PRAN GROUP Report on HR Department EXECUTIVE SUMMARY PRAN group of companies is one of the leading business institutes of Bangladesh .We have prepared report based on Practices of SHRM of Pran Food &Beverage . To prepare this report we have followed informal questionnaire. In the report we discuss about Company overview, literature review, Business strategy of the PRAN Food and Beverage, relationship between business strategy and HR practices of the organization, influence of business strategy various HR practices .PRAN encourage their employee to take part in opportunities and programs that will add to their aptitude to bring value and ensure further augmentation and achievement for themselves and the Company. Every year they are …show more content…
To project efficient developmental programs is becoming a strategic task for any enterprise and a basic part of its development's overall strategy. The goal of this article is to change the perception in understanding the development of employees as both the key strategic way of business policy of qualitative growth, development and competitive advantage of any enterprise, and the basis of development of modern economy. Human resource development is an inseparable part of the organization's development. In a dynamical environment, development of employees needs to be understood by modern organizations as the condition of survival, constant need and the basis of their own flexibility and mobility. Background of the company PRAN is currently the most well known household name among the millions of people in Bangladesh and abroad also. Since its inception in 1980, PRAN GROUP has grown up stature and became the largest fruit and vegetable processor in Bangladesh. It also has the distinction of achieving prestigious certificate like ISO 9001:2000, and being the largest exporter of processed agro products with compliance of HALAL & HACCP to more than 70 countries from Bangladesh. On retirement from Bangladesh Army in the year 1981, Major General Mr. Amjad Khan Chowdhury got
“Strategic HR planning predicts the future HR management needs of the organization after analyzing the organization's current human resources, the external labor market and the future HR environment that the organization will be operating in” (HR Council, n.d.). Human resource planning directly ties in to an organization’s strategic development and implementation by calculating company trends, resources, design, previous works and future expansion and ensuring that the impending requirements are met. This paper will further examine the role of human resource development
Broadhurst, J. (2012). Employee development is a great business opportunity. Human Resource Management International Digest, 20(6), 27-30. doi:http://dx.doi.org/10.1108/09670731211260861
This chapter introduces the literature works relating to training and development and how it has an impact on employee’s performance. It gives detailed explanation and clear idea on previous works by researchers in organizational politics to help in understanding the background information on which this research is based on. The chapter describes the concepts of training and development and the effects on employee performance and the gap in literature.
There are many different forms for employee development; traditional training such as in a classroom, self-study courses using computer technology can be either the Internet, are using CD-ROM courses. Also establishing an Individual Development Plan which is having the employee do a self-assessment having them assess personal career
A: Employee development helps to maintain a trained, motivated and committed workforce so that they are able to respond to innovation and change. Employees are able to produce goods and services and some goals may initially cause a decrease in profit and because employee development can be costly. Goals for change and innovation may cause conflict depending on how they approach the goal and implement strategies for productivity that can be approached differently by employees. This can also cause conflict, but the best plan can be determined by trial and error. Symptoms of structural deficiency can appear as a result of too many problems and to many decisions related to those problems, if the hierarchy delegates responsibility to the lower levels it still may be insufficient. Different organizational structures need to use innovation to accompany all aspects of decision making, ranging from what the marketing
Human resource helps in recruiting the most efficient employees for organizations. They support the use of training and development to improve individual employees as well as the whole organization. They make sure that the training given to the employees is effective and they support any changes that are essential for the improvement of the workplace (McLagan and Suhadolnick 1987). Human resource development now has evolved from just training to development of the whole organization or individual (Chalofsky and Lincoln 1983; Gilley 1998; Harris and DeSimone 1994; Kenny 1982; Nadler and Nadler
Within todays ever-changing working society, training and development is a key part within any organisation. Employees are the main capital within organisations which suggests
In order to provide for ongoing improvements within the context of organizations, employee development is essential. However, generally organizations in the United States are notorious for lagging behind in terms of the recognition of the importance of employee development, particularly in relation to Asian and European organizations (Noe, Wilk, Mullen, & Wanek, 2014). Nevertheless, employee development “is a necessary component of U.S. companies’ efforts to improve quality, meet the challenges of global competition, use new technologies in producing products and services, and capitalize on the strengths of a diverse workforce” (Noe, et al, 2014, p. 153). The following sections outline the American
In today’s competitive business world, it is important to have fully trained and well-versed employees, which can help make or break an organization. By having an employee development plan, or career path if you will, it allows employees to set career goals. This allows companies to ensure employees are fully capable of performing their assigned duties. The following chapter, Chapter 9, discussed methods of employee development. This chapter covered current trends associated with formal education, effective development strategies, as well as how to design a
Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,
The need of this study takes place when an organisation aims to find out the connection between the employee training and development in order to achieve competitive advantage. Therefore this research will be focused on the significance of training and development of employees on an integrated scale to measure the employee satisfaction in order for the business to achieve competitive
It is important for HR Management to transform from being primarily administrative and operational to becoming more strategic contributor because of the involvement of competitive advantages through a company s’ employees. Strategic HR managers need proceed with the professional growth by hiring employees with high potential and giving them opportunity to learn and make lot of experience from their job roles where can access to brightest future in the industry. Secondly, the executive succession where the strategic HR managers will hiring the potential successors and grooming them with experience and advancement to be ready for replacement of the owner of company. A company can be in right direction if proceed with the strategic succession planning. Third is the labor cost efficiency. Strategic HR department mainly focus on their top performers who effort the most to organizational goals and long-term company success. A strategic HR philosophy ensures the employees satisfied perfect where by paid to
When the process of recruitment is complete, the next tasks involve developing the personnel through exposure and training. The process of training and personnel development has the objective of enabling the employees to develop necessary skills for optimal performance of their respective roles. Therefore, the human resource development manager has to come up with effective schedules for training and developing the newly recruited
Human Resource Development (HRD) is a function of an organization aims to provide the benefits to stakeholders especially to employees, society and organization or employer. The purpose of establishing HRD department within the organizations is to provide the personal development opportunities to staff for their career by offering them mentoring, personal planning, professional training, education, and so on, which could contribute in their personal development and ensure proper functioning of the organization (Swanson & Holton, 2001). On the other hand, HRD sometimes creates tensions between the stakeholders. Here, 'tension ' means a problematic state or a situation that could lead to dissatisfaction of any stakeholder (Autio, 2005).. However, in this essay, HRD benefits and effects i.e. tensions are discussed in context of the selected stakeholder i.e. employees, employers and society. It focuses on finding the effects on others while meeting the interests of any one of these stakeholders. Finally, by providing the outline of benefits provided by HRD, the conclusion is expressed.
Grieves and Redman (1999) took a critical look on the characteristics of human resource development, and its purpose. They stated that human resource development facilitates competitive advantage, because it