed to perform the training as there is less use of printed
materials and handouts.
iii)It also helps to make the training easily understandable to all of the trainers.

Programmed Learning: It is a systematic method for learning job skills consisting

3 major functions-
i)Presenting questions, facts, or problem to the learner.
ii)Allowing the person to respond.

iii)Providing feedback on the accuracy of his or her answers.

Jamuna Electronics and Automobiles Ltd uses the programmed learning named as “Management
Learning”. This training technique is especially for the managerial positions. The method is proven very
useful and effective from Bangladeshi perspective.

Advantages:
Jamuna Electronics and Automobiles Ltd has been benefited a lot by employing this technique to most
of its current mid-level managers. The main advantages of this technique are –
i)It reduces training time one-third.
ii)It can facilitate learning since it lets trainees to learn at their own pace.
iii)It provides immediate feedback.
iv)It reduces the risk of error.
But at the same time developing manuals or software for programmed instruction has to be
cost effective.

Aspects of ‘Computer Based training’ in Jamuna Electronics and Automobiles Ltd:

Here computer based system is used to interactively increase knowledge or skill about the job. It is
beneficial in the way that –
i)It reduces learning time by an average of 50.
ii)It is cost effective when designed and produced.
iii)Instructional consistency is present while using this technique.
iv)It provides Mastery of learning.
v)Increase retention and motivation resulting from responsive feedback.
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vi) Jamuna Electronics and Automobiles Ltd uses Computer Based Training (CBT) as an integrated
system in the whole company throughout country.

The System:
The Company has centrally controlled computer-networking system to provide computer programming
and applications in the entire country as it is doing over the world. Through central service the facilities
are being provided to different locations.

Training for Teamwork:

It is used for improving the company’s efficiency. The HRM department has gone through the
investigation and found out the effectiveness and necessity of teamwork in the organization. The
company thinks that this method is helping them in the areas as-
i)Effective Team building.
ii)For growing Team leadership.
iii)And Effective group work.

Customer Service Training in Jamuna Electronics and Automobiles Ltd:

Customer Training provides practical hands-on experience with the product.

6.6 Performance Appraisal in Jamuna Electronics and

Automobiles Ltd

Performance Management and Appraisal

Jamuna Electronics and Automobiles Ltd believe in “S_CCESS cannot be achieved without ‘U’.” So
they arrange a yearly performance appraisal programs for the entire company employees to motivate
them and make them feel as a valuable part of Jamuna Electronics and Automobiles Ltd.
Performance review exercise gives you the opportunity to see how an employee has performed during
the past one year and to enable to be guided towards being an ideal employee. It allows superior to
highlight the employee’s strong and weak points and discussion areas which require development. The
rating evaluation and discussion will be private and confidential between the employee and the
company. Jamuna Electronics and Automobiles Ltd practices performance review program through

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Performance Management Process. All employees belong to M and E group (Up to E III Level) are
considered to be eligible under process. Employee belongs to E IV and G Grade level is appraised by the
Annual Appraisal practice. Performance appraisal is a crucial link in the HRM process; it is the means
by which organizations assess how well employees are performing and determining appropriate rewards
or remedial actions. A performance appraisal has been defined as any personnel decision that affects the
status of employee regarding their retention, termination, promotion, transfer, salary increase or decrease
or admission into a training program. Every year organization goes through performance evaluation for
all the employees. The process starts with target setting for the employees in line with the goals of the
organization. Based on the set target the employees are monitored as per their immediate supervisors or
respective managers. After words all inputs are considered from the manger and Division head and pass
down to HR for their final concern. Then individuals are provided with feedback to further improvise
their efficiencies to achieve the set target and the process goes on. The increment or the promotion of the
employees depends on their performance level which is judged through the PMP. The evaluations are
done by using following methods-

Graphic Scale Rating: A scale that lists a number of traits and a range of performance for each. The
employee is then rated by identifying the score that best describe his or her level of performance for
each trait.

Management by Objectives: Involves setting specific measurable goals with each employee and
then periodically reviewing the progress.

Performance Appraisal Process

1)Target Setting: Target setting is the first step in the performance management process and aims to
provide target group with individual objectives on how they can support the overall business goals and
perform their tasks. It is important that smart targets are set in order to ensure quality in results.

2) Monitoring:
Monitoring is a process where Manager and Employee review the status quo of target achievement and
discuss the employee’s capabilities shown through his/ her actions and behaviours up to then. It helps to
improve the employee’s performance through a continuous communication and coaching process as well
as assist the manager in the identification and implementation of interim actions in order to support
employee to achieve result and implement the development action plan. Review of completed individual

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targets occurs throughout the year in the monitoring meeting. Existing target cannot be modified within
the financial year except in case of
i)Change of unit targets
ii)Change of job responsibilities
iii)Structural /personal changes.

(3) Discussion and Feedback:

The discussion helps to objectively differentiate between employees based on their results and
capabilities evaluations as well as identify possible potentials. Feedback on the outcome is done on the
discussion between the manager and employee on an annual basis. It is mandatory to provide feedback
on the employee’s achievement of results and evaluation of capabilities shown through actions and
behaviour.

(4) Implementation:
Implementation is the final outcome of the whole Performance Management Performance where the
development and compensatory actions are realized and in progress. The efficiency and effectiveness of
Development Action Plan is being measured during Implementation.

(5) Evaluation:
Evaluation is the assessment by the manager of the employee’s-
i)Target achievement.
ii)Capabilities shown through actions and behaviours.

CHAPTER 7: CONCLUSION & RECOMMONDATION

Jamuna Electronics and Automobiles Ltd follows very strong and healthy HR policies which not only
focus on human resources but also consider organizational goal while developing any human resource
strategy. Jamuna Electronics and Automobiles Ltd has a flatter HR structure which faster the speed of
doing business more efficiently and effectively. Even though with such effective HR structure and
policies, still there lays merits and demerits and hence provide a scope of improvisation for better
organization. Being a multinational company Jamuna Electronics and Automobiles Ltd is in the upper
hand as it has an effective HR system than of the local giants. The HR system of Jamuna Electronics and
Automobiles Ltd very much organized and specific in terms of policies and strategies for dealing

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employees and other parties both inside and outside of the organization. The HR policies and strategies
are pursuing to ensure that the recruiting, selecting, training, appraising and compensation systems are
consistent with the company’s strategic plan. As said by a writer that in a growing number of
organizations human resources are now viewed as a source of competitive advantage. A high quality
workforce enables organization to compete on the basis of market responsiveness, product and service
quality, differential products and technological innovations. Thus Jamuna Electronics and Automobiles
Ltd HR system takes into consideration employees as much as possible to develop and trained them both
personally and professionally. Let us take a close look how each HR aspects such as recruitment and
selection, training and development, performance appraisal, compensation and benefits and promotion
affects the HR process of Jamuna Electronics and Automobiles Ltd in gaining competitive advantage
and hence organizational performance.

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