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The term human resource management (HRM) has relatively adopted in business organizations
in place of personnel management. HRM can be defined as the management of activities under
taken to attract, develop, motivate, and maintain high performing workforce with in the
organization HRM involves following characteristics. First, it focuses on horizontal authority and
reduced hierarchy. The second characteristic is that the role of human resource professionals is
to support and facilitate line managers who have the direct responsibility of managing personnel.
Thirdly, HRM is proactive and fused with corporate level planning. The fourth characteristic is that
employees are seen as subjects who have potential to develop and grow. The purpose of HRM is
to specify employees potential and develop it in line with the needs of the organization.
Finally, HRM holds the view that the management and non-management have a common interest
in the success of the organization (Krulis cited in Goss, 1994).The development of HRM in the
1980s is reflective of an increased realization of the importance of human element in
organizations. Goss (1994) stated that the evolution of HRM could be linked to socio-economic
factors such as changes in international competition, restructuring of industrial sectors and
organizations, and changes in the concept of managerial. According to Goss (1994), during
the1970s and the early 1980s the US and the UK industries became incompetent at international
markets because of increasing domination of Japanese manufacturers.
Therefore, Western managers began to analyze the Japanese industry and concluded that
Japanese organizations value people as the key asset of business. In short, this conclusion
opened the way for the development of HRM.
Human Resource Management Today and The Scope of HRM
Poole (1990) started that todays HRM could be described as broad and strategic, involving all
managerial personnel, valuing employees as important assets of organizations, and being
proactive in its responsibilities. Moreover, today human resource functions refer to those tasks
and duties performed in both large and small organizations to coordinate human resources
(Byars & Rue, 1991). These functions of human resource management activities can be listed as
follows:
To ensure that the organization apply equal employment opportunities and other government
obligations.
To conduct job analysis to specify different requirements of jobs in an
organization.
objectives.
To develop and implement a plan that meet personnel and job requirements.
objectives.
To select personnel in order to fill vacant positions within an organization.
To provide orientation and training to the employees.
To design and implement management and organizational development
programs.
To design and implement performance appraisal systems to evaluate employee
performance.
To assist employees in developing career plans.
To design and implement compensation systems for employees.
To mediate the relationship between organizations and its units.
To design systems for discipline and grievance handling.
To develop employee communication systems.
To develop employee health and safety programs
The present study aim to cover all of the HRM activities mentioned above.
Background of the Square Textiles Ltd.
Square Textiles Ltd. started its journey by establishing the first unit in 1997. One year later the
second unit was established. Square Textile is a subsidiary company of Square Group .The
Company was incorporated as a public limited company in the year of 1994. The operation was
started in 1997.It was enlisted in Dhaka Stock Exchange & Chittagong Stock Exchange in 2002.
Within a very short time of span the company achieved some significance success. Square
Textile receives Oeko-Tex standard 100 and ISO-9002 certificates in the year 2000. Authorized
capital of the company is tk. 1000 million. Its paid- up capital is tk. 251.90 million. 1,223
employees are working in this organization. The business lines of Square Textiles Limited are
manufacturing and marketing of yarn. The factory is located in Saradaganj, Kashimpur, Gazipur,
Bangladesh. Its office is located at Uttara in Dhaka.
Objective
To
reduce
the
income
gap
between
top
and
bottom
categories
of
employees.
Performance Management
Labor relation
Employee relation
Job analysis
Job design
Selection
Development
Incentives
Benefits
openings are posted .Besides entry level positions, senior management and top stuff positions
may be filled by merit or with external recruiting. Job posting is most common for lower level
clerical, technical and supervisory positions.
Departing Employees:
An often overlooked source of recruiters consists of departing employees. Many employees leave
because they can no longer work the traditional 40 hours work week .School, child care needs
and other commitments are
The common reason. Some might gladly stay if they could rearrange their hours of work or their
responsibilities .Instead, they quit when a transfer to a part-time job may retain their valuable skill
and training. Even if part- time work is not a solution, a temporary leave of absence may satisfy
the employee and some future recruiting need of the employer.
External source:
When job opening cannot be filled internally, the HR department of SQUARE must look outside
the organization for applicants. We discuss all the external source of recruitment at bellow:
Walk-ins and Write-ins:
Walk-ins are some seekers who arrived at the HR department of SQUARE in search of a job;
Write-ins are those who send a written enquire .both groups normally are ask to complete and
application blank to determine their interest and abilities. Usable application is kept in an active
file until a suitable opening occurs or until an application is too old to be considered valid, usually
six months.
Employee referrals:
Employees may refer job seekers to the HR department .Employee referrals have several
advantages .Employees with hard to find job skill may no others who do the same work.
Employees referrals are excellent and legal recruitment technique, but they tend to maintain the
status quo of the work force in term of raise, religions, sex and other characteristics, possibly
leading to charges of discrimination.
Advertising:
Want ads describe the job and the benefits, identify the employer, and tell those who are
interested how to apply .They are most familiar form of employment advertising .for highly
specialist requites, ads may be placed in professional journal or out of town newspaper in areas
with high concentration of the desired skills
General Manager- production: