Human ResouRce

management
Assignment

Course: Human Resource Management

Section: 06
Faculty: Bushra Sanjana
Date: 26/04/2021
Independent University Bangladesh
 Page | 1

Group Members:

Name ID

Subid Proshad Joyshi 1710280

Rubayed Ahmed Shohan 1810127

Md. Aibur Rahman Emon 1810681

Istiaque Hossain 1820413

Morshed Shadid 1920474

 Page | 2

Letter of Transmittal

To: Ms. Bushra Sanjana

Lecturer
Independent University Bangladesh.
Bashundhara R/A,
Dhaka, Bangladesh.

Date: 26th April, 2021

Subject: Submission of Human Resource Management course Assignment

Madam,
It is our pleasure to have this opportunity to present to you our assignment of Structural
Comparative Analysis in the HR field of PRAN and ACI. We have all given our best effort
throughout this entire assignment and we have provided all the relevant information that is
necessary regarding this assignment.

We all did our best to gather the necessary details, and we would be happy to answer any questions
you might have in order to fully understand it. Thank you very much for all of your assistance and
guidance this semester.

Sincerely yours,

Joyshi, Shohan, Emon, Istaque & Morshed

 Page | 3

Acknowledgement

First and foremost, we would like to express our heartfelt gratitude to Ms. Bushra Sanjana, our
mentor, for her unwavering support, patience, and inspiration. Her advice was invaluable to us all
during the preparation and writing of this report. We could not have completed this assignment
without her constant support throughout the entire semester.

Aside from our mentor, I'd like to express my gratitude to my classmates for compiling all of the
requisite data and contributing in some other way.

Last but not least, we want to express our gratitude to our family for their spiritual support during
this study.

Thank you.
 Page | 4

Group Member’s Work List

Name Contribution
Compensation and benefits provided, Background
Subid Proshad Joyshi of the organization, Products

Rubayed Ahmed Shohan Compliance, Suggestions

Recruitment and selection procedure, Background

Md. Aibur Rahman Emon of the organization, Products

Istiaque Hossain Performance appraisal practices, Observation

Training opportunities for the employees, Location

Morshed Shadid and total employee number, Organogram
 Page | 5

Table of Contents

Letter of Transmittal ........................................................................................................................ 2

Acknowledgement ........................................................................................................................... 3
Group Member’s Work List ............................................................................................................ 4
Background of The Organization .................................................................................................... 6
Products of PRAN ........................................................................................................................... 7
Organogram of PRAN-RFL Group ................................................................................................. 9
Recruitment and Selection Procedure of PRAN- RFL Group....................................................... 10
Compensation and Benefits Provided by PRAN ........................................................................... 12
Training Opportunities for The Employees by PRAN .................................................................. 13
Performance Appraisal of PRAN .................................................................................................. 16
Compliance .................................................................................................................................... 17
Observation and Suggestions ........................................................................................................ 17
Background of The Organization .................................................................................................. 19
Organogram of ACI Limited ......................................................................................................... 21
Recruitment and selection process of ACI limited ........................................................................ 22
Compensation and Benefit Provided by ACI ................................................................................ 23
Training Opportunities for The Employees by ACI ...................................................................... 24
Performance Appraisal of ACI ...................................................................................................... 25
Compliance .................................................................................................................................... 26
Observation and Suggestions ........................................................................................................ 26
References ..................................................................................................................................... 28
 Page | 6

The Organization

PRAN Foods and Beverages Ltd

Background of The Organization

PRAN began operations in Bangladesh as a fruit and vegetable processor in 1980, and when PRAN
and RFL merged in 1981, it became one of the country's largest business conglomerates. PRAN-
RFL Group is one of Bangladesh's largest fast-moving consumer goods companies. Company
since 1981 extended their item quickly. They have faith in expanding their items. PRAN represents
“Program for Rural Advancement Nationally", sending out their products in additional than 106
nations on the planet and proficiently work on denoting their items.

PRAN for their administration practice has taken ISP 9001, a quality management framework if
an organization needs to satisfy the guidelines and gain certificate, as their rule. Organization
moreover accomplished HACCP (Hazard Analysis and Critical Control Point); an administration
framework addresses sanitation. Close to this, HALAL certificate, an affirmation that an item has
been examined altogether and friends complies with the standards of Islamic Shariah law. PRAN
is considered as the biggest producer and processor of foods grown from the ground in Bangladesh
PRAN has accomplished IMS authentication to guaranteeing word related wellbeing security and
climate the executives framework. PRAN is the main organization who has accomplished this
declaration. PRAN thought about this declaration as the best one for word related wellbeing
security and climate the board framework.

PRAN arranges various rivalries and projects in home and abroad to advance their items and
maintain various customs of Bangladesh. PRAN National Pickle Competition is one of the
mainstream rivalries among the ladies in Bangladesh. Consistently they PRAN masterminds this
opposition and champs are given prizes in various classifications. Major (Retd) Amjad Khan
Chowdhury, the founder and CEO of PRAN-RFL Group, signed a contract with Duke Medicine
Global Support Corporation in June of this year. DMGCC or Duke Medicine Global Support
 Page | 7

Corporation consented to arrangement to give warning administrations on the advancement of a

scholastic medical care framework in Bangladesh. PRAN-RFL Center, settle of PRAN-RFL Group
is arranged on center Badda in the hustle clamor of Dhaka city. Showcasing, Corporate Finance,
Cash offices, Cash Control and organization are arranged in the structure. This fourteen celebrated
structure running with full soul what is more, labor force. There are heads of various offices and
every one of the auxiliaries have COO (Head Operating Officers).

Products of PRAN

PRAN takes a holistic approach to all types of agro-processed food products, taking into account
all possible ways to make their products hygienic and of high quality. In addition, the company's
computer systems provide continuous monitoring of all production processes to ensure the highest
quality.

PRAN's products are divided into several categories, including juice, drinks, snacks,
confectionary, dairy, beverages, and winery goods. Their juices arrive in an extraordinary
differentiation of quality pressing in eight types flavors; orange, mango, lemon, litchi, pineapple,
mango-pine, guava and organic product mixed drink, offers assortment of reviving decisions. From
purified natural product drink, PRAN-RFL gives a wide reach to numerous options for
extinguishing the thirst. In their winery segment, they offer a wide scope of items from tea, flavors,
pickles, chutney, sauce and ketchup, rice items, mustard oil, semai and molasses, and so on PRAN
snacks items are differently enhanced biscuits, potato crackers, mini snacks.
 Page | 8

MISSION – “Poverty and hunger are curses”

VISION – Improving livelihood.

Type of Company – Conglomerate Company. Manufacturing and food processing.

Employee – 40,000

The following are the statistics for the number of employees:

1. General workers – 28,000
2. Overall workers – 40,000
3. Current workers – 28,000
4. Factory workers – 20,000
5. Sales workers – 8,000
6. Corporate employees – 2,000

List of Industries:
✓ Ekdala, Natore
✓ Ghorashal, Narshingdi, Polash
✓ Kaliganj, Gazipur
✓ Adamjee EPZ
✓ Rupgonj, Naryangonj
✓ Kellabond, Rangpur

Corporate Office:
PRAN-RFL has a corporate office in Badda's middle district that oversees all of the company's
operations. All over Bangladesh, there are numerous sales offices and centers.
 Page | 9

Organogram of PRAN-RFL Group

C.E.O. (CHIEF EXECUTIVE OFFICER)

M.D. (MANAGING DIRECTOR)

D.M.D. (DEPUTY MANAGING DIRECTOR)

DIRECTORS

E.D. (EXECUTIVE DIRECTOR)

C.O.O. (CHIEF OPERATING OFFICER)

G.M. (GENERAL MANAGER)

A.G.M. (ASSISTANT GENERAL MANAGER)

S.M. (SENIOR MANAGER)

MANAGER

D.M. (DEPUTY MANAGER)

A.M. (ASSISTANT
MANAGER)
S.A.M. (SUB ASSISTANT MANAGER)
 P a g e | 10

Address of Corporate office:

PRAN-RFL Center
105, Middle Badda,
Dhaka – 1212,
Bangladesh, GPO Box – 83
Tel: +88-02-8819209 EXT. – 271,
FAX – 880-28837464
E-mail: [email protected]
Web: www.pranrflgroup.com

Recruitment and Selection Procedure of PRAN- RFL Group

The human resources department is primarily in charge of the recruiting and selection process.
This department is in charge of finding and hiring capable workers for the company.

The first and most important move in hiring workers is to publish a work circular. To recruit an
employee, the HRM team follows a set of procedures. The measures are as follows:

Assessment

At the HR team go through a board assessment that which position need a capable employee. At
first, they find out the sites of the organization which are lacking behind. After finding it,

Also, at this process require at the time of market expansion, increase in production, launching
new product etc.

Define the position description

The HR team classified the positions based on the number and quality of employees during this
process.
 P a g e | 11

Advertisement

The team is preparing to publish a work circular after identifying the role. During this method,
they publish a work circular in national dailies and on an online job portal.

Sorting the application

The HR department is now sorting the applications based on the expertise and qualifications of the
applicants. Then they contact the applicants on the list via email or phone to schedule a written
test with them.

Written test

The HR team uses this test to identify desirable applicants that would be more productive for the
company. Some IQ questions, professional attitudes, and communication skills are included in the
question papers.

During this process, the HR team sorted the applicants based on their weight on the exam paper,
and then the HR team called the workers in for a preliminary interview.

Preliminary interview

There are three stages to the interview. The HR team removes some inefficient workers during the
first process. Employees who make it through the first round of interviews are invited to the
second. Some of them are also eliminated here. The chosen candidate is then invited to the final
interview. He is asked for his preferred time and salary here.

Employment Decision

If the chosen employee has no objections to the organization's terms and conditions, he or she will
be given an application blank. Here, the employee must provide all of his personal data and
records, as well as a CV, to the organization.
 P a g e | 12

Letter of acceptance

The HR team then gives the employee an offer letter, which takes two to three days to complete.

Compensation and Benefits Provided by PRAN

Appropriate Salary Structuring:

After doing a detail job analysis of PRAN it shows that PRAN test the jobs in order to get the
result after that they create grade pricing and the salary range which will eventually benefit them
for determining the right salary structure. So that, everyone can get their deserved salary.

Individual merit Pay:

PRAN gave individual merit pay which is completely based on the performance and financial
incentives.

Compensation & Benefit Packages:

PRAN’s compensation and benefit process matches with government rules and regulation. The
different types of benefits which are given by PRAN are Sick leave, life insurance, pension and
gratuity, Vacation leave, maternity leave including medical support they also give Scholarship
scheme, Transport & Canteen facilities.

Providing Training program:

PRAN provides their employees proper training which are given by the professional trainers. That
eventually increase the productivity of them. It also helps the employees to get more productive
and experience.
 P a g e | 13

Pension Program:

PRAN also give their employees’ pension program. For that they will give pension after the
retirement of the employee.

Scholarship scheme:

To encourage the talented children of the employees of PRAN. They give financial help on a
regular basis. so that they can not face any financial difficulties in counting studies. This scheme
starts from Class 6 to post graduation level. For the students who have nice academic result get
under this scheme.

Training Opportunities for The Employees by PRAN

The PRAN-Group is a conglomerate that aspires to be one of the best companies in the country
and the world, which necessitates the hiring of highly qualified and educated workers. PRAN has
established a separate training department, the Training Department, in recognition of the
significance of training.

The Organogram of Training Department

Despite the fact that the training department is not as large as other departments, it completes a
significant amount of work per year. This department is led by the Chief Trainer, who is assisted
by a Junior Executive. The Chief Executive Officer supervises this department directly (CEO). As
a result, this department gains a lot of clout within the organization. The organogram for this
department is shown below.
 P a g e | 14

Training Need Assessment

It is necessary to evaluate the training before designing a training program. PRAN Group had no
structured or expected training need assessment framework, despite the fact that they consider
training to be a critical part of their business. They've created an appraisal form that different
departments can fill out. They will identify areas of training need and plan a training program
based on that information.

Formal Employee: Training Methods

PRAN uses two different types of training methods. On the Job and Off the Job training are the
two forms of training available.

On the Job Training

Employees are placed in a real-world job environment and tend to be immediately effective as a
result of this preparation. It's a hands-on learning process. On-the-spot Job planning is useful for
tasks that are difficult to duplicate or that can be mastered easily by observation and practice. Low
efficiency as workers improve their skills is one of the disadvantages of on-the-job training.

Off the Job Training

Off-the-Job training accounts for the majority of the training provided by this organization. The
bulk of these training programs take place in the company's warehouse and on the training
department's premises.

Occasionally, the organization arranges for training to take place outside of the company. To
provide such instruction, a range of techniques are employed. Classroom lectures are the most
common method. Films, demonstrations, case studies, and other simulation activities are among
the other methods. These lectures are also attended by the chief trainer and the junior executive
trainer. Some educational programs include lectures from the heads of various departments. These
lectures primarily provide a concise overview of the various departments.
 P a g e | 15

PRAN is a large organization, and it is difficult for each employee to gain a comprehensive
understanding of the organization's structure and activities. There's a good chance that many
workers are unaware of what's going on at work. Though it is not mandatory for workers to be
familiar with the entire company in order to fulfill their duties. Furthermore, workers would be
better able to understand the company's priorities and strategic strategies if they have a better
understanding of the organization.

It will assist staff in emotionally preparing for upcoming challenges. With this in mind, the
training department hosts a film screening for newcomers.

New Employee Training Program

This is the basic management trainee orientation program for the head office. This is a three-day
workshop. The trainees are given a comprehensive overview of the entire company, which is
normally conducted by various department heads.

Mid Management Level Training Program

Only mid-level managers are eligible for this training. The aim of this training is to help
managers improve their management skills and increase the quality of their work.

Factory Management Training

The factory supervisors are given this behavior management instruction.

The aim of this training is to change supervisors' actions so that they can better supervise their
employees and exhibit the required behaviors with coworkers to achieve the desired output level.
Though experts from other departments often serve as instructors in the training department,
reducing the workload of the two training department personnel to some degree, the workload of
the two training department personnel remains high.
 P a g e | 16

Performance Appraisal of PRAN

PRAN Group is a market leader for food, beverage and plastics in the conglomerate industry in
Bangladesh. It is one of the most profitable companies in Bangladesh. Its mission and vision is to
eradicate poverty and develop the agricultural sector in Bangladesh. The main objective of this
report is to analyze and evaluate profitability, liquidity and efficiency the business in terms of
corporate finance. They mainly focus on products and people. His vision was not money, but
simply to gain the trust of his buyers, because the manager must control the activities of the
employee and the employee. Without performance evaluation, a company cannot achieve its
vision so performance appraisal is a very Important for an office or organization.

Performance Appraisal Functions

● The assessment process is repeated twice a year.
● Performance appraisal are results-oriented.
● The boss and the subordinate work together to set goals.
● Managers and subordinates use the MBO (Management by Objective) approach to
evaluate their employees' results.
● Create a file for each employee.
● Records employee performance development and improvement.
● Set a list of criteria by which they evaluate.
● To discuss planning and goals.
● Begin preparing the performance appraisal document.
● Collect Performance information.
● Review the assessments of evaluation.
● Making plan to begin the next performance period.
 P a g e | 17

Compliance

➢ The factory was held in compliance with Bangladeshi labor laws.

➢ Inspections were carried out on a daily basis in a number of factories.
➢ Managed buyers and conducted audits independently.
➢ Prepared corrective action plan for buyers.
➢ Audited plants and prepared for audits.
➢ Prepared many reports for maintaining proper compliance.

Observation and Suggestions

As an HR manager, you'll be responsible for not only writing policies and procedures and
recruiting staff, but also implementing strategic strategies to ensure that the right people are
recruited and prepared for the right job at the right time.

PRAN is a business enterprise. PRAN Ltd. had a vision to not only support society and its
people, but also to build a company that would revolutionize the food manufacturing industry.
PRAN was established in 1981. PRAN's operations were diversified after a prosperous five-year
run. In 1992, PRAN strengthened its place in the industry by opening a food processing plant in
Ghorashal. During this period of efforts, PRAN established itself as one of the leading
companies in manufacturing and laid the foundation for the development of all potentialities. As
an RFL manager, the role is to focus the objectives, objectives, responsibilities, skills, abilities,
knowledge and experience to design, organize, govern, enable, manage, analyze, plan, execute,
control, monitor, measure, improve and secure the system, enterprise, "the whole enterprise".

To support an organization's mission, improve operating systems, procedures, and policies.

Policy and procedure creation, implementation, application, and evaluation; Create procedures
for receiving goods, operating machinery, handling inventory, and shipping. Manage and
 P a g e | 18

improve Support Services (HR, IT, and Finance) effectiveness and productivity by enhancing
each role, as well as collaboration and cooperation between support and sales functions. Prepare
an annual budget; plan expenses; analyze variations; Initiate corrective actions Develop
operating systems determining product handling and storage requirements. Budgets should be
developed and reviewed, and costs should be managed. Examine the workflow of the process,
the room and employee specifications, and the equipment layout. Establish contracts and rates, as
well as proper upkeep. To ensure that all procedures are compliant with government regulations,
contact legal protection and legal. Furthermore, there is software called "Featureplan," which is a
customizable administration software solution. The vast number of data archive managers they
are satisfied with at any point of a product lifecycle automates and simplifies the most time-
consuming and repetitive file archive managers, allowing them to move on to other tasks. Assist
depots with conducting a competitive study for the finance department. The business manager
position is a leadership position within the enterprise architecture team that highlights the
interconnections and interdependencies between all team members and what they do. The team
will be a team, and the position of business leader will be able to make the most of the talents,
with knowledge of how everyone works and the definition of standards between everyone.
 P a g e | 19

The Organization

ACI Foods Ltd

Background of The Organization

Advanced Chemical Industries, or “ACI,” is a well-known company in Bangladesh that was

established in 1968 as a subsidiary of Imperial Chemical Industries. On May 5, 1992, it was
renamed Advanced Chemical Industries Limited (ACI Limited). In every category of the chemical
industry, the brand "ACI" has made a name for itself. Pharmaceuticals, Consumer Brands, and
Agribusiness are the company's three reportable divisions. It manufactures a variety of everyday
items such as toiletries, home care, hygiene, electrical, electronics, cell phones, salt, flour, foods,
rice, tea, edible oil, and colors. Their goods are of high quality and quantity, as well as having a
pleasing appearance and texture. ACI Agribusinesses is Bangladesh's largest agricultural
integrator. Their contract growers plant the vegetables, which are then processed according to
international standards in their modern and hygienic factories. It aided Bangladesh's agribusiness
sector by providing farmers with guaranteed prices. It is the world's leading exporter of processed
agricultural products. They pay about 3,770 million in corporate taxes, customs duties, and value
added taxes to the national exchequer per year. [as per the information during year 2018-2019]

They assist not only in agro-business, but also in livestock, fisheries, farm mechanization,
infrastructure development facilities, and motorbikes. The ACI Retail Chain is the country's largest
retail chain, with 129 SHWAPNO outlets touching the lives of over 40,000 households every day.
Since they uphold their ideals of fairness, efficiency, customer focus, creativity, and continuous
improvement, they have become one of the most successful businesses.

Subsidiaries:

● ACI Aronno
 P a g e | 20

● ACI Consumer Brands

● ACI Fertilizer
● ACI Formulations Ltd
● ACI Agrochemicals
● Apex Leather-crafts Limited
● ACI Salt Limited
● ACI Pure Flour Limited
● ACI Foods Limited
● Premiaflex Plastics Limited
● Creative Communication Limited
● ACI Logistics Limited (Shwapno)
● ACI HealthCare Limited
● ACI consultants
● ACI Electronics Ltd

Joint ventures:

● ACI Godrej Agrovet Private Limited

● Tetley ACI (Bangladesh) Limited
● Asian Consumer Care (Pvt) Limited

Basic Information
Full Name: Advanced Chemical Industries Ltd.
Incorporation Date: 24 January 1973
Registration No: C-3885
Company Type: Public Limited
Number of employees: 8,364

Corporate Contact

Head Quarter ACI Centre 245, Tejgaon Industrial Area, Dhaka-1208, Bangladesh.
Phone (+8802) 8878603
Fax (+8802) 8878619, 8878626
 P a g e | 21

Organogram of ACI Limited

Chairman

Managing Director

Executive Director, Executive Director, Executive Executive Supports

Consumer Brands Agribusiness Director, Logistics Director,
Pharmaceuticals

Consumer Brands, Branded Mobile Foods International Finance

Core Commodity
Human
Resource
Business Director General Manager, Sales
Communication

Head of Marketing Regional Sales Manager Management

Information
PGM Zone Sales Manager
Distribution

BM Territory Sales
Manager
Executives Sales
Representative
 P a g e | 22

Recruitment and selection process of ACI limited

The recruitment and selection process is one of the most critical functions of Human Resource
Management. It's also a delicate procedure because it's one of the methods for selecting competent
and productive workers.

For ACI Restricted, HRM must follow the normal predefined recruitment and selection protocol.
The HRM team does not have the authority to create process maps or documents related to
employee selection.

When a company expands, launches a new product, or has a shortage of skilled workers, this
process is required. When one of these situations arises, the HRM team works hard to recruit and
hire the workers through the recruiting and selection process. This procedure is combined with a
few measures, which are briefly described below.

1. The HRM team first advertised the work circular in a major daily newspaper, an online news
portal, and social media platforms.

2. When they receive the requested application, they plan to sort it based on the employee's prior
experience and educational qualifications. Most notably, they place a strong emphasis on
applicants' extracurricular activities.

3. The applicants who are chosen in the second round are invited to take a written exam. Written
tests are structured and arranged to select workers who are appropriate for a specific industry. The
aim of the question paper is to extract some common details about applicants in order to determine
whether or not they are suitable for the position.

4. Those who pass the written test are invited to a preliminary interview, during which the HRM
team evaluates their conduct, personality, and asks some basic questions about their role. The
majority of applicants are eliminated here. The remaining applicants will be contacted for a second
interview.
 P a g e | 23

5. The HRM team evaluates their abilities, qualifications, experience, and behavioral actions in
depth during the second interview. Some applicants were also eliminated at this point. The third
interview is for the final candidates.

6. The applicants are asked to finalize the pay and job schedule in this section. Applicants must
also fill out a questionnaire with their personal information and data during this process.

7. Final applicants receive offer letters from the company two or three days after verbal selection.

Compensation and Benefit Provided by ACI

A process by which an organization measures its workers loyalty and provides them with monetary
and non-monetary rewards consistent with its reasonableness and under government directives,
according to compensation. Compensation for executives outlines step-by-step methods for
developing a compensation system that considers job requirements, representative related details
and skills, and execution-related motives that connect person, group, work unit, and association
execution.

ACI limited provides financial benefits in the form of salary, salaries, promotions, bonuses,
medical allowance, dearness allowance, house rent allowance, and a pension plan.

In addition to money, for any organization, non-monetary compensation is also essential, and ACI
provides non-monetary compensation in the form of dignity, working conditions, social standing,
and accomplishments.

Objectives of Compensation management:

Compensation targets are important because they help the organization acquire, maintain, and
retain a profitable workforce.
 P a g e | 24

New employees would most likely leave if they are not adequately compensated. It is the primary
reason why most people search for jobs. Pay, in the eyes of the official, is a necessity of life. Pay
is the means by which people meet their own and their families' needs.

Training Opportunities for The Employees by ACI

ACI HR has a vision of developing a work atmosphere that fosters creativity, innovation, and
efficiency in order to achieve business success through diverse and committed employees.

Human Resources, we conclude, are the organization's most valuable asset. We recognize training
needs and offer training to meet them in order to improve our human resources' knowledge and
skills. Meetings for Thought Leadership and Team Building are held on a regular basis. We have
a supportive work environment in which workers can reach their full potential, as well as a
performance-based career path.

ACI's training programs are aimed at transforming the human resources in order to achieve
corporate excellence by growing the workforce's bandwidth. We consider key expertise and
capacity sets and develop a variety of programs to ensure that success is achieved through
creativity, agility, flexibility, capability diversity, and IT technology to address current and future
challenges. We check the external environment for comparing industry patterns, benchmarking
best practices, and implementing competency management systems in order to deliver outstanding
services to our valued customers. Massive and spontaneous collaborative projects are made with
the strategic goal of achieving excellence in the delivery of tailored services to meet the ever-
changing human resource development needs. Based on a common vision, we create a strategic
learning plan that includes personalized learning plans for each of our employee clusters of the
company divisions, allowing us to be proud members of a learning organization. To achieve the
highest return on human development investments, we use the best technology-based modules,
methodologies, equipment, in-house and external faculties/trainers. ACI's corporate values are
 P a g e | 25

woven into the process of planning, creating, and delivering each Training Department operation
throughout the company.

Performance Appraisal of ACI

There are three basic characteristics of performance evaluation: A performance evaluation, also
known as an employee appraisal, evaluates an employee's abilities, performance, and stunting.
There are three basic features of performance evaluation:

(1) Provide each person with adequate feedback on their performance;

(2) serve as a basis for adapting or changing behaviors toward more efficient work habits;
(3) Provide information to managers

ACI's goal is to achieve corporate excellence through recognizing, embracing, reaching, and
exceeding customer standards by quality. To achieve customer loyalty, ACI adheres to
international quality management framework requirements to ensure consistent quality of goods
and services. ACI also meets all national regulatory criteria for its current operations and ensures
that current Good Manufacturing Practices (CGMP) are implemented for its pharmaceutical
operations, as recommended by the World Health Organization. and staff by daily training and
involvement in the quest for continuous improvement of work methods.
In all of its strategic decisions, ACI management is committed to putting quality first. To ensure
that quality requirements are met, all ACI workers must observe recorded procedures.
 P a g e | 26

Compliance

➢ The number of Board members shall not be less than five and more than Twenty.

➢ At least one-fifth of the total number of directors shall be Independent Directors.

➢ The position of Independent Directors cannot remain vacant for more than ninety days.

➢ Chairman of the Board and the Chief Executive Officer of the companies is different
individuals having clearly defined their respective roles and responsibilities by Board.

➢ A listed company's MD or CEO, CS, CFO, and HIAC may not hold any executive role in
another company at the same time.

➢ Three members make up the Board Audit Committee.

Observation and Suggestions

As an HR manager, you'll be responsible for not only writing policies and procedures and
recruiting staff, but also implementing strategic strategies to ensure that the right people are
recruited and prepared for the right job at the right time.

ACI is a publicly traded company. ACI's goal is to achieve corporate excellence through
recognizing, embracing, reaching, and exceeding customer standards by quality. ACI adheres to
international quality management framework guidelines to ensure consistent quality of goods and
services in order to achieve customer loyalty, and the human resources manager plays a critical
role in this regard. Since HR is in charge of managing and controlling employees, as well as
guiding an organization toward its goals. Human resources are an important cornerstone for the
manufacturing industry's growth, because you need a professional workforce to address the
challenges that the industry faces. It can also ensure that employees are retained, resulting in
increased productivity and value. Since manufacturing companies sometimes face a labor shortage,
it is critical that they budget appropriately. ACI HR Manager has four HR roles to fill the void.
 P a g e | 27

This helps the manufacturing companies to adapt to a more fluid operational performance. The
company's general manager provides, among others, a comprehensive overview of the company's
operations, financial situation, results, risks, and concerns. Company, any changes have been
disclosed, it must ensure that everything a manufacturing company needs to adapting is better
operational performance of one's business. Financial institutions such as banks, brokers and
insurance companies offer very similar services May s their human resource needs have also
changed, survey data show Although all three industries have become heavily dependent on a
highly skilled workforce, the training and professional profiles of their respective workers have
changed. Have remained fairly stable and therefore the role of HR has not changed significantly.
HR is about more than just finding, training, and paying full-time staff. Most often consider the
health and well-being of both employers and employees. The key ways in which human resource
management may contribute to organizational success are valuable, as shown by management. The
aim of organizational development is to create a unified strategy that improves how people work
and communicate with one another. In the planning and execution of performance evaluations.
Indeed, the human resources team acts as a mediator between the functional managers or
supervisory authorities and the employee, it is the responsibility of the human resources team to
ensure the proper implementation of the evaluation process. Risk experts have historically focused
on the major causes of risk, such as weather, illness, and natural disasters, as well as risk
management strategies. Human resources and human resource calamities such as divorce, chronic
illness, accidental death, and the effect of interpersonal relationships on companies and families
have received little consideration from risk management. Management is responsible for assessing
the business' ability to continue to function as a going concern and reporting, where appropriate,
concerns relating to going concern and the use of the business when preparing continuing concern
financial statements.
 P a g e | 28

References

academy, S. (2012). The Role of Human Resources. Retrieved from Human Resource Management Day
to Day: https://saylordotorg.github.io/text_human-resource-management/s00-license.html

administrator. (n.d.). ACI . Retrieved from ACI Limited: https://www.aci-

bd.com/training.php?fbclid=IwAR04zPQx_XheEgoIyuJzds8_SiGSc2uAG2E0HoeNJYJem1dikV
Lmae8w1XA

Assignment Point. (n.d.). Retrieved from Employee Compensation and Benefits Package of ACI Limited:
https://www.assignmentpoint.com/business/management/employee-compensation-benefits-
package-aci-limited.html

Gewertz, M. H. (2016). Standard Business. Retrieved from Enterprise System Manager Role:
https://standardbusiness.info/enterprise-system/manager-
role/?fbclid=IwAR2ZxlEvcRn6MHgMFXiCkETbbVE2_wes_lqVYAvLH0QyGOHyn7X1fpRcbl
8

Personnel today Jobs. (2016, may 13). Retrieved from HR within the Finance sector:
https://jobs.personneltoday.com/article/hr-within-the-finance-
sector/?fbclid=IwAR3AHcx31NEYtpNX1NjflG3_S1OOcWW4-
ND4YiHzpaYnfSR6LmNQZHzPVMI

wikipedia. (n.d.). ACI Limited. Retrieved from Wikipedia:

https://en.wikipedia.org/wiki/ACI_Limited?fbclid=IwAR2c_smN0c5T6HlbUKf5elqi_KrVWKJlt
JZVbQl130fhSp7iC5FsczEi4io

Chowdhury, N. (2014). Satisfaction of PRAN-RFL Group with the leasing Companies.