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Introduction
In the time of training has to prepare project report at the end of the training period but
the main objective of the training is to get the hands-on experience of the real world
organization. It also helps to develop the skills required to handle the day to day
operation in an organization. This will allow the students to be prepared for the
upcoming corporate challenges by experiencing real time working environment.
Upon subsequent research to find the best suitable organization to match both my
major and area of interest, I selected the HRD of a Petroleum Company supremely
known for its operation and its contribution to country's economic growth- Jamuna
Petroleum Company Limited.
The research design will be descriptive in nature. Thus, I have collected my requisite
data and information and analyzed systematically to turn them into useful information.
Companies Act 1913 with authorized capital of Tk. 10.00 crore and paid-up capital of
Tk. 5.00 crore. Subsequently, in the year 1976 the assets and liabilities of the Company
were transferred & handed over to Bangladesh Petroleum Corporation (BPC) as per
schedule stated in clause 31(c) of BPC Ordinance No. LXXXVIII (published in
Bangladesh Gazette extra ordinary on 13 November, 1976). Since then Jamuna
Petroleum Company Limited has been functioning as a Subsidiary of BPC. On 1
January, 1986 all assets and liabilities of Indo-Burma Petroleum Company Limited
(IBPCL) were transferred to the Company.
In 2005-2006 FY the paid-up capital of the company was increased to Tk. 10.00 crore
from Tk. 5.00 crore by issuing of bonus share out of its profit. The company was
converted into a Public Limited Company from a Private Limited Company on 25
June, 2007 and its authorized capital was increased to Tk. 300.00 crore. On 10 August,
2007 the paid-up capital of the company was increased to Tk.45.00 crore by issuing
bonus share of Tk. 35.00 crore. The company was enlisted with Dhaka Stock
Exchange Limited and Chittagong Stock Exchange Limited on 9 January, 2008 with a
view to off-load 1.35 crore shares of Tk.10.00 each under direct listing procedure and
accordingly the shares of the company were off-loaded in the capital market.
On 14th may ,2011, in its 35th AGM, the company declared to pay 30% cash dividend
and 20% Bonus share of taka 10.00 each for the FY 2009-2010. With this issuance of
bonus share, company's total paid up capital soared to Tk. 54.00 Crore.
In its 37th AGM, held on January 12, 2013, the company declared and approved to pay
45% cash dividend and 30% stock dividend of taka 10.00 each for the FY 2011-12. As
a result, company's total paid up capital increased to 91.26 Crore.
BOARD OF DIRECTORS
MANAGING DIRECTOR
GENERAL MANAGER
(MARKETING)
Bogra Division 6 1 2 1 1 11
Office
Fotullah Depot 20 6 2 1 1 1 31
Dowlatpur Depot 16 3 1 1 1 1 23
Baghabari Depot 19 4 2 1 26
Sylhet Depot 9 1 1 1 12
Voirob Depot 7 1 1 1 10
Chandpur Depot 9 1 1 11
Barishal Depot 7 1 1 1 10
Jhalkathi Depot 3 1 1 5
Parbotipur 5 2 1 8
Natore Depot 3 1 4
Rangpur Depot 3 1 1 5
Rajshahi Depot 1 1
Srimangal Depot 5 1 1 7
Sacna Bazar 3 1 4
As Per Organogram Labors, Employees and Officers Till 30th November, 2014
Officer 200 132
Workers 129 111
Labors 327 278
Total 656 521
To have sustained growth, broaden and improve range of products and services in all
areas of Bangladesh with the aim to add increased value to shareholders investment
and offer highest possible benefit to our customers.
On 14th may.2011, in its 35th AGM, the company declared to pay 30% cash dividend
and 20% Bonus share of taka 10.00 each for the FY 2009-2010. With this issuance of
bonus share, company's total paid up capital soared to Tk. 54.00 Crore.
On 11th February, 2012, in its 36th AGM, the company declared to pay 30% cash
dividend and 30% Bonus share of taka 10.00 each for the FY 2010-2011. With this
issuance of bonus share, company's total paid up capital soared to Tk. 70.20 Crore.
In its 37th AGM, held on January 12, 2013, the company declared and approved to pay
45% cash dividend and 30% stock dividend of taka 10.00 each for the FY 2011-12. As
a result, company's total paid up capital increased to 91.26 Crore.
KHULNA 97 20 3 127 95
BARISAL 10 27 -- 56 52
SYLHET 50 55 -- 25 44
RANGPUR 75 1 -- 151 25
HR in Petroleum Industry
3.1 Recruitment
3.2 Selection
An enterprise may not be able to recruit the persons freely even though it offers better
salaries and other amenities.
The image of the enterprise in the community largely influences recruitment process. A
person may not be interested to apply for a job in an enterprise whose goodwill is not
good.
2. Unattractive Jobs:
If the job is boring, hazardous, tension ridden and lacking in opportunities for
advancement, very few persons may be available for such jobs. On the other hand, if it
carries good salaries, promotional avenues, or good working conditions, there may be
many persons available for such jobs.
3. Organisational Policies:
Internal policies of the enterprise may also act as a constraint on recruitment of new
persons. A policy of filling up higher positions from outside can discourage competent
persons to apply in such an enterprise (because of lack of promotion avenues).
In some cases, agreements with trade union may also act as constraints to employ
persons from outside. An understanding with the union to fill up certain percentage of
posts through it will restrict the choice of management.
5. Government Policies:
Methods of interview :
1. Situational Interviews
Examples: How would you handle a situation in which you had to….
Inform your manager that you do not agree with how a project is to be carried
out?
Let your supervisor know that your work will not be delivered on time?
Notify a customer that there will be a week’s delay in completing the work?
2. Group Interviews
3. Video Interviews
Video interviewing is emerging as a cost-effective approach that saves time for both
employers and candidates. Traditionally, employers might have considered video
interviews only for candidates in remote geographies. But innovative alternatives are
emerging – including Recruit Loop’s recorded video interviews.
Some of the benefits of recorded video interviews? Apart from the obvious time
savings, they allow employers to standardize interview questions; review the same
interview multiple times; and share interviews with colleagues. Typically video
interviews will be used as an efficient screening tool, to avoid multiple first-round in-
person interviews. However, for some roles they might be used for the entire interview
process.
5. Knowledge Testing
Knowledge testing is used to test a candidate’s knowledge with regard to specific skills
needed to perform the job successfully. In contrast to pre-employment testing,
knowledge tests are most appropriate to use when a new employee will need to apply
those skills immediately rather than being trained after hire. Licensing exams, such as
that required to become a financial advisor, would be an example of a knowledge test.
Knowledge tests may also be in the form of situational assessments in which
candidates perform the job during a trial period that can last from a few hours to a full
day.
Not all of these alternatives will be appropriate for every role. But employers should
be aware of genuine alternatives to the standard interview process, to ensure they make
the best hiring decisions.
The searching of suitable candidates and informing them about the openings in the
enterprise is the most important aspect of recruitment process.
The candidates may be available inside or outside the organization. Basically, there are
two sources of recruitment i.e., internal and external sources.
Best employees can be found within the organization… When a vacancy arises in the
organization, it may be given to an employee who is already on the pay-roll. Internal
sources include promotion, transfer and in certain cases demotion. When a higher post
is given to a deserving employee, it motivates all other employees of the organization
to work hard. The employees can be informed of such a vacancy by internal
advertisement.
1. Transfers:
Transfer involves shifting of persons from present jobs to other similar jobs. These do
not involve any change in rank, responsibility or prestige. The numbers of persons do
not increase with transfers.
2. Promotions:
3. Present Employees:
The present employees of a concern are informed about likely vacant positions. The
employees recommend their relations or persons intimately known to them.
Management is relieved of looking out prospective candidates.
The persons recommended by the employees may be generally suitable for the jobs
because they know the requirements of various positions. The existing employees take
full responsibility of those recommended by them and also ensure of their proper
behavior and performance.
1. Improves morale:
When an employee from inside the organization is given the higher post, it helps in
increasing the morale of all employees. Generally every employee expects promotion
to a higher post carrying more status and pay (if he fulfills the other requirements).
2. No Error in Selection:
3. Promotes Loyalty:
It promotes loyalty among the employees as they feel secured on account of chances of
advancement.
4. No Hasty Decision:
The chances of hasty decisions are completely eliminated as the existing employees
are well tried and can be relied upon.
The existing employees are fully aware of the operating procedures and policies of the
organization. The existing employees require little training and it brings economy in
training costs.
6. Self-Development:
(ii) It is possible that the requisite number of persons possessing qualifications for the
vacant posts may not be available in the organization.
(iii) For posts requiring innovations and creative thinking, this method of recruitment
cannot be followed.
(iv) If only seniority is the criterion for promotion, then the person filling the vacant
post may not be really capable.
All organizations have to use external sources for recruitment to higher positions when
existing employees are not suitable. More persons are needed when expansions are
undertaken.
1. Advertisement:
It is a method of recruitment frequently used for skilled workers, clerical and higher
staff. Advertisement can be given in newspapers and professional journals. These
advertisements attract applicants in large number of highly variable quality.
Prepared by : Md Mahfuj, Reg No.: 14326075244, MBA, 26
Islamia Degree College.
Preparing good advertisement is a specialized task. If a company wants to conceal its
name, a ‘blind advertisement’ may be given asking the applicants to apply to Post Bag
or Box Number or to some advertising agency.
2. Employment Exchanges:
Employment exchanges in India are run by the Government. For unskilled, semi-
skilled, skilled, clerical posts etc., it is often used as a source of recruitment. In certain
cases it has been made obligatory for the business concerns to notify their vacancies to
the employment exchange. In the past, employers used to turn to these agencies only
as a last resort. The job-seekers and job-givers are brought into contact by the
employment exchanges.
Direct recruitment from educational institutions for certain jobs (i.e. placement) which
require technical or professional qualification has become a common practice. A close
liaison between the company and educational institutions helps in getting suitable
candidates. The students are spotted during the course of their studies. Junior level
executives or managerial trainees may be recruited in this way.
The present employees know both the company and the candidate being
recommended. Hence some companies encourage their existing employees to assist
them in getting applications from persons who are known to them.
In certain cases rewards may also be given if candidates recommended by them are
actually selected by the company. If recommendation leads to favouritism, it will
impair the morale of employees.
5. Factory Gates:
Certain workers present themselves at the factory gate every day for employment. This
method of recruitment is very popular in India for unskilled or semi-skilled labour. The
desirable candidates are selected by the first line supervisors. The major disadvantage
of this system is that the person selected may not be suitable for the vacancy.
6. Casual Callers:
Those personnel who casually come to the company for employment may also be
considered for the vacant post. It is most economical method of recruitment. In the
advanced countries, this method of recruitment is very popular.
A file of past applicants who were not selected earlier may be maintained. In order to
keep the file alive, applications in the files must be checked at periodical intervals.
8. Labour Unions:
In certain occupations like construction, hotels, maritime industry etc., (i.e., industries
where there is instability of employment) all recruits usually come from unions. It is
advantageous from the management point of view because it saves expenses of
recruitment. However, in other industries, unions may be asked to recommend
candidates either as a goodwill gesture or as a courtesy towards the union.
9. Labor Contractors:
This method of recruitment is still prevalent in India for hiring unskilled and semi-
skilled workers in brick klin industry. The contractors keep themselves in touch with
the labor and bring the workers at the places where they are required. They get
commission for the number of persons supplied by them.
In case employees have been laid off or have left the factory at their own, they may be
taken back if they are interested in joining the concern (provided their record is good).
Apart from these major sources of external recruitment, there are certain other sources
which are exploited by companies from time to time. These include special lectures
delivered by recruiter in different institutions, though apparently these lectures do not
pertain to recruitment directly.
Then there are video films which are sent to various concerns and institutions so as to
show the history and development of the company. These films present the story of
company to various audiences, thus creating interest in them.
Various firms organize trade shows which attract many prospective employees. Many
a time advertisements may be made for a special class of work force (say married
ladies) who worked prior to their marriage.
These ladies can also prove to be very good source of work force. Similarly there is
the labor market consisting of physically handicapped. Visits to other companies also
help in finding new sources of recruitment.
Internal sources, sometimes, may not be able to supply suitable persons from within.
External sources do give a wide choice to the management. A large number of
applicants may be willing to join the organization. They will also be suitable as per the
requirements of skill, training and education.
The selection of persons from outside sources will have the benefit of new ideas. The
persons having experience in other concerns will be able to suggest new things and
methods. This will keep the organization in a competitive position.
3. Economical:
This method of recruitment can prove to be economical because new employees are
already trained and experienced and do not require much training for the jobs.
1. Demoralization:
When new persons from outside join the organization then present employees feel
demoralized because these positions should have gone to them. There can be a heart
burning among old employees. Some employees may even leave the enterprise and go
for better avenues in other concerns.
2. Lack of Co-Operation:
The old staff may not co-operate with the new employees because they feel that their
right has been snatched away by them. This problem will be acute especially when
persons for higher positions are recruited from outside.
3. Expensive:
The process of recruiting from outside is very expensive. It starts with inserting costly
advertisements in the media and then arranging written tests and conducting
interviews. In spite of all this if suitable persons are not available, then the whole
process will have to be repeated.
There may be a possibility that the new entrants have not been able to adjust in the
new environment. They may not temperamentally adjust with the new persons. In such
cases either the persons may leave themselves or management may have to replace
them. These things have adverse effect on the working of the organization.
(i) The required qualities such as will, skill, talent, knowledge etc., are available from
external sources.
(ii) It can help in bringing new ideas, better techniques and improved methods to the
organization.
(iv) The cost of employees will be minimum because candidates selected in this
method will be placed in the minimum pay scale.
(v) The entry of new persons with varied experience and talent will help in human
resource mix.
(vii) The entry of qualitative persons from outside will be in the long-run interest of
the organization.
3.2 Selection:
Selection is a process of picking individuals (out of the pool of job applicants) with
requisite qualifications and competence to fill jobs in the organization. Different Oils
apply different methods and procedure for recruitment as well as selection. It basically
depends on the management policies and the size of operation.
Objectives of selection
1 To provide materials that will enrich and support the curriculum, taking into
consideration the varied interests, abilities, and maturity levels of the students served.
Prepared by : Md Mahfuj, Reg No.: 14326075244, MBA, 30
Islamia Degree College.
2 To provide materials that will stimulate growth in factual knowledge, literary
appreciation, aesthetic values, and ethical standards
6 To place principle above personal opinion and reason above prejudice in selection
of materials of the highest quality in order to assure a comprehensive collection
appropriate for the users of the library media center.
Selection Process
Selection is a long process, commencing from the preliminary interview of the
applicants and ending with the contract of employment. Fig. shows the generalized
selection process. In practice, the process differs among organizations and between
two different jobs within the same organization. Selection procedure for senior
managers will be long-drawn and rigorous, but it is simple and short while hiring
shop-floor workers.
1. Coaching
2. Mentoring
3. Job Rotation
5. Apprenticeship
6. Understudy
2. Vestibule Training
3. Simulation Exercises
4. Sensitivity Training
5. Transactional Training
Under these methods new or inexperienced employees learn through observing peers
or managers performing the job and trying to imitate their behaviour. These methods
do not cost much and are less disruptive as employees are always on the job, training
is given on the same machines and experience would be on already approved
standards, and above all the trainee is learning while earning. Some of the commonly
used methods are:
1. Coaching:
Coaching is a one-to-one training. It helps in quickly identifying the weak areas and
tries to focus on them. It also offers the benefit of transferring theory learning to
2. Mentoring:
The focus in this training is on the development of attitude. It is used for managerial
employees. Mentoring is always done by a senior inside person. It is also one-to- one
interaction, like coaching.
3. Job Rotation:
It is the process of training employees by rotating them through a series of related jobs.
Rotation not only makes a person well acquainted with different jobs, but it also
alleviates boredom and allows to develop rapport with a number of people. Rotation
must be logical.
It is a Step by step (structured) on the job training method in which a suitable trainer
(a) prepares a trainee with an overview of the job, its purpose, and the results desired,
(b) demonstrates the task or the skill to the trainee, (c) allows the trainee to show the
demonstration on his or her own, and (d) follows up to provide feedback and help. The
trainees are presented the learning material in written or by learning machines through
a series called ‘frames’. This method is a valuable tool for all educators (teachers and
trainers). It helps us:
5. Apprenticeship:
Off-the-job training methods are conducted in separate from the job environment,
study material is supplied, there is full concentration on learning rather than
performing, and there is freedom of expression. Important methods include:
Lectures and conferences are the traditional and direct method of instruction. Every
training programme starts with lecture and conference. It’s a verbal presentation for a
large audience. However, the lectures have to be motivating and creating interest
among trainees. The speaker must have considerable depth in the subject. In the
colleges and universities, lectures and seminars are the most common methods used
for training.
2. Vestibule Training:
This enables the workers to secure training in the best methods to work and to get rid
of initial nervousness. During the Second World War II, this method was used to train
a large number of workers in a short period of time. It may also be used as a
preliminary to on-the job training. Duration ranges from few days to few weeks. It
prevents trainees to commit costly mistakes on the actual machines.
3. Simulation Exercises:
Simulation is any artificial environment exactly similar to the actual situation. There
are four basic simulation techniques used for imparting training: management games,
case study, role playing, and in-basket training.
Properly designed games help to ingrain thinking habits, analytical, logical and
reasoning capabilities, importance of team work, time management, to make decisions
lacking complete information, communication and leadership capabilities. Use of
management games can encourage novel, innovative mechanisms for coping with
stress.
Management games orient a candidate with practical applicability of the subject. These
games help to appreciate management concepts in a practical way. Different games are
used for training general managers and the middle management and functional heads –
executive Games and functional heads.
Case studies are complex examples which give an insight into the context of a problem
as well as illustrating the main point. Case Studies are trainee centered activities based
on topics that demonstrate theoretical concepts in an applied setting.
Each trainee takes the role of a person affected by an issue and studies the impacts of
the issues on human life and/or the effects of human activities on the world around us
from the perspective of that person.
It emphasizes the “real- world” side of science and challenges students to deal with
complex problems with no single “right” answer and to use a variety of skills beyond
those employed in a typical research project.
In particular, role-playing presents the student a valuable opportunity to learn not just
the course content, but other perspectives on it. The steps involved in role playing
include defining objectives, choose context & roles, introducing the exercise, trainee
preparation/research, the role-play, concluding discussion, and assessment. Types of
role play may be multiple role play, single role play, role rotation, and spontaneous
role play.
In-basket exercise, also known as in-tray training, consists of a set of business papers
which may include e-mail SMSs, reports, memos, and other items. Now the trainer is
asked to priorities the decisions to be made immediately and the ones that can be
delayed.
4. Sensitivity Training:
It reveals information about his or her own personal qualities, concerns, emotional
issues, and things that he or she has in common with other members of the group. It is
the ability to behave suitably in light of understanding.
A group’s trainer refrains from acting as a group leader or lecturer, attempting instead
to clarify the group processes using incidents as examples to clarify general points or
provide feedback. The group action, overall, is the goal as well as the process.
5. Transactional Analysis:
It provides trainees with a realistic and useful method for analyzing and understanding
the behavior of others. In every social interaction, there is a motivation provided by
one person and a reaction to that motivation given by another person.
Child:
Parent:
The characteristics of this ego are to be overprotective, isolated, rigid, bossy, etc.
Verbal clues that a person is operating from its parent states are the use of words like,
always, should, never, etc and non-verbal clues such as, raising eyebrows, pointing an
accusing finger at somebody, etc.
Adult:
All of us show behavior from one ego state which is responded to by the other person
from any of these three states.
HR Practice in JOCL
Internal Search:
First of all, the HR department of JOCLs searches for the capable person for any
vacant or newly created position within the organization. It means that, they promote
or transfer existing employees within the organization. But for this transfer or
promotion every employee has to have some qualifications and these are
a) The employee must have eligibility in terms of education requirement.
b) She/he must have to serve the organization for at least for a fixed period of
time. This period is a variable for different position. Such as, for promotion in
Advertisement:
When the organization requires quite a large number of workers at one time, they go
for advertisement. The advertisement media are
Website: JOCLs Ltd. usually, they go for advertisement in reputed job portals
like BDJOBS, PROTHOM-ALOJOBS to attract the eligible employees.
Daily newspaper: Beside web site the company also goes for vacancy
announcement in prominent national daily newspaper.
Training:
JOCL provides a good number training to the graduating students to work in the
organization as they are the potential employees of an organization. After completing
the training if the company finds any eligible candidate from the interns, they recruit
as an employee.
Contractual Employees
Sometimes JOCLs need some people for a specific period of time such as DGM, GM
and sometimes merchandiser. Sometimes they also need to hire additional workers to
Employee Selection is the process of putting right men on right job. It is a procedure
of matching organizational requirements with the skills and qualifications of people.
Effective selection can be done only when there is effective matching. By selecting
best candidate for the required job, the organization will get quality performance of
employees. Moreover, organization will face less of absenteeism and employee
turnover problems. By selecting right candidate for the required job, organization will
also save time and money. Proper screening of candidates takes place during selection
procedure. All the potential candidates who apply for the given job are tested.
But selection must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it motivates
more of candidates to apply for the job. It creates a pool of applicants. It is just
sourcing of data. While selection is a negative process as the inappropriate candidates
are rejected here. Recruitment precedes selection in staffing process. Selection
involves choosing the best candidate with best abilities, skills and knowledge for the
required job.
Techniques of interview
1. Do Your Research
Researching the company before the interview and learning as much as possible
about its services, products, customers and competition will give you an edge in
understanding and addressing the company's needs. The more you know about
the company and what it stands for, the better chance you have of selling
yourself in the interview. You also should find out about the company's culture
to gain insight into your potential happiness on the job.
2. Look Sharp
Select what to wear to the interview. Depending on the industry and position,
get out your best interview clothes and check them over for spots and wrinkles.
Even if the company has a casual environment, you don't want to look like you
slept in your outfit. Above all, dress for confidence. If you feel good, others will
respond to you accordingly.
3. Be Prepared
Bring along a folder containing extra copies of your resume, a copy of your
references and paper to take notes. You should also have questions prepared to
ask at the end of the interview. For extra assurance, print a copy of Monster's
handy interview take-along checklist.
Never arrive late to an interview. Allow extra time to arrive early in the vicinity,
allowing for factors like getting lost. Enter the building 10 to 15 minutes before
the interview.
5. Show Enthusiasm
6. Listen
One of the most neglected interview skills is listening. Make sure you are not
only listening, but also reading between the lines. Sometimes what is not said is
just as important as what is said.
Candidates often don't think about whether they are actually answering the
questions their interviewers ask. Make sure you understand what is being asked,
and get further clarification if you are unsure.
9. Ask Questions
Many interviewees don't ask questions and miss the opportunity to find out
valuable information. The questions you ask indicate your interest in the
company or job.
Whether it's through email or regular mail, the interview follow-up is one more
chance to remind the interviewer of all the valuable traits you bring to the job
and company. Don't miss this last chance to market yourself.
It is important to appear confident and cool for the interview. One way to do
that is to be prepared to the best of your ability. There is no way to predict what
an interview holds, but by following these important rules you will feel less
anxious and will be ready to positively present yourself.
The management of JOCL thinks that training is very essential and it is not just waste
of money. Usually, the company goes for on the job training method, as by using this
method the company can get the works done besides training. The immediate
supervisor is responsible for training. The departmental or regional head of that
department also looks after whether the training is going alright or not. The Personnel
officer of JOCL gave us an example of overseas training they provided to a factory
manager whose name is Mr. Pronob. He was sent to China and Korea for training
purpose. JOCL also provide apprenticeship training. Apprenticeship training provides
beginning worker with comprehensive training in the practical and theoretical expect
of work required in a highly skilled occupation. Apprenticeship program combined of
the job and classroom training to prepare worker for its employees.
As you can see, ongoing training is important not just to employee development, but it
also affects the success of your business.
Skills – Make sure you take your time to find out what skills your staff
would like to develop and why, as well as working out where you want to be
in the industry and what skills are needed to get you there. Any training you
provide should be transferable and relevant to your employee’s current job,
to keep them engaged in the overall process.
Frequency – You should also consider the frequency of training, to achieve
the medium and long-term improvements. It is a careful balance, to make
sure there is enough training, but not too much that staff lose interest or
struggle to keep up with their daily work tasks.
Delivery – You should also look at the many different types of training that
are available, to decide what is best for your specific business. As well as
one-to-one training, you could also have group sessions, or eLearning which
is now a very popular route and requires less time away from the business.
5.1 Findings
5.2 Recommendation
5.3 Conclusion
Print Media:
1. Annual Report of Jamuna Oil Company Limited.
Internet Sources:
1. www.google.com
2. www.jamunaoil.gov.bd
3. www.wikipedia.com
4. www.citehr.com
5. www.chron.com
6. www.lectersheet.com
7. www.scribebd.com
8. Google Scholar